EduStaff Resources

• Rest & Meal  Periods
  • One paid fifteen-minute rest break shall be provided during each hour-hour period of work.
  • For every 6 consecutive hours an employee works, the employee will be provided a 30-minute unpaid meal break, which shall be scheduled by their supervisor.
  • Combining rest and meal periods is prohibited. Working through a meal period must be preapproved by the employee’s supervisor, as it may result in the overpayment of hours actually worked.
• Work Schedules
  • Supervisors will set schedules according to the needs of the department. Supervisors have the authority to adjust schedules based on the department's needs, which can include calling in additional help or sending employees home early.
• Workplace Etiquette
  • Netflix, Hulu, ESPN, or other similar sites are prohibited during work hours.
  • Pandora or online radio streaming is allowed. However, no earbuds are to be worn at the workstation, and volume must be kept to a low level.
  • Insubordination will not be tolerated and may result in disciplinary action, up to and including discharge from employment.

• Rest & Meal  Periods
  • One paid fifteen-minute rest break shall be provided during each hour-hour period of work.
  • For every 6 consecutive hours an employee works, the employee will be provided a 30-minute unpaid meal break, which shall be scheduled by their supervisor.
  • Combining rest and meal periods is prohibited. Working through a meal period must be preapproved by the employee’s supervisor, as it may result in the overpayment of hours actually worked.
• Work Schedules
  • Supervisors will set schedules according to the needs of the department. Supervisors have the authority to adjust schedules based on the department's needs, which can include calling in additional help or sending employees home early.
• Workplace Etiquette
  • Netflix, Hulu, ESPN, or other similar sites are prohibited during work hours.
  • Pandora or online radio streaming is allowed. However, no earbuds are to be worn at the workstation, and volume must be kept to a low level.
  • Insubordination will not be tolerated and may result in disciplinary action, up to and including discharge from employment.

This policy applies to contracted EduStaff employees meeting these requirements

1. Continuous/uninterrupted employment at Mid for a complete calendar year (no break in employment),
2. PT hourly status of a permanent nature, NOT including student workers, interns, SI leaders, LLS instructional support, tutors, lab techs, coaches, or adjunct instructors,

Upon fulfillment of a complete calendar year as an EduStaff employee on assignment at Mid Michigan College, individuals will be eligible for PTO benefits in addition to the Michigan ESTA requirements as outlined below on the prorated basis of hours worked in the preceding calendar year as a percentage of 40 hours/week.  (Ex. An employee who worked an average of 28 hours/week in the preceding calendar year would earn leave time at 28/40 or 70% of the full-time rate for each type of leave.) Standard rounding to the nearest half hour will apply. The average hours worked/week will be calculated on January 1^st of each year for which the individual is eligible for paid leave benefits and will apply for the entire calendar year.

1. Holiday pay for days specified as Mid Michigan College holidays (New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, the day after Thanksgiving, Christmas Eve, and Christmas).
2. Pay for days when the College closes due to weather or other events.
3. Vacation time based on 40 hours per year.

PTO for holidays, snow days, or other days when the College closes will be paid out on the corresponding pay date.

Vacation leave time will be awarded on January 1^st and is on a “use it or lose it” basis for each year. No carry-forward of hours is allowed. Vacation leave is subject to supervisor approval and may not be granted during peak times of operation or when the leave would present difficulty for scheduling coverage.

Paid leave time for any pay period will be capped at the average hours worked in the previous 12 months. (Ex. An employee who worked an average of 28 hours/week in the preceding calendar year will be paid a maximum of 28 hours for any week in which leave time is paid.)

After the first year of eligibility, for purposes of this policy only, hours worked shall include hours paid for holidays, school closures, and vacation days.

Accrued leave time will not be paid out upon separation from Mid/EduStaff.

If an EduStaff employee subsequently becomes a Mid employee, the hours accrued in the EduStaff employee’s vacation bank will be forfeited.

This policy is effective on 1/1/2026.

Mid Michigan College (MID) has established the EduStaff Tuition Grant for EduStaff Adjunct Instructors (includes credit & non-credit instructors) and EduStaff employees in Permanent Part-Time positions (as outlined below) assigned to Mid Michigan College. EduStaff Employees assigned to Mid Michigan College in either an adjunct or permanent part-time capacity may apply to the grant for themselves or on behalf of their spouse and/or IRS dependent children for tuition costs and fees for up to six (6) credit hours per semester.

The EduStaff employee must be assigned to and working at or in a program or department for Mid during the semester in which the grant is applied. EduStaff employees, spouse, and/or IRS dependent children must declare a degree or certificate program and can receive tuition funds up to a total of 62 credit hours towards the selected degree. Grant recipients must successfully complete the class(s) with a 2.0 GPA or higher. Failure to complete the course with a 2.0 GPA or higher, NOT completing the course, dropping the course beyond the full refund date, or EduStaff employee separates employment with Mid during the concurrent semester, will result in a reimbursement bill to the employee equal to the awarded amount for that semester. Non-payment of the reimbursement bill by the following semester de-registration date could result in the student being de-registered for the following semester.

Permanent Part-Time Positions covered under this grant include

• Part-time Custodian
• Part-time Hospitality Assistant
• Part-time Accounts Payable Clerk
• Part-time Information Technology Technical Assistant
• Part-time LLS/Accommodations Support Staff
• Part-time Title III Accessibility/ LLS Test Monitor
• Part-time ETS Specialist
• Part-time Auto Lab Technician
• Part-time HRA Lab Technician
• Part-time PTA Lab Assistant
• Part-time CSC Lab Assistant
• Part-time Welding Lab Technician
• Part-time Administrative Assistant for Workforce & Economic Development
• Part-time Program Coordinator for CJS and HAS
• Part -time Program Coordinator for Agriculture

Edustaff Tuition Form

There are two forms that an EduStaff employee needs if they are injured. The forms and procedure are explained below.

First Report of Injury Form

• This form is two pages, and EduStaff needs both pages completed. It is vital that this form is filled out completely by both the school/location and the employee and then sent to EduStaff HR (email humanresources@Edustaff.org or fax 877-974-6339). This form allows EduStaff to start a claim with our workers’ comp carrier if treatment was sought. If no treatment is sought, EduStaff still needs the form because we track all injuries.
• First Report of Injury Form

Authorization to Treat Form

• The employee will need to take this form to the medical facility if they seek treatment after an injury. This form includes EduStaff's phone number and the basic info of our workers’ comp carrier for billing/contact purposes. When this form is presented to the place of treatment, they know to set it up as a work comp billing claim. EduStaff does not need this form sent to us if no treatment is being sought; the employee does not need this form either.
• Authorization to Treat Form

Where to Seek Treatment

• Send Edustaff employees to the same medical facility as Mid Michigan College employees. Usually that is a Concentra or occupational health type of facility. Urgent Care is also an option if you don’t have occupational health locations near you. They should not go to their own personal doctor, chiro, nor the emergency room unless, of course, the injury dictates an ER visit.

Notification

• EduStaff does not need to be notified immediately by phone from the employee or school location, as long as the First Report of Injury Form is completed as fully as possible and sent to us as soon as possible.
• Forward all medical bills, work notes, and any other medical paperwork to EduStaff as soon as you receive them.
• If you have any questions on this procedure, contact Jackie Wierenga at 877-974-6338 x145.