Employees in Full-time Equivalent (FTE) positions earn annual leave at a rate of one and one-fourth (1¼) days for each month of continuous employment. Employees must work at least one-half (½) of the workdays of the month to accrue leave earned for that month. After ten years of service, employees begin to earn bonus leave. A maximum of thirty (30) days annual leave may be taken in a calendar year and a maximum of forty-five (45) days annual leave may be carried over as of January 1.
Employees in Full-time Equivalent (FTE) positions earn sick leave at a rate of one and one-fourth (1¼) days for each month of continuous employment. Employees must work at least one-half (½) of the workdays of the month to accrue leave earned for that month. A maximum of one hundred eighty (180) days sick leave may be carried over as of January 1.
Family Sick Leave:
Employees may use up to ten (10) days family sick leave annually to care for immediate family members. For the purposes of family sick leave, "immediate family" is defined as the employee's spouse and children and the following relations to the employee or the spouse of the employee: mother, father, brother, sister, grandparent, or legal guardian and grandchildren if the grandchild resides with the employee and the employee is the primary caretaker of the grandchild. The amount used will be deducted from the employee’s sick leave balance.
Employees are allowed up to three (3) consecutive days of leave with pay upon the death of immediate family members. For the purposes of family death, immediate family is defined as the spouse, great-grandparents, grandparents, parents, legal guardians, brothers, and spouse of brothers, sisters, spouse of sisters, children, and spouse of children, grandchildren, great-grandchildren of either the employee or the spouse. Employees requesting leave for family death must submit a statement to their supervisor stating the name and relationship of the deceased.
Employees summoned as a member of a jury panel or subpoenaed as a witness will be granted court leave with pay. The employee must provide a copy of the legal documentation requiring his/her presence in court.
Voting Leave; Military Leave (short-term/long-term); Blood Drive and Donation Leave; Bone Marrow Donor Leave; Organ Donor Leave; American Red Cross Certified Disaster Leave; Administrative Leave; Extended Disability Leave; Workers’ Compensation Leave and Family Medical Leave Act (FMLA) are administered in accordance with federal and state guidelines.
This section highlights the various insurance programs offered by Midlands Technical College. For more detailed information, visit PEBA Insurance.
Dental Insurance Plans:
The State offers two dental plans: The State Dental Plan and the Dental Plus Plan. The State Dental Plan is provided at no cost to eligible employees who select employee-only coverage.
State Life Insurance:
Employees who are enrolled in one of the State’s health insurance plans are automatically enrolled, at no cost, in basic life insurance. Optional term life Insurance may be purchased. Additionally, employees may purchase life insurance for their spouse and/or dependent child(ren).
Standard Life Insurance:
In addition to the state-offered life insurance, Midlands Technical College offers each eligible (FTE) employee of the college free life insurance with the option of purchasing additional insurance for themselves and dependents.
Long Term Disability Plans:
Basic Long Term Disability insurance is provided at no cost to employees who are enrolled in one of the State’s health plans. Supplemental Long Term Disability (SLTD) insurance, which provides a higher level of coverage, is also available. SLTD premiums are employee-paid.
MoneyPlu$- the State’s Flexible Benefits Program:
MoneyPlu$ programs enable employees to save money by allowing them to pay certain medical and dependent care expenses on a pre-tax basis. There is a small administrative fee for these programs. MoneyPlu$ options include the following:
- Health, Dental and up to $50K optional life insurance premiums are paid on a pre-tax basis
- Medical, Limited Medical (available to SHP Savings Plan participants), and Dependent Care Flexible Spending Accounts
- Health Savings Account (available to SHP Savings Plan participants)
Vision Care Program:
Vision care services with participating ophthalmologists and optometrists are available to employees and their family members.
Participation in the state’s retirement plan is mandatory for employees in Full-time Equivalent positions and for temporary employees with funds already on deposit with SC Retirement Systems (SCRS). Contributions are deferred from federal and state income tax. There are three (3) retirement plans available to MTC employees: SCRS (Traditional) Plan, the Optional Retirement Program (ORP) and the Police Officers Retirement (PORS) Program.
SC Retirement Systems (Traditional) Plan is a defined benefit plan which means that the retirement annuity is based upon the employee’s average final compensation and years of service. Both the employee and the employer contribute to the plan.
The Optional Retirement Plan is a defined contribution plan which means the retirement annuity is based upon contributions and investment performance. Persons electing to participate in the ORP will be required to select an investment provider. For current investment options, visit PEBA Retirement. Both the employee and employer contribute to the plan.
Police Officers Retirement System is a defined benefit retirement plan that is limited to law enforcement officers. A law enforcement officer is defined as a person who is required by the terms of his or her employment to give his or her time to the preservation of public order; protection of life and property; and the detection of crime in the state. For details including contribution rates and retirement eligibility, visit PEBA Retirement.
SC Deferred Compensation System:
Midlands Technical College employees may elect to participate in the SC Deferred Compensation Program. Program options include a 401K and 457 plan, and contributions are made through payroll deduction. For program specifics, visit Deferred Compensation.
PURSUANT TO SECTION 41-110 OF THE CODE OF LAWS OF SC, AS AMENDED, THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE COLLEGE
Human Resource Management
Hours of Operation:
Monday–Thursday, 8:00 a.m.–5:00 p.m.
Friday 8:00 a.m.–1:30 p.m
1260 Lexington Drive
West Columbia, SC 29170