Common use of Paid Leave Time Clause in Contracts

Paid Leave Time. A. All regular full-time employees hired before July 1, 2008 will earn one (1) sick day for each month employed subject to a maximum of twelve (12) workdays in any one fiscal year. Sick leave is credited at the beginning of each month but earned on the 15th of the month. Employees shall use sick time only as earned. All full-time employees hired before July 1, 2008 will be able to accumulate sick time without limit. Employees hired full-time after July 1, 2008 will earn .833 sick days per month up to a maximum of 10 days per year. Sick leave is credited at the beginning of each month but earned on the 15th of the month. Full-time employees may maintain a sick time balance up to 75 days. There shall be no payout of sick time upon separation of employment. Part-time employees hired before July 1, 2008, shall earn sick days on a pro-rated basis based upon their scheduled weekly work hours as a proportion of 40. (Example: 16/40 x 8 hours/month = 3.2 hours/month employed). All part-time employees hired before July 1, 2008 will be able to accumulate sick time without limit. Part-time employees hired after July 1, 2008 will earn sick days on a pro-rated basis (based upon their scheduled weekly work hours as a proportion of 40, for example: 16/40 x 8 hours/month = 3.2 hours/month employed), up to an annual maximum of 40 hours. Part-time employees shall be allowed to carry-over a maximum of forty (40) sick leave hours. 1. Absences chargeable against such sick leave time shall be allowed for the following reasons: a. The employee’s personal mental or physical illness, injury, or health condition; medical diagnosis, care or treatment of the employee’s personal mental or physical illness, injury, or health condition; or preventative medical care for the employee. Sick time usage of more than three (3) consecutive days may require a doctor’s note as requested by the College. b. The employee’s family member’s mental or physical illness, injury, or health condition; medical diagnosis, care or treatment of the employee’s family member’s mental or physical illness, injury, or health condition; or preventative medical care for family member of the employee. Sick time usage of more than three (3) consecutive days may require a doctor’s note as requested by the College. c. If the eligible employee or the eligible employee’s family member is a victim of domestic violence or sexual assault, the medical care or psychological or other counseling for physical or psychological injury or disability; to obtain services from a victim services organization; to relocate due to domestic violence or sexual assault; to obtain legal services; or to participate in any civil or criminal proceedings related to or resulting from the domestic violence or sexual assault. The College may require an employee to provide documentation that the paid leave has been used for this purpose. d. For closure of the eligible employee’s primary workplace by order of a public official due to a public health emergency; for an eligible employee’s need to care for a child whose school or place of care has been closed by order of a public official due to a public health emergency; or if it has been determined by the health authorities having jurisdiction or by a health care provider that the eligible employee’s or eligible employee’s family member’s presence in the community would jeopardize the health of others because of the eligible employee’s or family member’s exposure to a communicable disease, whether or not the eligible employee or family member has actually contracted the communicable disease. The College may require an employee to provide documentation that the paid leave has been used for this purpose. For purposes of the above leaves (paragraphs a-d): • Absences shall not exceed ten (10) days per year unless specifically approved by the Director of Physical Plant or approved under FMLA. • Family member is defined as: a) a biological, adopted or xxxxxx child, stepchild or legal xxxx, or a child to whom the employee stands in loco parentis; b) a biological parent, xxxxxx parent, stepparent, or adoptive parent or legal guardian of an employee or an employee’s spouse or an individual who stood in loco parentis when the employee was a minor; c) an individual to whom the employee is legally married under the laws of any state; d) a grandparent; e) a grandchild; f) a biological, xxxxxx, or adopted sibling. 2. Death in the immediate family to include father, mother, son, daughter, stepchild, parent or child in loco parentis, legal xxxx or spouse, brother, sister, father-in-law, mother-in-law, sister-in-law, brother-in-law, son-in-law, daughter-in-law, grandparents, grandparents-in-law, grandchildren with a limit of five (5) consecutive days per occurrence unless non-consecutive time approved by the College. Not charged to leave time. In the instance of the death of a spouse or child, five (5) additional consecutive days (making a total of ten days) may be granted if requested in writing and approved by the Director of Physical Plant. These five (5) additional days are to be taken as vacation time or as unpaid leave time. 3. Death in the non-immediate family with a limit of two (2) days allowed per occurrence. Non- immediate family is defined as aunt, uncle, niece, or nephew. Chargeable to leave time. 4. Up to two (2) days in any one fiscal year may be taken by the employee for emergency absences, funerals or personal business if requested in writing in advance and approved by the Vice President of Administrative Services in advance. Non-chargeable to leave time. Part time employees shall have their personal days pro-rated to their scheduled work hours. Emergency absences must be reported as soon as possible but no later than 24 hours after the event. 5. Sick time may not be used for regularly scheduled non-illness medical (with the exception of paragraphs a-d above), dental or vision exams scheduled during work or non-work hours. B. Any earned, unused sick leave time accumulated up to fifty (50) days shall, at time of death, be paid to the employee’s estate or designated beneficiary. C. Used but unearned annual sick days shall be deducted in final pay reconciliation at termination. D. In any case where a school employee is absent from his/her employment by reason of an injury compensable under the Worker’s Compensation Act, such an employee shall be paid the amount payable to him/her under the existing sick leave policy, less the amount of compensation payable to such employee under said Act. E. The number of days deductible from such employee’s sick leave time bank, computed on the basis of the amount of compensation paid him under the Act, as measured by his/her regular salary, shall not be deducted from the sick leave time bank. In cases where the amount of compensation paid equals more than ½ (one-half) day, but less than one (1) whole day, the whole day shall be allowed. F. Evidence of illness may be required of employees showing excessive sick leave days being taken. Excessive use shall be determined on an individual basis. Employees will be notified when their sick day usage is deemed excessive by the College. Copies of such notifications will be given to the Union. Paid leave (exclusive of vacation) and personal days absence and abuse as determined by the College could result in disciplinary action being taken against the employee. At the request of either party the College and Union will review sick day usage. Employees will not be permitted to take time off without pay unless all sick time is exhausted and medical documentation is provided of a serious medical condition as defined by the FMLA. The employer may waive this requirement at its discretion. G. If an employee has been on sick leave and if the College has reasonable doubt as to the employee’s ability to return to work, the College has the right to request that the employee present reasonable medical proof of the employee’s ability to return to work. This may include a doctor’s written statement. Further verification beyond this may include examination by a physician selected and paid for by the College. The intent of an independent medical exam is to decide whether a member is fit to work with restriction, without restriction, or unable to work at all. Should the treating physician’s diagnosis differ from the independent medical exam diagnosis, the College will arrange for a third opinion, at the College’s expense, to make a final diagnosis. The College will provide a list of three medical providers from which the union and employee may choose from. H. A leave of absence, with pay, not chargeable against an employee’s leave time allowance, shall be granted when an employee is called for jury duty. The College shall pay the employee his/her full pay and the employee shall turn over to the College any remuneration he/she receives for such jury duty, excluding any mileage and other expenses.

Paid Leave Time. A. All regular full-time employees hired before July 1, 2008 will earn one (1) sick day for each month employed subject to a maximum of twelve (12) workdays in any one fiscal year. Sick leave is credited at the beginning of each month but earned on the 15th of the month. Employees shall use sick time only as earned. All full-time employees hired before July 1, 2008 will be able to accumulate sick time without limit. Employees hired full-time after July 1, 2008 will earn .833 sick days per month up to a maximum of 10 days per year. Sick leave is credited at the beginning of each month but earned on the 15th of the month. Full-time employees may maintain a sick time balance up to 75 days. There shall be no payout of sick time upon separation of employment. Part-time employees hired before July 1, 2008, shall earn sick days on a pro-rated basis based upon their scheduled weekly work hours as a proportion of 40. (Example: 16/40 x 8 hours/month = 3.2 hours/month employed). All part-time employees hired before July 1, 2008 will be able to accumulate sick time without limit. Part-time employees hired after July 1, 2008 will earn sick days on a pro-rated basis (based upon their scheduled weekly work hours as a proportion of 40, for example: 16/40 x 8 hours/month = 3.2 hours/month employed), up to an annual maximum of 40 hours. Part-time employees shall be allowed to carry-over a maximum of forty (40) sick leave hours. 1. Absences chargeable against such sick leave time shall be allowed for the following reasons: a. The employee’s personal mental or physical illness, injury, or health condition; medical diagnosis, care or treatment of the employee’s personal mental or physical illness, injury, or health condition; or preventative medical care for the employee. Sick time usage of more than three (3) consecutive days may require a doctor’s note as requested by the College. b. The employee’s family member’s mental or physical illness, injury, or health condition; medical diagnosis, care or treatment of the employee’s family member’s mental or physical illness, injury, or health condition; or preventative medical care for family member of the employee. Sick time usage of more than three (3) consecutive days may require a doctor’s note as requested by the College. c. If the eligible employee or the eligible employee’s family member is a victim of domestic violence or sexual assault, the medical care or psychological or other counseling for physical or psychological injury or disability; to obtain services from a victim services organization; to relocate due to domestic violence or sexual assault; to obtain legal services; or to participate in any civil or criminal proceedings related to or resulting from the domestic violence or sexual assault. The College may require an employee to provide documentation that the paid leave has been used for this purpose. d. For closure of the eligible employee’s primary workplace by order of a public official due to a public health emergency; for an eligible employee’s need to care for a child whose school or place of care has been closed by order of a public official due to a public health emergency; or if it has been determined by the health authorities having jurisdiction or by a health care provider that the eligible employee’s or eligible employee’s family member’s presence in the community would jeopardize the health of others because of the eligible employee’s or family member’s exposure to a communicable disease, whether or not the eligible employee or family member has actually contracted the communicable disease. The College may require an employee to provide documentation that the paid leave has been used for this purpose. For purposes of the above leaves (paragraphs a-d): • Absences shall not exceed ten (10) days per year unless specifically approved by the Director of Physical Plant or approved under FMLA. • Family member is defined as: a) a biological, adopted or xxxxxx child, stepchild or legal xxxx, or a child to whom the employee stands in loco parentis; b) a biological parent, xxxxxx parent, stepparent, or adoptive parent or legal guardian of an employee or an employee’s spouse or an individual who stood in loco parentis when the employee was a minor; c) an individual to whom the employee is legally married under the laws of any state; d) a grandparent; e) a grandchild; f) a biological, xxxxxx, or adopted sibling. 2. Death in the immediate family to include father, mother, son, daughter, stepchild, parent or child in loco parentis, legal xxxx or spouse, brother, sister, father-in-law, mother-in-law, sister-in-law, brother-in-law, son-in-law, daughter-in-law, grandparents, grandparents-in-law, grandchildren with a limit of five (5) consecutive days per occurrence unless non-consecutive time approved by the College. Not charged to leave time. In the instance of the death of a spouse or child, five (5) additional consecutive days (making a total of ten days) may be granted if requested in writing and approved by the Director of Physical Plant. These five (5) additional days are to be taken as vacation time or as unpaid leave time. 3. Death in the non-immediate family with a limit of two (2) days allowed per occurrence. Non- immediate family is defined as aunt, uncle, niece, or nephew. Chargeable to leave time. 4. Up to two (2) days in any one fiscal year may be taken by the employee for emergency absences, funerals or personal business if requested in writing in advance and approved by the Vice President of Administrative Services in advance. Non-chargeable to leave time. Part time employees shall have their personal days pro-rated to their scheduled work hours. Emergency absences must be reported as soon as possible but no later than 24 hours after the event. 5. Sick time may not be used for regularly scheduled non-illness medical (with the exception of paragraphs a-d above), dental or vision exams scheduled during work or non-work hours. B. Any earned, unused sick leave time accumulated up to fifty (50) days shall, at time of death, be paid to the employee’s estate or designated beneficiary. C. Used but unearned annual sick days shall be deducted in final pay reconciliation at termination. D. In any case where a school employee is absent from his/her their employment by reason of an injury compensable under the Worker’s Compensation Act, such an employee shall be paid the amount payable to him/her them under the existing sick leave policy, less the amount of compensation payable to such employee under said Act. E. The number of days deductible from such employee’s sick leave time bank, computed on the basis of the amount of compensation paid him to them under the Act, as measured by his/her their regular salary, shall not be deducted from the sick leave time bank. In cases where the amount of compensation paid equals more than ½ (one-half) day, but less than one (1) whole day, the whole day shall be allowed. F. Evidence of illness may be required of employees showing excessive sick leave days being taken. Excessive use shall be determined on an individual basis. Employees will be notified when their sick day usage is deemed excessive by the College. Copies of such notifications will be given to the Union. Paid leave (exclusive of vacation) and personal days absence and abuse as determined by the College could result in disciplinary action being taken against the employee. At the request of either party the College and Union will review sick day usage. Employees will not be permitted to take time off without pay unless all sick time is exhausted and medical documentation is provided of a serious medical condition as defined by the FMLA. The employer may waive this requirement at its discretion. G. If an employee has been on sick leave and if the College has reasonable doubt as to the employee’s ability to return to work, the College has the right to request that the employee present reasonable medical proof of the employee’s ability to return to work. This may include a doctor’s written statement. Further verification beyond this may include examination by a physician selected and paid for by the College. The intent of an independent medical exam is to decide whether a member is fit to work with restriction, without restriction, or unable to work at all. Should the treating physician’s diagnosis differ from the independent medical exam diagnosis, the College will arrange for a third opinion, at the College’s expense, to make a final diagnosis. The College will provide a list of three medical providers from which the union and employee may choose fromchoose. H. A leave of absence, with pay, not chargeable against an employee’s leave time allowance, shall be granted when an employee is called for jury duty. The College shall pay the employee his/her full pay and the employee shall turn over to the College any remuneration he/she receives for such jury duty, excluding any mileage and other expenses.

Paid Leave Time. A. All regular full-time employees hired before July 1, 2008 will earn one (1) sick day for each month employed subject to a maximum of twelve (12) workdays in any one fiscal year. Sick Xxxx leave is credited at the beginning of each month but earned on the 15th of the month. Employees shall use sick time only as earned. All full-time employees hired before July 1, 2008 will be able to accumulate sick time without limit. Employees hired full-time after July 1, 2008 will earn .833 sick days per month up to a maximum of 10 days per year. Sick Xxxx leave is credited at the beginning of each month but earned on the 15th of the month. Full-time employees may maintain a sick time balance up to 75 days. There shall be no payout of sick time upon separation of employment. Part-time employees hired before July 1, 2008, shall earn sick days on a pro-rated basis based upon their scheduled weekly work hours as a proportion of 40. (Example: 16/40 x 8 hours/month = 3.2 hours/month employed). All part-time employees hired before July 1, 2008 will be able to accumulate sick time without limit. Part-time employees hired after July 1, 2008 will earn sick days on a pro-rated basis (based upon their scheduled weekly work hours as a proportion of 40, for example: 16/40 x 8 hours/month = 3.2 hours/month employed), up to an annual maximum of 40 hours. Part-time employees shall be allowed to carry-over a maximum of forty (40) sick leave hours. 1. Absences chargeable against such sick leave time shall be allowed for the following reasons: a. The employee’s personal mental or physical illness, injury, or health condition; medical diagnosis, care or treatment of the employee’s personal mental or physical illness, injury, or health condition; or preventative medical care for the employee. Sick time usage of more than three (3) consecutive days may require a doctor’s note as requested by the College. b. The employee’s family member’s mental or physical illness, injury, or health condition; medical diagnosis, care or treatment of the employee’s family member’s mental or physical illness, injury, or health condition; or preventative medical care for family member of the employee. Sick time usage of more than three (3) consecutive days may require a doctor’s note as requested by the College. c. If the eligible employee or the eligible employee’s family member is a victim of domestic violence or sexual assault, the medical care or psychological or other counseling for physical or psychological injury or disability; to obtain services from a victim services organization; to relocate due to domestic violence or sexual assault; to obtain legal services; or to participate in any civil or criminal proceedings related to or resulting from the domestic violence or sexual assault. The College may require an employee to provide documentation that the paid leave has been used for this purpose. d. For closure of the eligible employee’s primary workplace by order of a public official due to a public health emergency; for an eligible employee’s need to care for a child whose school or place of care has been closed by order of a public official due to a public health emergency; or if it has been determined by the health authorities having jurisdiction or by a health care provider that the eligible employee’s or eligible employee’s family member’s presence in the community would jeopardize the health of others because of the eligible employee’s or family member’s exposure to a communicable disease, whether or not the eligible employee or family member has actually contracted the communicable disease. The College may require an employee to provide documentation that the paid leave has been used for this purpose. For purposes of the above leaves (paragraphs a-d): • Absences shall not exceed ten (10) days per year unless specifically approved by the Director Head of Physical Plant or approved under FMLA. • Family member is defined as: a) a biological, adopted or xxxxxx child, stepchild or legal xxxx, or a child to whom the employee stands in loco parentis; b) a biological parent, xxxxxx parent, stepparent, or adoptive parent or legal guardian of an employee or an employee’s spouse or an individual who stood in loco parentis when the employee was a minor; c) an individual to whom the employee is legally married under the laws of any state; d) a grandparent; e) a grandchild; f) a biological, xxxxxx, or adopted sibling. 2. Death in the immediate family to include father, mother, son, daughter, stepchild, parent or child in loco parentis, legal xxxx or spouse, brother, sister, father-in-law, mother-in-law, sister-in-law, brother-in-law, son-in-law, daughter-in-law, grandparents, grandparents-in-law, grandchildren with a limit of five (5) consecutive days per occurrence unless non-consecutive time approved by the College. Not charged to leave time. In the instance of the death of a spouse or child, five (5) additional consecutive days (making a total of ten days) may be granted if requested in writing and approved by the Director Head of Physical Plant. These five (5) additional days are to be taken as vacation time or as unpaid leave time. 3. Death in the non-immediate family with a limit of two (2) days allowed per occurrence. Non- immediate family is defined as aunt, uncle, niece, or nephew. Chargeable to leave time. 4. Up to two (2) days in any one fiscal year may be taken by the employee for emergency absences, funerals or personal business if requested in writing in advance and approved by the Vice President Head of Administrative Services in advance. Non-chargeable to leave time. Part time employees shall have their personal days pro-rated to their scheduled work hours. Emergency absences must be reported as soon as possible but no later than 24 hours after the event. 5. Sick To the extent possible, employees should try to schedule non-illness medical, dental, and/or vision exams during non-work hours. However, when necessary, sick time may not be used for regularly scheduled non-illness medical (with the exception of paragraphs a-d above)medical, dental dental, or vision exams scheduled during work or non-work hourshours by requesting sick leave and obtaining approval from the Head of Physical Plant in advance. B. Any earned, unused sick leave time accumulated up to fifty (50) days shall, at time of death, be paid to the employee’s estate or designated beneficiary. C. Used but unearned annual sick days shall be deducted in final pay reconciliation at termination. D. In any case where a school employee is absent from his/her their employment by reason of an injury compensable under the Worker’s Compensation Act, such an employee shall be paid the amount payable to him/her them under the existing sick leave policy, less the amount of compensation payable to such employee under said Act. E. The number of days deductible from such employee’s sick leave time bank, computed on the basis of the amount of compensation paid him to them under the Act, as measured by his/her their regular salary, shall not be deducted from the sick leave time bank. In cases where the amount of compensation paid equals more than ½ (one-half) day, but less than one (1) whole day, the whole day shall be allowed. F. Evidence of illness may be required of employees showing excessive sick leave days being taken. Excessive use shall be determined on an individual basis. Employees will be notified when their sick day usage is deemed excessive by the College. Copies of such notifications will be given to the Union. Paid leave (exclusive of vacation) and personal days absence and abuse as determined by the College could result in disciplinary action being taken against the employee. At the request of either party the College and Union will review sick day usage. Employees will not be permitted to take time off without pay unless all sick time is exhausted and medical documentation is provided of a serious medical condition as defined by the FMLA. The employer may waive this requirement at its discretion. G. If an employee has been on sick leave and if the College has reasonable doubt as to the employee’s ability to return to work, the College has the right to request that the employee present reasonable medical proof of the employee’s ability to return to work. This may include a doctor’s written statement. Further verification beyond this may include examination by a physician selected and paid for by the College. The intent of an independent medical exam is to decide whether a member is fit to work with restriction, without restriction, or unable to work at all. Should the treating physician’s diagnosis differ from the independent medical exam diagnosis, the College will arrange for a third opinion, at the College’s expense, to make a final diagnosis. The College will provide a list of three medical providers from which the union and employee may choose fromchoose. H. A leave of absence, with pay, not chargeable against an employee’s leave time allowance, shall be granted when an employee is called for jury duty. The College shall pay the employee his/her full pay and the employee shall turn over to the College any remuneration he/she receives for such jury duty, excluding any mileage and other expenses.