Additional Paid Time Off. Teachers hired prior to July 1, 1995, and who did not elect to participate in the deferred compensation plan shall receive an additional thirty (30) days of paid time off at the completion of his/her fifteenth (15th) year of service, or the equivalent, in the school district and/or Federation. Provisions in 13-10-3 are subject to limitations noted in 13-10-2.
Additional Paid Time Off. Negotiations unit employees shall receive nine (9) days off designated as follows:
(a) two personal days (PH); (b) four mandatory leave days (ML) received in November; (c) three administrative leave days (AL). Such paid days must be used in the same fiscal year as they were received and are not eligible for payout upon separation. These leave days may be used for emergencies, personal matters, observation of religious or other days of celebration. Rutgers may designate which facilities/work units that provide essential services to the community will not be closed like the rest of the University during the designation of the four Mandatory Leave Days referenced above. Employees working in facilities /work units that do not shut down during the designated Mandatory Leave Days will not lose the four paid ML days. Rather, they will be permitted to take the ML days or a personal day either on the same dates that Rutgers closes, or some other date at the mutual agreement of the employee and their supervisor. In the event the Rutgers facility a negotiations unit employee works in is closed and provides additional paid days off to other University employees, Rutgers shall increase the number of ML days for that year to equal those of the rest of the facilities. If operationally feasible, essential employees who request the use of a ML day on the shutdown day(s) shall have them granted in seniority order. Such requests shall not be unreasonably denied.
Additional Paid Time Off. Full time exempt employees shall accrue additional paid time off as follows: ● Exempt employees and their supervisors will work together to flex their schedules to maintain their workload within 35 hours (for example, working Tuesday through Saturday instead of Monday through Friday). ● If the schedule cannot be flexed, exempt employees who are required to work more than three (3) hours on a holiday or a weekend shall receive a full day of additional paid time off for such work; exempt employees who are required to work less than three hours on a holiday or weekend shall receive a half-day of additional paid time off for such work. ● Exempt employees required to work more than 42 hours during a week during “peak seasons” shall also receive additional paid time off at a 1-to-1 rate, one hour of additional paid time off for every one hour worked. To be eligible for additional paid time off under this Section 3, an exempt employee must discuss their anticipated work load and get prior approval from their supervisor. Examples of “peak seasons” include times of intense legislative advocacy, election protection, and the annual organizational audits. Any peak season cannot last longer than three weeks without prior approval from the VP of People, Equity, and Inclusion. ● Additional paid time off shall be used within sixty (60) days of accrual or after the “peak season” has concluded.
