NEBRASKA WESLEYAN UNIVERSITY NONEXEMPT PART-TIME 9 MONTH EMPLOYEE [Under 1000 hours per year]

Save this PDF as:
Size: px
Start display at page:

Download "NEBRASKA WESLEYAN UNIVERSITY NONEXEMPT PART-TIME 9 MONTH EMPLOYEE [Under 1000 hours per year]"

Transcription

1 NEBRASKA WESLEYAN UNIVERSITY NONEXEMPT PART-TIME 9 MONTH EMPLOYEE [Under 1000 hours per year] The University administration reserves the right to change any of these benefits during employment. All staff employees are employed at will under Nebraska state statutes. If you have any questions, please contact the Human Resource Office for explanations. Nonexempt employees are those individuals who are subject to the Fair Labor Standards Act. Nonexempt part-time nine-month employees are eligible for such fringe benefits as are set forth hereinafter and as are set forth in their letter of appointment. Salary is paid on a hourly basis from official online time recordings or by timesheets turned into the Human Resource Office. Time sheets are filled out each day at the beginning of the work day and at the end of the work day. Hours worked from the 1 st of the month through the 15 th of the month are turned in by 10:00 a.m. on the 16 th of the month. Hours worked from the 16 th of the month to the last day of the month are turned in by 10 a.m. on the 1 st of the month. If the 1 st or the 16 th is on a weekend, the time worked records are submitted the following Monday by 10:00 a.m. Payroll is on the 10 th and 25 th of each month. If the 10 th or 25 th payroll date falls on either a Saturday or Sunday, payment is made on the prior Friday. Payroll is by direct deposit to saving and/or checking accounts in banks, credit unions, and savings and loans, with the option to direct deposit into three separate accounts. In describing these benefits, the term "child" shall include any natural child, adopted child, foster child, or stepchild. "Stepchild" shall mean the natural child or adopted child of a spouse. The term "dependent" shall be defined as a child or spouse declared as a dependent on the federal and state income tax forms. Immediate family includes spouse, children (birth, adopted, step), dependents, foster children, parents, spouse's parents, grandparents, brothers, sisters, relatives who have served as parents, and any other relative by birth or marriage who currently resides in the immediate household. A. Authorized Absences The following are the only paid absences authorized for employees of Nebraska Wesleyan University. All other absences, that are not the result of adjusting the employees work schedule, are on a leave without pay basis and must be approved in advance by the employees supervisor. 1

2 1. Holidays: Aside from conforming to long-standing religious and national customs, paid holidays give workers regularly scheduled breaks from the work routine that they can look forward to spending with their friends and families. Nebraska Wesleyan University holiday schedule is set in accordance with the academic calendar. The Holidays applicable to each employee are listed in the yearly reappointment letter sent at the end of each academic year. The University intends that all employees receive their full holiday benefit. Employees who must work on the holiday receive a corresponding day off arranged with the approval of the supervisor. Holidays are part of the employees total assigned hours for the academic year 2. Vacation Leave: Employees receive two workweeks of pro-rated vacation based on their nine (9) month work assignment and hours worked per week from their first academic year of employment through their fifth academic year of employment. After five academic years of employment, employees receive three workweeks of pro-rated vacation based on a nine (9) month work assignment and hours worked per week. Vacation hours are given at the beginning of each academic year and are a part of the employee s total assigned hours for the academic year. Vacations must be taken at times that will not adversely affect the efficient operation of the employee's department. Therefore, the time of the vacation must be arranged in advance with the supervisor. An employee who did not begin employment at the beginning of the academic year will receive vacation pro-rated by the number of hours available for the partial academic year of employment. Unused vacation will be paid out with the final payroll at the end of each academic year. 3. Military Leaves: Employees are entitled to military leaves of absence with pay for their annual two- (2) week training service and for one-week emergency call up service in the armed forces of the United States or the State of Nebraska, provided the absences fall within the employee s dates of employment. Copies of the official arm forces training or call to active service notice(s) must be filed in the Human Resources Office prior to the leave. 2

3 4. Sick Leave: The University believes that a direct correlation exists between stability in the family and productivity in the work place. When a family emergency arises, requiring the employee to attend to a child's, spouses, or parent's serious illness, or to their own illness, employees need time off to meet their personal and family obligations. The University intends its sick leave policy to provide employees with a healthier balance between their family and work lives. The University allows for the accrual of sick leave in order to provide the employee with paid leave and job security should an extended illness occur for which the employee has sick leave available. Sick leave, paid time away from work because of illness, injury, or doctor appointments involving the employee or members of the employee's immediate family, if they require the employee's care, is accrued at the rate of one working day for the number of assigned months (nine) listed in the employees reappointment letter. Working day is defined as the part-time hours worked in any given day. Sick leave may accumulate to an amount of time equivalent to sixty working days based on daily work schedule. Upon reaching the sixty working day maximum, further accrual of sick leave is suspended until the employee's sick leave balance is again below the sixty working day maximum. Sick leave must be documented with an absence request form attached to the employees timesheet or turned in at the end of each pay period if time entry is by the online system. Sick leave carries over from academic year to academic year. Any accumulated sick leave automatically ceases with termination of employment and is not reimbursed in cash. 5. Jury Service and Witness Under a Subpoena Leaves of Absence: The employee summoned to serve jury duty has a civic obligation to serve. The University supports the fulfillment of that obligation by paying the employee's full salary with all appropriate benefits during any absence required during the employees regular work schedule. The University will not support any employee using their employment at Nebraska Wesleyan University as a reason for exclusion from jury duty. Employees serving on a jury are expected to report to their departments for work during normal working hours when the jury is recessed. Additionally, any employee summoned to serve on jury duty or to appear as a witness under a subpoena shall not be subject to loss or interruption of employee benefits. Employees are entitled to retain the monetary benefits received from the court as provided by law. The receipt of a jury duty subpoena or notice to report for jury duty must be reported at once to the immediate supervisor. A copy of the jury duty notice/subpoena and a copy of the witness subpoena are to be sent to the Human Resource Office. 3

4 6. Election Volunteer Leave. Employees who are volunteer election officials are paid their regular salary for any training time and for volunteer time on Election Day. A copy of the election volunteer notice is to be sent to the Human Resources Office in advance of the election. 7. Bereavement and Funeral Leaves of Absence The University recognizes the fact that a death in the employees immediate family is a traumatic experience that will have a negative impact on work if an employee does not take time off. The University's position is that it is better in the long run for the employee to fulfill family obligations and have a few days in which to grief privately before making what is often a difficult transition back to the normal work routine. The University grants bereavement leaves instead of funeral attendance leave for the death of an immediate family member. Every effort will be made to insure that the employee is able to attend to family matters. The University also recognizes the special obligations involved when an employee acts as a pallbearer and grants an additional half-day off for an employee to carry out this function. If necessary, vacation time or leave without pay may be used to supplement bereavement and funeral leave. When death occurs in an employee's immediate family, paid bereavement leave of five working days will be granted upon the employee's request for leave. In the case of death of a relative or relative of a spouse, bereavement leave of one day will be granted upon the employee's request for leave. In the case of death of a close friend, funeral leave of four hours will be granted upon the employee's request for leave. If an employee is requested to serve as a pallbearer at a funeral, additional funeral leave of one-half day will be granted upon the employee's request for leave. 8. Leaves of Absence Without Pay: Leaves of absence without compensation may be granted to part-time Nonexempt employees only with the written permission of the employee's supervisor. Under some conditions an employee's fringe benefits may cease during a leave of absence without pay. All special leave arrangements that continue benefit must meet the requirements of all benefit summary plans, benefit policies, and federal laws covering employer benefit plans. The Assistant Vice President for Human Resources must approve all special leave arrangements that continue benefits 4

5 B. Insurance. 1. WESPLAN Flexible Spending Plan The University also provides a tax sheltering Section 125 flexible spending plan (WESPLAN) to help employees off set out of pocket medical and dependent care costs. The specific provisions of the plan are determined each year by the University President. The details of the plan are made available through the Human Resource Office at the beginning of employment and again on an annual basis before the start of the calendar year plan. 2. Worker's Compensation Insurance: If any employee is injured while working within the scope of his/her employment, he/she is covered under the University's worker's compensation insurance for medical and hospital expenses and payment for time lost from work for an extended disability, as provided under the Nebraska Workmen's Compensation Law. All accidents no matter how slight must be reported to the employees supervisor. An accident report must be completed and forwarded to the Human Resource Office within 24 hours whether an injury occurred or medical attentions was required or not. The University's worker's compensation insurance coverage is applicable only if the employee follows the University s accident procedures and the insurance carriers certified management plan. The University s insurance carrier makes the determination for the University of whether an injury accident meets the legal definition of a worker s accident. C. Tuition Remission The University recognizes that the academic experience will improve the skills and knowledge that the employee brings to their job responsibilities and expands the employee's horizons. Tuition Remission is a benefit provided to employees with long term N.W.U. employment expectations. In keeping with this intent for the tuition remission benefit, new employees do not qualify for tuition remission benefits. The longer the employment with N.W.U. the more benefit the employee receives. Nebraska Wesleyan University provides employees with the opportunity to changing their work schedule to take classes at N.W.U. in order to retain highly motivated individuals. Flextime is not an automatic right but a privilege provided only if the nature of the employees duties allows the employee to flex their daily work schedule (see guidelines below). The program of tuition remission shall apply only to credit earned at Nebraska Wesleyan University and shall include tuition for regular academic year classes, regular summer and winter session classes, Wesleyan Advantage, and credit earned by examination. Tuition remission will not include fees, tuition assessed in addition to "regular tuition", summer or winter session "tutorial" classes, or special off-campus programs (including summer session workshops). Employees, spouse or dependents are eligible for tuition remission only until 5

6 he/she has earned 135 hours of academic credit at Wesleyan University. The student must pay all fees, book costs, and room and board costs, if required. Under no circumstances may a person receive more than full tuition through tuition remission, scholarship, financial aid, or grants from the University or off campus sources. Tuition remission shall not be granted to any student on disciplinary probation. Tuition remission is not automatic. Tuition remission must be applied for each semester through the Office of Financial Aid. During the first 2080 hours of employment, employees, their spouses, and dependents will be entitled to 25% tuition discount. After working 2080 hours employees, their spouse, and dependents receive 100% tuition discount. The benefits for both child and spouse shall cease at the time employment of the employee by Nebraska Wesleyan University ceases, unless retirement or disability has terminated such employment. "Flextime Privilege" Guidelines: (Effective beginning Fall Semester ) Educational courses can be taken during an employee's duty hours under the University's "Flextime Privilege" program. All courses taken during an employee's duty hours must meet "Flextime Privilege" guidelines. When flextime appears in this document it is understood to mean a flexible work schedule for the purpose of taking classes at Nebraska Wesleyan University. Flextime is an employee privilege, not a right. All employees understand that there are positions on campus that by their very nature cannot accommodate a flexible schedule. Flextime means flexing the work schedule within the standard workweek. Overtime will not be granted if a flextime schedule is in place. Flextime must be arranged to meet the job responsibilities without the use of overtime. Flexible time schedule" means a work schedule, which includes designated hours during which the employee may, with the approval of the supervisor and under the job description approved by the appointing authority, elect an alternative work schedule, in order to take classes at Nebraska Wesleyan University. Courses of study are not restricted to courses that directly benefit the individual's performance of services to the students and fulfillment of the responsibilities of their position. The University acknowledges and promotes the concept that employee performance improves when an employee increases his/her knowledge and through Wesleyan liberal arts educational experience acquires new critical thinking skills. Only one class may be taken under the flextime privilege benefit per semester. Other classes may be taken outside the employee's work schedule. Positions covered by two employees constitute acceptable flex schedule positions, unless severe hardship is documented. An employee's proposed flextime schedule will be approved only if it does not 6

7 interfere with the work to be done or service to be performed. Within this framework, every effort should be made to accommodate an employee's flextime schedule request. It is intended that with the implementations of the flextime work schedules, a commitment is made for a period of not more than on semester. Selection of the work schedule for each term shall be made at least one month prior to the start of the term. The supervisor can waive the one-month prior review. A flextime schedule, once agreed upon by the supervisor, should remain stable, except when a special need arises. Emergencies in the work area are given first priority and absences from class can be required due to emergencies in the work area. In the event that multiple flextime schedule requests would leave an area understaffed, the following options for handling such a situation are available: 1. Seniority 2. Waiting List. 3. Rotating whom receives first choice at flextime. 4. Flip a coin, draw straws, or pick a number lottery. 5. First come, first choices. It is the responsibility of the supervisor to arrange work assignments and schedules so that one employee is not left to "carry the load" while another employee is taking courses. Duties and responsibilities can be temporarily reassigned to make the work assignments more equitable. (If an employee were required to take on the assignment of answering the phones for another during their flextime, the flextime employee would be assigned one of the non-flextime employee's duties to compensate.) Break times for employees are required to count toward flextime. Employees are allowed to adjust their meal break schedules to take classes. The supervisor must approve any adjustment in meal break schedules. If a class is scheduled over the employee's meal break, it is expected the employee will not use flextime for the course. If employees take classes during their meal breaks; meals may not be taken during other work hours. The flextime privilege can be revoked during the semester if operating principles are not observed. The University has never denied an employee or their dependents access to classes based on tuition remission enrollment and will not at this time develop or implement such a restriction. After the implementation of an educational flextime program, problems arise concerning the pre-empting of tuition paying students by employee flextime students the University administration reserves the right to review the denial of access to classes for employee policy. 7

8 D. Termination of Employment To resign in good standing nonexempt employees are expected to give a minimum of two week s notice in writing to their supervisor with a copy to the Human Resource Office. All keys, credit cards, identification cards, Library check out slip, employee handbooks, and other University resources are returned and accounted for by the Human Resource Office. An exit interview with the Human Resource Office is required of all employees. The University reserves the right to adjust final payment of salary for non-completion of assigned responsibilities. The employee will be paid for unused vacation time pro-rated by the number of total hours worked during the academic year. Employees leave in good standing provided they give two weeks notice. 8

SUBPART 6-15 KENDALL COLLEGE OF ART AND DESIGN OF FERRIS STATE UNIVERSITY

SUBPART 6-15 KENDALL COLLEGE OF ART AND DESIGN OF FERRIS STATE UNIVERSITY SUBPART 6-15 KENDALL COLLEGE OF ART AND DESIGN OF FERRIS STATE UNIVERSITY Subpart 6-15. Scope of this Subpart. Part 6 Scope shall be applicable to employees of the Kendall College of Art and Design of

More information

Big Bend Community Based Care Policy & Procedure

Big Bend Community Based Care Policy & Procedure Series: Policy Name: 1100: Human Resources Work Hours, Paid Time Off, Leave and Holidays Policy Number: 1120 Origination Date: 02/14/2009 Revised: Board Meeting of 12/13/2018 Regulation: CFOP 60-01 Referenced

More information

GUIDELINES FOR TIME OFF BENEFITS AT SWEET BRIAR COLLEGE FOR As of 7/1/2017

GUIDELINES FOR TIME OFF BENEFITS AT SWEET BRIAR COLLEGE FOR As of 7/1/2017 Sweet Briar College believes that paid time off is an important element to balance work and life to give employees down time and a chance to deal with non---work issues. The College thus provides a variety

More information

Policy # LEAVE POLICY FOR ACADEMIC, CLASSIFIED & UNCLASSIFIED EMPLOYEES

Policy # LEAVE POLICY FOR ACADEMIC, CLASSIFIED & UNCLASSIFIED EMPLOYEES Policy # 53025 LEAVE POLICY FOR ACADEMIC, CLASSIFIED & UNCLASSIFIED EMPLOYEES Effective Date: Revised Date: March 25, 2009 Responsible Office: Human Resources Division: Finance I. PURPOSE/OBJECTIVE To

More information

Employee Leave Procedure

Employee Leave Procedure Employee Leave Procedure PURPOSE: PROCEDURE: To provide a standard policy for administering and granting employee leaves for absence from their jobs in accordance with university, system, state, and federal

More information

Rule 4. Time Off. New Year s Day January 1 Martin Luther King Jr. Holiday Third Monday in January

Rule 4. Time Off. New Year s Day January 1 Martin Luther King Jr. Holiday Third Monday in January Rule 4. Time Off All forms of accumulated or gained leave shall be exhausted prior to the request and use of leave without pay, except as provided in the Pinellas County Family Medical Leave Act Handbook

More information

Leave of Absence Policy Examples LEAVE OF ABSENCE POLICY

Leave of Absence Policy Examples LEAVE OF ABSENCE POLICY Leave of Absence Policy Examples Example courtesy of CRA: LEAVE OF ABSENCE POLICY The Family Medical Leave Act (FMLA) provides eligible employees with up to 12 workweeks of unpaid leave. If an employee

More information

ATTENDANCE AND PUNCTUALITY PERSONAL LEAVE TIME FAMILY AND MEDICAL LEAVE

ATTENDANCE AND PUNCTUALITY PERSONAL LEAVE TIME FAMILY AND MEDICAL LEAVE Absences from Work: ATTENDANCE AND PUNCTUALITY... 5-1 PERSONAL LEAVE TIME... 5-4 FAMILY AND MEDICAL LEAVE... 5-6 LEAVE FOR ADOPTION, PREGNANCY, CHILDBIRTH, & NURSING... 5-8 MILITARY LEAVE... 5-9 JURY AND

More information

REGULATIONS LEAVES AND ABSENCES, VACATIONS AND HOLIDAYS

REGULATIONS LEAVES AND ABSENCES, VACATIONS AND HOLIDAYS REGULATIONS REG No.: 851 LEAVES AND ABSENCES, VACATIONS AND HOLIDAYS I. BACKGROUND AND/OR LEGAL REFERENCE TASB Policy Manual, Compensation and Benefits: Leaves and Absences, 3-7-94; DED, Compensation and

More information

Change to Personnel Rule 4. Time Off

Change to Personnel Rule 4. Time Off Change to Personnel Rule 4. Time Off Summary Change the language in Rule 4.E.1 regarding eligibility for Personal Days for Classified employees serving in their first year; and apply the rule retroactively

More information

FINANCIAL INFORMATION (E-2) Effective July 1, 2017 June 30, 2018 SECTION INDEX

FINANCIAL INFORMATION (E-2) Effective July 1, 2017 June 30, 2018 SECTION INDEX Knowledge. Faith. Service FINANCIAL INFORMATION (E-2) Effective July 1, 2017 June 30, 2018 SECTION INDEX Employee Classification... 111 Address Changes Notification... 111 Auto Insurance Requirement...

More information

CHAPTER 5: TIME-OFF BENEFITS AND LEAVE PLANS

CHAPTER 5: TIME-OFF BENEFITS AND LEAVE PLANS CHAPTER 5: TIME-OFF BENEFITS AND LEAVE PLANS Time-Off Benefits and Leave Plans Section 500 The college supports your overall health and well-being and your need to balance the challenges of work and family

More information

UCF Benefits and Hours of Work. (1) Benefits made available to Faculty, A&P, and USPS include, but are not limited to, paid and unpaid leave,

UCF Benefits and Hours of Work. (1) Benefits made available to Faculty, A&P, and USPS include, but are not limited to, paid and unpaid leave, UCF-3.040 Benefits and Hours of Work. (1) Benefits made available to Faculty, A&P, and USPS include, but are not limited to, paid and unpaid leave, holidays, State and University-sponsored insurance programs,

More information

SECTION VIII TIME OFF

SECTION VIII TIME OFF Bereavement Leave Employees are entitled to up to five days absence with pay in the event of death in the immediate family. For purposes of this policy, the immediate family includes spouse, children/step-children,

More information

UCF Benefits and Hours of Work. (1) Benefits made available to Faculty, A&P, and USPS include, but are not limited to, paid and unpaid leave,

UCF Benefits and Hours of Work. (1) Benefits made available to Faculty, A&P, and USPS include, but are not limited to, paid and unpaid leave, UCF-3.040 Benefits and Hours of Work. (1) Benefits made available to Faculty, A&P, and USPS include, but are not limited to, paid and unpaid leave, holidays, State and University-sponsored insurance programs,

More information

Purpose To establish the conditions and describe the terms under which employees may accrue and use Paid Time Off.

Purpose To establish the conditions and describe the terms under which employees may accrue and use Paid Time Off. 1300.1 Paid Time Off (PTO) Program Purpose To establish the conditions and describe the terms under which employees may accrue and use Paid Time Off. Definitions The Accrual year, for purposes of calculating

More information

Voluntary Reduction in Work Schedule (VRWS) Policy Professional Employees

Voluntary Reduction in Work Schedule (VRWS) Policy Professional Employees Introduction Voluntary Reduction in Work Schedule (VRWS) Policy Professional Employees Voluntary Reduction in Work Schedule (VRWS) is a pr gram that allows employees to voluntarily trade income for time

More information

Policies of the University of North Texas Chapter 5. Human Resources Compensatory Leave and Overtime

Policies of the University of North Texas Chapter 5. Human Resources Compensatory Leave and Overtime Policies of the University of North Texas Chapter 5 05.062 Compensatory Leave and Overtime Human Resources Policy Statement. To insure that staff members are compensated for overtime worked in accordance

More information

Jewish Federation of Omaha

Jewish Federation of Omaha Jewish Federation of Omaha POLICY UPDATES Effective January 1, 2017 Beginning January 1, 2017, the Jewish Federation of Omaha will be: Redefining Benefits Eligible employees Converting to a Paid Time Off

More information

Salt Lake County Human Resources Policy 5-300: Payroll

Salt Lake County Human Resources Policy 5-300: Payroll Purpose This policy identifies and provides for the uniform and consistent application of the provisions of the Salt Lake County Payroll System. I. Policy Salt Lake County will maintain payroll records

More information

UCF Benefits and Hours of Work. (1) Benefits made available to Faculty, A&P, and USPS include, but are not limited to: paid and unpaid leave,

UCF Benefits and Hours of Work. (1) Benefits made available to Faculty, A&P, and USPS include, but are not limited to: paid and unpaid leave, UCF-3.040 Benefits and Hours of Work. (1) Benefits made available to Faculty, A&P, and USPS include, but are not limited to: paid and unpaid leave, holidays, State and University-sponsored insurance programs,

More information

UCF Benefits and Hours of Work. (1) Benefits made available to Faculty, A&P, and USPS include, but are not limited to: paid and unpaid leave,

UCF Benefits and Hours of Work. (1) Benefits made available to Faculty, A&P, and USPS include, but are not limited to: paid and unpaid leave, UCF-3.040 Benefits and Hours of Work. (1) Benefits made available to Faculty, A&P, and USPS include, but are not limited to: paid and unpaid leave, holidays, State and University-sponsored insurance programs,

More information

LEAVE POLICIES. A. Salary Continuation and Short-Term Disability Leave Policy

LEAVE POLICIES. A. Salary Continuation and Short-Term Disability Leave Policy LEAVE POLICIES A. Salary Continuation and Short-Term Disability Leave Policy Regular full-time employees with at least six months continuous service with the College who are medically disabled and unable

More information

An employee is responsible for ensuring that his/her supervisor and department are kept apprised of any absence from work whether paid or unpaid.

An employee is responsible for ensuring that his/her supervisor and department are kept apprised of any absence from work whether paid or unpaid. Family and Medical Leave Policy for Staff Policy Statement In accordance with the Family and Medical Leave Act of 1993 (FMLA), it is the policy of the University to grant up to 12 weeks of family and medical

More information

SEVEN GENERATIONS CHARTER SCHOOL

SEVEN GENERATIONS CHARTER SCHOOL SEVEN GENERATIONS CHARTER SCHOOL SECTION: EMPLOYEES TITLE: 361 EMPLOYEE TIME-OFF POLICY ADOPTED: 2014 REVISED: August 11, 2015, December 8, 2015, June 23, 2016, February 14, 2017, April 11, 2017 Policy

More information

Leaves and Absences other than FMLA and Workers. Compensation Leaves

Leaves and Absences other than FMLA and Workers. Compensation Leaves LINCOLN UNIVERSITY Policy: Leaves and Absences other than FMLA and Workers Policy Number: HRM 112 Effective Date: July 1, 2009 Revision(s): Replaces University Policies #412 Leave Time and #415 Leave Time

More information

Nova Scotia Health Research Foundation HUMAN RESOURCE POLICIES

Nova Scotia Health Research Foundation HUMAN RESOURCE POLICIES Nova Scotia Health Research Foundation HUMAN RESOURCE POLICIES The following section is an excerpt from the NSHRF Administration Manual. Please see Sections 1.3 for Vacation entitlement and 1.5 for Personal

More information

SECTION 8 LEAVES OF ABSENCE

SECTION 8 LEAVES OF ABSENCE SECTION 8 LEAVES OF ABSENCE 8.1 GENERAL POLICY The following are officially established types of leave: holidays, vacation, sick, bereavement, injury, military, civil, training, family/medical, and extended

More information

INTERNAL OPERATING PROCEDURE. Procedure No. _HR-2005_. Revision(s) 06/27/1996; 02/01/2006; 02/01/2007; 1/26/2017 Related References Purpose

INTERNAL OPERATING PROCEDURE. Procedure No. _HR-2005_. Revision(s) 06/27/1996; 02/01/2006; 02/01/2007; 1/26/2017 Related References Purpose Florida A & M University Office of Human Resources INTERNAL OPERATING PROCEDURE Procedure No. _HR-2005_ Subject: Overtime and Compensatory Time Authority: Rule 60L-34.0031 Florida Administrative Code;

More information

PURPOSE This policy sets forth guidelines for sick leave for eligible employees of the university.

PURPOSE This policy sets forth guidelines for sick leave for eligible employees of the university. ADMINISTRATIVE DIVISION HR Division of Human Resources POLICY TITLE Sick Leave SCOPE OF POLICY All Campuses RESPONSIBLE OFFICER Vice President for Human Resources DATE OF REVISION February 7, 2018 POLICY

More information

DISTRICT ADMINISTRATIVE RULE

DISTRICT ADMINISTRATIVE RULE DISTRICT ADMINISTRATIVE RULE GARH-R Leaves and Absences 10/11/17 RATIONALE/OBJECTIVE: On occasion, employees will need to be absent from work due to legitimate reasons. This rule is established to guide

More information

An EXEMPT employee is hired to work a professional obligation, with no specific length of shift and is not eligible for overtime pay.

An EXEMPT employee is hired to work a professional obligation, with no specific length of shift and is not eligible for overtime pay. TIME BENEFITS SUMMARY (This is a summary of your time benefits, for a complete description, please refer to the Research Foundation Employee/Benefits Handbook) EXEMPT / NON-EXEMPT: An EXEMPT employee is

More information

BUSINESS SERVICES VACATION LEAVE, SICK LEAVE, FAMILY MEDICAL LEAVE, SICK LEAVE POOL

BUSINESS SERVICES VACATION LEAVE, SICK LEAVE, FAMILY MEDICAL LEAVE, SICK LEAVE POOL VACATION LEAVE, SICK LEAVE, FAMILY MEDICAL LEAVE, SICK LEAVE POOL Board of Trustees Approval: 11/09/2016 POLICY 4.07 Page 1 of 15 I. POLICY Salt Lake Community College will provide the following; vacation

More information

Family and Medical Leave Act (FMLA) Policy Revised

Family and Medical Leave Act (FMLA) Policy Revised Family and Medical Leave Act (FMLA) Policy Revised 01-19-09 The Family and Medical Leave Act is a federal law that provides up to 12 weeks (or up to 26 weeks in the event of military care giving) of unpaid

More information

An Agreement. Between. The Board of Education. of the. Cedar Falls Community School District. and. The Cedar Falls Educational Support Professionals

An Agreement. Between. The Board of Education. of the. Cedar Falls Community School District. and. The Cedar Falls Educational Support Professionals An Agreement Between The Board of Education of the Cedar Falls Community School District and The Cedar Falls Educational Support Professionals 2017-2018 Cedar Falls, IA TABLE OF CONTENTS Article 1 Separability

More information

The University of Rochester Policy: 267 Human Resources Policy/Procedure Page 1 of 10 Created: 12/17 Revised: 5/18

The University of Rochester Policy: 267 Human Resources Policy/Procedure Page 1 of 10 Created: 12/17 Revised: 5/18 Human Resources Policy/Procedure Page 1 of 10 Subject: Applies To: Paid Family Leave (PFL) This policy applies to eligible faculty, staff, residents, fellows, postdoctoral appointees and student employees

More information

SUPPORT STAFF LEAVES

SUPPORT STAFF LEAVES SUPPORT STAFF LEAVES Consistent staffing is important to the learning environment and district operation and therefore is an essential duty of all employees. However, the Board recognizes that there are

More information

SECTION VIII TIME OFF

SECTION VIII TIME OFF Bereavement Leave Employees are entitled to up to five days absence with pay in the event of death in the immediate family. For purposes of this policy, the immediate family includes spouse, children/step-children,

More information

City of Waterbury Family and Medical Leave Policy Statement

City of Waterbury Family and Medical Leave Policy Statement General Provisions City of Waterbury Family and Medical Leave Policy Statement It is the policy of the City of Waterbury to grant up to 12 weeks of family and medical leave during any 12-month period to

More information

MAQUOKETA VALLEY ELECTRIC COOPERATIVE EMPLOYMENT POLICY E-26 PAID TIME OFF

MAQUOKETA VALLEY ELECTRIC COOPERATIVE EMPLOYMENT POLICY E-26 PAID TIME OFF I. Objective: MAQUOKETA VALLEY ELECTRIC COOPERATIVE EMPLOYMENT POLICY E-26 PAID TIME OFF To provide full time employees of the Cooperative with paid time off for vacation, personal illness, family illness,

More information

Operational Employee Leave FAQ

Operational Employee Leave FAQ Operational Employee Leave FAQ This FAQs document includes common questions and answers about the leave types offered to operational employees. The FAQs are simply a starting point. If you need additional

More information

NOTICE OF PROPOSED REGULATION AMENDMENT. Benefits and Hours of Work

NOTICE OF PROPOSED REGULATION AMENDMENT. Benefits and Hours of Work NOTICE OF PROPOSED REGULATION AMENDMENT Date: November 18, 2016 REGULATION TITLE: Benefits and Hours of Work REGULATION NO.: UCF-3.040 SUMMARY OF REGULATION AMENDMENT: This regulation is amended to update

More information

VOLUNTARY REDUCTION IN WORK SCHEDULE PROGRAM GUIDELINES State University Professional Services Negotiating Unit

VOLUNTARY REDUCTION IN WORK SCHEDULE PROGRAM GUIDELINES State University Professional Services Negotiating Unit VOLUNTARY REDUCTION IN WORK SCHEDULE PROGRAM GUIDELINES State University Professional Services Negotiating Unit Introduction Voluntary Reduction in Work Schedule (VRWS) is a pr gram that allows employees

More information

AUBURN UNIVERSITY. Leave Policies Eligible Employee - Employees eligible for participation in Auburn University leave programs are

AUBURN UNIVERSITY. Leave Policies Eligible Employee - Employees eligible for participation in Auburn University leave programs are AUBURN UNIVERSITY Leave Policies 5.1 Leave 5.2 Definitions & General Provisions: 5.2.1 Eligible Employee - Employees eligible for participation in Auburn University leave programs are a) Those on a regular

More information

Employee Handbook GRACE PRESBYTERIAN CHURCH ARLINGTON, TEXAS

Employee Handbook GRACE PRESBYTERIAN CHURCH ARLINGTON, TEXAS 1 Employee Handbook GRACE PRESBYTERIAN CHURCH ARLINGTON, TEXAS The purpose of this handbook is to provide employees with general information regarding the guidelines that Grace Presbyterian Church attempts

More information

Compensation Plan Full-Time Non-Exempt Salaried Employees

Compensation Plan Full-Time Non-Exempt Salaried Employees GENERAL McLANE SCHOOL DISTRICT Compensation Plan Full-Time Non-Exempt Salaried s 2017-2018 This document is a summary of wages and benefits approved by the Board of Education for full-time salaried non-exempt

More information

1. DJJ will not grant an employee the use of sick leave before such leave is earned, as provided for in this policy.

1. DJJ will not grant an employee the use of sick leave before such leave is earned, as provided for in this policy. GEORGIA DEPARTMENT OF JUVENILE JUSTICE Applicability: {x} All DJJ Staff {x} Administration {x} Community Services {x} Secure Facilities (RYDC s and YDC s) Chapter 3: PERSONNEL Subject: SICK LEAVE AND SPECIAL

More information

Process Owner: Dennis Cultice. Revision: 1 Effective Date: 01/01/2016 Title: Holiday, Vacation and PTO Policy Page 1 of 9

Process Owner: Dennis Cultice. Revision: 1 Effective Date: 01/01/2016 Title: Holiday, Vacation and PTO Policy Page 1 of 9 Title: Holiday, Vacation and PTO Policy Page 1 of 9 Scope: This policy applies to all Team Members in the U.S. other than Puerto Rico-based and Dover Union Team Members. Team Members regularly scheduled

More information

University Policy SICK LEAVE

University Policy SICK LEAVE University Policy 200.09 SICK LEAVE Responsible Administrator: Office of the President Responsible Office: Office of Human Resources Originally Issued: June 2006 Revision Date: Authority: Office of the

More information

MAINTENANCE / MECHANICS PERSONNEL SALARY AND BENEFIT SCHEDULE. July 1, 2017 June 30, 2019

MAINTENANCE / MECHANICS PERSONNEL SALARY AND BENEFIT SCHEDULE. July 1, 2017 June 30, 2019 MSD Wayne Township MAINTENANCE / MECHANICS PERSONNEL SALARY AND BENEFIT SCHEDULE July 1, 2017 June 30, 2019 I. SALARY AND RESPONSIBILITIES A. Twelve-Month Pay Beginning with an employee's first paycheck

More information

B. Leave taken under this Section may qualify as Family and Medical Leave Act (FMLA) leave and, if so, will run concurrently.

B. Leave taken under this Section may qualify as Family and Medical Leave Act (FMLA) leave and, if so, will run concurrently. NUMBER: HR 1.09 SECTION: SUBJECT: DATE: Human Resources Other Leave with Pay December 2004 (REV) REVISED: April 12, 2017 Policy for: Procedure for: Authorized by: Issued by: All Campuses All Campuses Vice

More information

PEOPLE'S PLACE. Leave Policy

PEOPLE'S PLACE. Leave Policy PEOPLE'S PLACE Leave Policy Approved By: Board of Directors Review/Revision Date: 07/01/2016 I. PURPOSE This policy provides guidelines that ensure that the agency administers leave time consistently and

More information

POLICY 7 VACATION AND PERSONAL LEAVE

POLICY 7 VACATION AND PERSONAL LEAVE University Policy The University provides employees with vacation and personal leave for their use in renewing their physical, psychological, and mental vigor, their enthusiasm for their work, and in satisfying

More information

"Base Daily Hours" Average hours that an employee will work in a normal workday.

Base Daily Hours Average hours that an employee will work in a normal workday. 2490 Payroll PURPOSE: To establish the College s payroll procedure regarding pay schedules, classification, absences and to comply with the requirements of the Fair Labor Standards Act. DEFINITIONS "Base

More information

Please circle type of leave(s) you are requesting: FMLA Medical Disability Adoption Child Rearing

Please circle type of leave(s) you are requesting: FMLA Medical Disability Adoption Child Rearing PENNSBURY SCHOOL DISTRICT Human Resources Department 134 Yardley Avenue, Fallsington, PA 19058-0338 Phone: (215) 428-4100 Fax: (215) 428-4996 MEDICAL/DISABILITY/MATERNITY/ADOPTION/CHILD REARING LEAVE Name:

More information

Document Revised 2015 CCC HOURS OF WORK AND VACATION POLICY

Document Revised 2015 CCC HOURS OF WORK AND VACATION POLICY Document 2.7.3 Revised 2015 Preamble CCC HOURS OF WORK AND VACATION POLICY 1. The employees of Cross-Country Ski de fond Canada (CCC) are valued assets. Their productivity is critical to the achievement

More information

Each status varies in its provisions with respect to eligibility, duration, documentation and approvals, as outlined below.

Each status varies in its provisions with respect to eligibility, duration, documentation and approvals, as outlined below. 1 I. OVERVIEW The university is committed to providing Officers of Administration (OAs) with time to rest, relax, recharge, and tend to personal responsibilities through university scheduled holidays,

More information

SICK LEAVE FOR EXEMPT AND NON-EXEMPT EMPLOYEES

SICK LEAVE FOR EXEMPT AND NON-EXEMPT EMPLOYEES SICK LEAVE FOR EXEMPT AND NON-EXEMPT EMPLOYEES I. PURPOSE This procedure has been developed in accordance with USM VII-7.45 Policy on Sick Leave for Exempt and Nonexempt Staff Employees. II. III. DEFINITION

More information

Exempt Employment Personnel Exempt Employees

Exempt Employment Personnel Exempt Employees Exempt Employment Personnel Exempt Employees EWU Policy: 406-01 Effective: May 11, 2018 Authority: EWU Board of Trustees Proponent: Vice President for Business and Finance Purpose: This policy prescribes

More information

New York University UNIVERSITY POLICIES

New York University UNIVERSITY POLICIES New York University UNIVERSITY POLICIES Title: D.C. FMLA Policy and Procedure Effective Date: April 30, 2018 Supersedes: September 1, 2016 Issuing Authority: Executive Vice President Responsible Officer:

More information

SECTION II EMPLOYMENT POLICIES

SECTION II EMPLOYMENT POLICIES SECTION II EMPLOYMENT POLICIES COLLECTIVE BARGAINING POLICY: To review and provide total base wages in accordance with State law which authorizes collective bargaining for total base wages only; to allow

More information

ACTON PUBLIC SCHOOLS ACTON-BOXBOROUGH REGIONAL SCHOOLS SALARIED EMPLOYEES BENEFITS MANUAL

ACTON PUBLIC SCHOOLS ACTON-BOXBOROUGH REGIONAL SCHOOLS SALARIED EMPLOYEES BENEFITS MANUAL ACTON PUBLIC SCHOOLS ACTON-BOXBOROUGH REGIONAL SCHOOLS SALARIED EMPLOYEES BENEFITS MANUAL July 2009 TABLE OF CONTENTS SECTION PAGE Salaried Employees... 3 1 Coverage... 3 2 Work Week and Work Year... 3

More information

FMLA Policy. I. Purpose

FMLA Policy. I. Purpose I. Purpose As per the Family and Medical Leave Act (FMLA), eligible employees are entitled to take up to 12 weeks of unpaid, job-protected leave for specified family and medical reasons, with continuation

More information

FAMILY AND MEDICAL LEAVE ACT ( FMLA ) POLICY

FAMILY AND MEDICAL LEAVE ACT ( FMLA ) POLICY FAMILY AND MEDICAL LEAVE ACT ( FMLA ) POLICY 1. Scope 1.1. This policy applies to all Albert Einstein College of Medicine employees. This policy does not apply to students who work under Federal Work Study

More information

(This policy replaces policy Family and Medical Leave in the Staff Handbook)

(This policy replaces policy Family and Medical Leave in the Staff Handbook) FAMILY AND MEDICAL LEAVE (This policy replaces policy 407.0 Family and Medical Leave in the Staff Handbook) PURPOSE The Family and Medical Leave Act of 1993 (FMLA) gives certain job protections to employees

More information

CHAPTER X COMPENSATION. A. PAY PERIOD DEFINED. For purposes of compensation, a "pay period" is a period of 20 consecutive working days.

CHAPTER X COMPENSATION. A. PAY PERIOD DEFINED. For purposes of compensation, a pay period is a period of 20 consecutive working days. CHAPTER X COMPENSATION 10.1 SALARY ADVANCEMENT WITHIN A CLASS A. PAY PERIOD DEFINED. For purposes of compensation, a "pay period" is a period of 20 consecutive working days. B. STEP ADVANCEMENT. Except

More information

Temporary Employment Personnel Temporary Employment

Temporary Employment Personnel Temporary Employment Temporary Employment Personnel Temporary Employment EWU Policy 407-01 Effective: May 11, 2018 Authority: EWU Board of Trustees Proponent: Human Resources Purpose: This policy establishes standards for

More information

New Mexico BioPark Society Summary of Employee Benefits Full Time Employment

New Mexico BioPark Society Summary of Employee Benefits Full Time Employment New Mexico BioPark Society Summary of Employee Benefits Full Time Employment The Society offers certain benefits to its full-time employees. These benefits currently include medical, dental and vision,

More information

FAMILY AND MEDICAL LEAVE (FMLA) POLICY AND PROCEDURE

FAMILY AND MEDICAL LEAVE (FMLA) POLICY AND PROCEDURE FAMILY AND MEDICAL LEAVE (FMLA) POLICY AND PROCEDURE PURPOSE: The Family and Medical Leave Act of 1993 (FMLA) allows an eligible employee up to 12 weeks of leave in a 12-month period for a qualifying reason(s).

More information

TEMPORARY AND PERSONAL ILLNESS LEAVES c. Whether the request is in compliance with Board policies;

TEMPORARY AND PERSONAL ILLNESS LEAVES c. Whether the request is in compliance with Board policies; Administrators The administrator s immediate supervisor may approve a request from an administrator for temporary leave and/or personal illness leave after considering these factors: a. The purpose for

More information

Section V. Leaves and Holidays

Section V. Leaves and Holidays Section V. Leaves and Holidays A. Holidays and Recesses Employees shall be allowed the following paid holidays: Independence Day Labor Day Veterans Day Thanksgiving and the Friday immediately following

More information

The university shall pay employees on a scheduled basis for work performed as

The university shall pay employees on a scheduled basis for work performed as Name of Policy: Payroll Policy Number: 3364-40-09 Approving Officer: Executive Vice President of Finance and Administration / CFO Responsible Agent: Controller Scope: All University of Toledo Campuses

More information

Development of Policies Policies versus Procedures Types of Leave Leave Mandated by Law Sample Leave Policies Leave at Discretion of Board Summary

Development of Policies Policies versus Procedures Types of Leave Leave Mandated by Law Sample Leave Policies Leave at Discretion of Board Summary Jean McCutchen, CSFO, CPA Satsuma City Schools May 2015 Development of Policies Policies versus Procedures Types of Leave Leave Mandated by Law Sample Leave Policies Leave at Discretion of Board Summary

More information

Temporary Employment Personnel Temporary Employment

Temporary Employment Personnel Temporary Employment Temporary Employment Personnel Temporary Employment Interim EWU Policy 407-01 Effective January 1, 2018 Authority: EWU Board of Trustees Proponent: Human Resources Purpose: This policy establishes standards

More information

33 PERSONNEL SYSTEM 33. Chapter 33 PERSONNEL SYSTEM

33 PERSONNEL SYSTEM 33. Chapter 33 PERSONNEL SYSTEM 33 PERSONNEL SYSTEM 33 Chapter 33 PERSONNEL SYSTEM 33.1. General provisions. 33.2. General duties and responsibilities of employees. 33.3. Disciplinary actions. 33.4. Grievance and appeal process. 33.5.

More information

COMPENSATION AND BENEFITS LEAVES AND ABSENCES

COMPENSATION AND BENEFITS LEAVES AND ABSENCES Types of The District shall operate a local leave program serving all employees of the District. The leave program shall consist of four types: state personal leave, local personal leave, temporary disability

More information

Date of Origin: Date Last Amended: (technical) Date Last Reviewed:

Date of Origin: Date Last Amended: (technical) Date Last Reviewed: 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 USF System USF USFSP USFSM Number: USF10.203 Title: Benefits and Hours of Work Responsible Office: Administrative

More information

CLASSIFIED STAFF INFORMATION

CLASSIFIED STAFF INFORMATION CLASSIFIED STAFF INFORMATION Updated March 2018 Contents CATEGORIES OF CLASSIFIED EMPLOYEES... 1 PROBATIONARY PERIOD - NEW HIRE... 1 PROBATIONARY PERIOD - TRANSFERRED EMPLOYEE... 2 MULTIPLE ASSIGNMENTS

More information

RUTGERS POLICY. Responsible Executive: Senior Vice President for Finance and Administration

RUTGERS POLICY. Responsible Executive: Senior Vice President for Finance and Administration RUTGERS POLICY Section: 60.1.5 Section Title: Universitywide Human Resources Policies and Procedures Policy Name: Class 3 and Class 4 Employment Formerly Book: 3.1.11 Approval Authority: Senior Vice President

More information

Permissible Absences Plan. Marathon Oil Company Permissible Absences for Personal Reasons Plan

Permissible Absences Plan. Marathon Oil Company Permissible Absences for Personal Reasons Plan Marathon Oil Company Permissible Absences for Personal Reasons Plan Current as of January 1, 2013 Table of Contents I. Definition... 1 II. Eligibility... 1 III. Company Allowed Absences... 1 IV. Other

More information

DATE ISSUED: 10/10/ of 8 LDU DEC(LOCAL)-X

DATE ISSUED: 10/10/ of 8 LDU DEC(LOCAL)-X Definitions Family Family Emergency Day Catastrophic Illness or Injury Earning Deductions Without Pay The term immediate family is defined as: 1. Spouse. 2. Son or daughter, including a biological, adopted,

More information

Incapacity due to pregnancy, prenatal medical care or child birth;

Incapacity due to pregnancy, prenatal medical care or child birth; MEDICAL AND FAMILY LEAVE (FMLA) Employees who have worked for the Denver Museum of Nature & Science for at least 12 months and at least 1,250 hours during the prior 12 months may take a Medical or Family

More information

Time of Hours per Pay Hours per Employment Period Accrued Year Accrued. 0-6 yrs yrs 1 day 14 yrs yrs 1 day + 6.

Time of Hours per Pay Hours per Employment Period Accrued Year Accrued. 0-6 yrs yrs 1 day 14 yrs yrs 1 day + 6. ARTICLE 17 - LEAVES OF ABSENCE Section 1. Requesting Leaves of Absence All requests for leaves of absence with or without pay shall be made to the employee s Director for approval on forms approved by

More information

POLICY Board of Trustees - Montgomery College 35003

POLICY Board of Trustees - Montgomery College 35003 POLICY Board of Trustees - Montgomery College 35003 Chapter: Personnel Modification No. 001 Subject: Leave Program I. It is the policy of the Board of Trustees that all eligible administrative, associate,

More information

UNIVERSITY of HOUSTON MANUAL OF ADMINISTRATIVE POLICIES AND PROCEDURES

UNIVERSITY of HOUSTON MANUAL OF ADMINISTRATIVE POLICIES AND PROCEDURES UNIVERSITY of HOUSTON MANUAL OF ADMINISTRATIVE POLICIES AND PROCEDURES SECTION: Human Resources Number: 02.02.03 AREA: Benefits SUBJECT: Leaves of Absence I. PURPOSE AND SCOPE This policy outlines the

More information

DATE ISSUED: 12/6/ of 7 LDU DEC(LOCAL)-X

DATE ISSUED: 12/6/ of 7 LDU DEC(LOCAL)-X Definitions Family Family Emergency Day Catastrophic Illness or Injury Earning Local Deductions Without Pay The term immediate family is defined as: 1. Spouse. 2. Son or daughter, including a biological,

More information

PROFESSIONAL AND CLASSIFIED STAFF LEAVES AND ABSENCES

PROFESSIONAL AND CLASSIFIED STAFF LEAVES AND ABSENCES Policy PROFESSIONAL AND CLASSIFIED STAFF LEAVES AND ABSENCES Code GCC Issued 9/21/2015 Purpose: To establish the basic structure for all types of professional staff leaves and absences. The continuous

More information

Office of Human Resources Standard Operating Procedure HR SOP #602

Office of Human Resources Standard Operating Procedure HR SOP #602 Subject: Sick Leave Effective Date: December 16, 2016 Office of Human Resources Standard Operating Procedure HR SOP #602 Policy Statement: Sick leave may be earned by eligible employees each pay period

More information

COMPENSATION AND BENEFITS LEAVES AND ABSENCES

COMPENSATION AND BENEFITS LEAVES AND ABSENCES Definitions Family Family Emergency Day Catastrophic Illness or Injury Availability Earning Local The term immediate family is defined as: 1. Spouse. 2. Son or daughter, including a biological, adopted,

More information

DATE ISSUED: 3/1/ of 9 UPDATE 96 DEC(LOCAL)-X

DATE ISSUED: 3/1/ of 9 UPDATE 96 DEC(LOCAL)-X S AND ABSENCES DEFINITIONS FAMILY FAMILY EMERGENCY DAY CATASTROPHIC ILLNESS OR INJURY AVAILABILITY EARNING LOCAL DEDUCTIONS WITHOUT PAY PRORATION EMPLOYED FOR LESS THAN FULL YEAR The term immediate family

More information

Angelo State University Operating Policy and Procedure

Angelo State University Operating Policy and Procedure Angelo State University Operating Policy and Procedure OP 52.31: Multiple State Employment and Other Outside Employment DATE: January 23, 2017 PURPOSE: REVIEW: The purpose of this OP is to establish policy

More information

SEE-MTI COLLECTIVE BARGAINING AGREEMENT Section V A. HOURS OF WORK

SEE-MTI COLLECTIVE BARGAINING AGREEMENT Section V A. HOURS OF WORK A. HOURS OF WORK Holidays & Vacations - A 1. The regular schedule of hours of work for all full-time employees shall be seven (7) hours and forty-five (45) minutes daily, starting not earlier than 7:00

More information

FMLA, ADA, & Time Worked Supervisor Training Session

FMLA, ADA, & Time Worked Supervisor Training Session FMLA, ADA, & Time Worked Supervisor Training Session Agenda Family and Medical Leave Americans with Disabilities Act Time Worked Exit Interviews Family and Medical Leave Act (FMLA) Requires private employers

More information

Sam Houston State University A Member of The Texas State University System

Sam Houston State University A Member of The Texas State University System Finance & Operations Human Resources Policy ER-3 Work Schedules & Employee Compensation SUBJECT: PURPOSE: POLICY: Work Schedules & Employee Compensation To provide a standard policy for non-faculty employees

More information

D.C. FMLA POLICY AND PROCEDURE

D.C. FMLA POLICY AND PROCEDURE D.C. FMLA POLICY AND PROCEDURE EFFECTIVE DATE: SEPTEMBER 1, 2016 New York University ( University ) will provide unpaid, job-protected leave under the District of Columbia Family and Medical Leave Act

More information

COMPENSATION AND BENEFITS LEAVES AND ABSENCES

COMPENSATION AND BENEFITS LEAVES AND ABSENCES For provisions regarding the Family and Medical Leave Act (FMLA), see A(LEGAL) and A. For Military Leave, see B(LEGAL) and B. Definitions Family Family Emergency Workday/Day Time Off (TO) Unless otherwise

More information

PAID TIME OFF (PTO) PROGRAM

PAID TIME OFF (PTO) PROGRAM PAID TIME OFF (PTO) PROGRAM The following employees are eligible to participate in the Paid Time Off (PTO) program: Regular full-time employees hired to work 75 or 80 hours per period (required minimum

More information

CITY OF GALESBURG Family and Medical Leave Act Policy

CITY OF GALESBURG Family and Medical Leave Act Policy CITY OF GALESBURG Family and Medical Leave Act Policy Revised and Restated - March 1, 2013 This document details the City of Galesburg s policy and procedure relative to the Family and Medical Leave Act

More information

Human Resources Section V, Page 1 of 9 Revision: January 28, 2008

Human Resources Section V, Page 1 of 9 Revision: January 28, 2008 Family And Medical Human Resources Section V, Page 1 of 9 History: First issued: 1993 Last revised: January 28, 2008 Authority Office of State Personnel, Board of Governors Title Family and Medical and

More information

Leaves Absence Parental Leave Bereavement

Leaves Absence Parental Leave Bereavement Leaves of Absence We understand that there may be times when you need extended time off for different reasons. We offer different leaves of absence including Family & Medical, Parental, Military, Bereavement,

More information