BROCKTON AREA MULTI-SERVICES, INC. ORGANIZATION AND POLICY GUIDE. Date(s) Reviewed/Revised:
|
|
- Bertha Hodge
- 7 years ago
- Views:
Transcription
1 Page 1 of 6 PURPOSE: To identify a system of accrual for paid vacation time off that provides a valuable benefit to eligible BAMSI employees while assuring consistent high-quality service delivery to persons served. STATEMENT OF POLICY: It is the policy of BAMSI to provide paid vacation time off for eligible employees. SCOPE: This policy is effective July 1, 2010, and applies to regular employees who are regularly scheduled for 20 to 40 hours per week unless otherwise covered by the terms of a bargaining unit agreement or another applicable BAMSI policy. This policy replaces the Flexible Time Off portion (Section 3) of BAMSI s Flexible Benefit Time Policy, PE-30-03, as clarified 7/9/2007. Employees regularly scheduled for 10 to 19 hours as of June 30, 2010, and accruing benefits under Section 3 of PE ( grandfathered employees ) shall accrue paid vacation benefits as described below. PAID VACATION TIME ACCRUAL: 1. Eligible employees who have completed their initial orientation period shall accrue or earn paid vacation time bi-weekly at the end of each pay period, on a pro-rated basis, beginning each July 1, earning 1/26 of their annualized vacation accrual every two weeks, according to the annualized table below:
2 Page 2 of 6 Paid Vacation Time Annualized Amount Years of Service 40 hours hours hours hours* (Pre-June 30, 2010) 6 months to hours/year 90 hours/year 60 hours/year 30 hours/year 3 to hours/year 120 hours/year 80 hours/year 40 hours/year 6 or more 200 hours/year 150 hours/year 100 hours/year 50 hours/year * Accrual for grandfathered employees regularly scheduled for 10 to 19 hours per week is limited to those employees in that category who were accruing Flexible Time Off under PE as of June 30, 2010, and who continue to be regularly scheduled for at least 10 hours per week. Employees who exit this category (for example, they become scheduled for fewer than 10 hours or more than 19 hours or they move into a position that does not accrue benefits under this policy, such as a per diem position) lose grandfathered status and henceforth must qualify under the same terms as other 20- to 40-hour employees. Example: A full-time, 40-hour employee who has completed four years of service is eligible to take 160 hours of paid vacation time during the July 1 to June 30 fiscal year. The vacation time is earned at the rate of about 6.15 hours every two weeks, at the end of the bi-weekly pay period. 2. Employees do not accrue paid vacation time until they have successfully completed their initial orientation period, including all extensions. 3. As an employee uses paid vacation time, the amount used shall be deducted from his or her balance of earned paid vacation time. An employee may borrow against his or her earned paid vacation time total, up to the maximum annualized amount for which he or she is eligible. In other words, an employee may use vacation, with the approval of his or her supervisor, before it is earned, up to the annualized amount expressed in the table above.
3 Page 3 of 6 4. This Paid Vacation Time Policy is a use it or lose it policy. Paid vacation time may not be carried from one fiscal year to another. At the end of the fiscal year, except as noted in item 6 in this section and item 2 in the Other Provisions section below, all unused paid vacation time shall be converted to paid sick time or, if the employee has reached the maximum accumulation under the Paid Sick Time Policy (PE-32-10), such unused paid vacation time shall be forfeited. 5. If an eligible employee s employment or vacation eligibility under this policy terminates before the end of the fiscal year, the employee s actual pro-rated accrued paid vacation time shall be reconciled with his or her vacation usage in the employee s final pay check. This may result in some employees being paid for accrued and unused vacation time and other employees having deductions taken from their final pay check to account for overpayment for vacation based on actual accrual. Example: A full-time 40-hour employee with four years of service begins accruing paid vacation time on July 1 but resigns on December 31, having accrued 80 hours of paid vacation time (13 bi-weekly pay periods times hours per pay period). If the employee has taken only 40 hours of paid vacation time by the time his employment terminates, he will be paid the balance of the 80 hours, or 40 hours, in his final check. However, if the employee has already taken 120 hours of paid vacation time, the overpayment (40 hours) shall be deducted from his final check. Overpayment in excess of the amount of the final check shall be repaid by the employee. 6. Employees who become eligible to accrue paid vacation time after April 30 (for example, an employee who is hired on December 1 and completes her initial orientation period on June 1) may carry over the paid vacation time accrued between May 1 and June 30 into the following fiscal year, during which it must be used. If unused by the end of the following fiscal year, the paid vacation time shall be converted to paid sick time or forfeited as described in item 4 above.
4 Page 4 of 6 PAID VACATION TIME USE: 1. Paid vacation time may be used by employees for any purpose, provided it has been approved in advance by the employee s supervisor. 2. Eligible employees who request paid vacation time must submit a completed Request for Time Off Form to their supervisor for approval. Requests for up to one consecutive week of paid vacation time must be submitted at least one calendar week in advance. Requests for more than one consecutive week of paid vacation time must be submitted at least two calendar weeks in advance. 3. Supervisors will make every effort to approve requests for paid vacation time if requested as specified in this policy. However, paid vacation time may be denied for legitimate operational or staffing reasons or because requests are not submitted within the advance time frames specified above. 4. Supervisors should promptly consider requests for paid vacation time and either approve or deny the request. In cases of approved requests, supervisors should submit the signed original request form to the Payroll Office, provide a copy of the signed form to the employee, and keep a copy or other record for themselves. In cases of denied requests, supervisors should sign the form and note the reason for the denial, keep the original for their records, and promptly return a copy of the signed form, noting the reason for denial, to the employee. 5. Employees should never assume that a Request for Time Off is approved until they have received the signed and approved Request for Time Off Form back. OTHER PROVISIONS: 1. Paid vacation time may not be used by employees who are absent from work and receiving workers compensation due to an injury or illness related to the performance of their job, nor
5 Page 5 of 6 may it be used for any other absence time for which the employee is paid under another benefit policy. 2. In some cases, requests for paid vacation time that have previously been approved may have to be revised or cancelled by the supervisor due to unusual operational or staffing situations or other emergencies. If such revision or cancellation comes so late in the fiscal year that the employee is not reasonably able to reschedule the time before the fiscal year ends, the supervisor may submit a request to the Vice President of Human Resources or designee to carry over only that amount of time that has been affected by the revision or cancellation into the next fiscal year. Such request must detail the reasons for the revision or cancellation. If approved, the employee must use the time in the following fiscal year or it shall be converted to paid sick time or forfeited as described in item 4 of the Paid Vacation Time Accrual section above. 3. Employees hired on or before June 30, 2010, and regularly scheduled to work between 10 and 19 hours per week, will continue to accrue paid vacation time benefits as specified in the table in the Paid Vacation Time Accrual section above, as long as they continue to be regularly scheduled for 10 to 19 hours per week. If any of these grandfathered employees become regularly scheduled for fewer than 10 hours per week or more than 19 hours per week, they shall lose all grandfathered rights in the event they subsequently return to being regularly scheduled for 10 to 19 hours per week. All other terms and conditions of this Paid Vacation Time Policy (PE-30-10) shall apply to these employees, including the use it or lose it provisions of item 4 in the Paid Vacation Time Accrual section for all paid vacation time accrued after June 30, TRANSITIONAL PERIOD: 1. Benefits under the Flexible Benefit Time Policy (PE-30-03, as clarified 7/9/2007) will cease to accrue effective June 30, 2010.
6 Page 6 of 6 2. Accrued and unused flexible time off in excess of the maximum carry over limits specified in the Flexible Benefit Time Policy (PE-30-03) shall be transferred to the employee s paid sick time under the Paid Sick Time Policy (PE-32-10) to the maximum limits specified in the Paid Sick Time Policy (PE-32-10). 3. All accrued and unused flexible time off that does not exceed the maximum carry over specified in the Flexible Benefit Time Policy (PE-30-03) as of July 1, 2010 shall be maintained in a Flexible Time Off Bank that eligible employees may access under the same terms and conditions that apply to use of paid vacation time under this policy. 4. The Flexible Time Off Bank shall not be subject to the annual use it or lose it provisions of the time accrued under the Paid Vacation Time Policy (PE-30-10), but shall be used by June 30, Any unused time in the Flexible Time Off Bank as of July 1, 2012 shall be converted to paid vacation time under the Paid Vacation Time Policy (PE-30-10) and shall be included as part of the accrual of paid vacation time for the fiscal year of July 1, 2012 through June 30, Example: An employee with 10 years of service still has 20 hours of flexible time off in her Flexible Time Off Bank as of June 30, Effective July 1, 2012, the employee s Flexible Time Off will be converted to 20 hours of paid vacation time under the Paid Vacation Time Policy (PE-30-10). The ten-year employee is entitled to a total accrual of 240 hours of paid vacation time for the fiscal year beginning July 1, 2012, under the Paid Vacation Time Policy (PE-30-10). Those 240 hours of paid vacation time shall be composed of the 20 hours of converted flexible benefit time and 220 hours of newly accrued paid vacation time. The converted flexible benefit time off shall be considered the first hours of paid vacation time used in the fiscal year beginning July 1, 2012, and must be used by June 30, The converted flexible time off shall be considered the first hours of paid vacation time used during the fiscal year beginning July 1, 2012.
NUMBER: HR 1.03. DATE: August 1988. REVISED: April 14, 2014. Division of Human Resources
NUMBER: HR 1.03 SECTION: SUBJECT: Human Resources Annual Leave DATE: August 1988 REVISED: April 14, 2014 POLICY FOR: PROCEDURE FOR: AUTHORIZED BY: ISSUED BY: All Campuses All Campuses Chris Byrd Division
More informationAn eligible full time employee earns vacation from the date of appointment based on the number of hours on pay status as follows:
UC Personnel Policies for Staff Members (UC-PPSM) UCOP Human Resources Procedures Absence from Work - Vacation February 2013 Absence From Work -- VACATION I. POLICY REFERENCES Absence from Work UC-PPSM
More informationSOUTH CAROLINA BUDGET AND CONTROL BOARD ANNUAL/SICK LEAVE POLICY AND PROCEDURE
SOUTH CAROLINA BUDGET AND CONTROL BOARD ANNUAL/SICK LEAVE POLICY AND PROCEDURE THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE AGENCY. THIS DOCUMENT
More informationChicago Public Schools Policy Manual
Chicago Public Schools Policy Manual Title: PAID TIME OFF Section: 302.9 Board Report: 15-0826-PO1 Date Adopted: August 26, 2015 Policy: THE CHIEF EXECUTIVE OFFICER RECOMMENDS: That the Board amend Board
More informationCity of Albany Benefits & Human Resources Policy. Compensation Policy #: HR-BC-10-004 Title: Holiday Pay
Purpose To provide City of Albany employees time off with pay for recognized and observed holidays. Policy Observed Holidays The following holidays shall be recognized and observed as paid holidays: New
More informationHome BancShares, Inc.
Topic: Payroll Human Resources FAQ s? When do I get paid? We are paid on a bi-weekly basis. Payday is every other Thursday. (See attachment for payroll dates and pay periods.) The payment is for wages
More informationHUMAN RESOURCES MANAGEMENT POLICY SICK LEAVE. Policy 19
HUMAN RESOURCES MANAGEMENT POLICY SICK LEAVE Policy 19 NOTE: THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE MEDICAL UNIVERSITY OF SOUTH CAROLINA
More informationNUMBER: HR 1.06. July 1, 1995 (Rev.) REVISED April 15, 2014. Division of Human Resources
NUMBER: HR 1.06 SECTION: SUBJECT: DATE: Human Resources Sick Leave July 1, 1995 (Rev.) REVISED April 15, 2014 Policy for: Procedure for: Authorized by: Issued by: All Campuses All Campuses Chris Byrd Division
More informationLEAVES CITY OF PORTLAND HUMAN RESOURCES ADMINISTRATIVE RULES 6.13 SUPPLEMENTAL WORKERS COMPENSATION BENEFITS
CITY OF PORTLAND HUMAN RESOURCES ADMINISTRATIVE RULES LEAVES Purpose The purpose of this Administrative Rule is to provide additional benefits to eligible employees with accepted workers compensation claims.
More informationPOLICY # C2S04.16. Subject: Chapter 2 BUSINESS--VP FOR BUSINESS Section 4.16 SICK LEAVE POOL I. PURPOSE
CHAPTER: 2 SECTION: 4.16 COMPUTER INDEX CODE: C2S04.16 ORIGINATION DATE: 10/18/00 PRES CABINET APP.: 11/01/00 BOARD OF TRUSTEES APP.: 11/08/00 PAGE 1 OF 1 POLICY # C2S04.16 Subject: Chapter 2 BUSINESS--VP
More informationBi-Weekly HR Update: Recently Asked Questions. June 27, 2012
Bi-Weekly HR Update: Recently Asked Questions June 27, 2012 Personal Leave Question: An employee who earned leave as teacher and later became an Assistant Principal, will the employee lose personal leave
More informationABSENCE FROM WORK ABSENCE FROM WORK
ABSENCE FROM WORK Revised 12/17/2015 Employee Handbook: Absence From Work 1 of 11 VACATION To define time-off from regular work hours. It is company policy to grant time off from work under specific rules
More informationCOMPENSATION POLICY DOCUMENTATION OF LABOR COSTS In the OPERATION OF THE CACFP REQUIRED by FNS Instruction 796-2, Rev 3
COMPENSATION POLICY DOCUMENTATION OF LABOR COSTS In the OPERATION OF THE CACFP REQUIRED by FNS Instruction 796-2, Rev 3 This sample for documenting Labor Costs has been created to provide a guideline for
More information419.01 Fringe Benefits
419.01 Fringe Benefits A. Group Health Plan Coverage and Life Insurance Details of hospitalization/major medical and life insurance for all full-time faculty members may be found in the Faculty Contract.
More informationEMPLOYEE SICK LEAVE POLICIES AND PROCEDURES
EMPLOYEE SICK LEAVE POLICIES AND PROCEDURES Excessive absence on the part of School District employees has a negative effect on the services afforded to the School District, on the instructional program,
More informationPERSONAL LEAVE SICK PAY POLICY
PERSONAL LEAVE Hope College recognizes the need for employees to occasionally be absent from work for reasons other than personal illness or death in the immediate family. Such personal time with pay may
More informationCOOPERATIVE (Co-op) EDUCATIONAL EMPLOYMENT PROGRAM AT THE JOHN C. STENNIS SPACE CENTER
COOPERATIVE (Co-op) EDUCATIONAL EMPLOYMENT PROGRAM AT THE JOHN C. STENNIS SPACE CENTER There are two Governmentwide student educational employment programs, Student Career Experience Program (SCEP), and
More informationPROFESSIONAL-TECHNICAL EMPLOYEE BENEFITS SUMMARY Updated June 2015
PROFESSIONAL-TECHNICAL EMPLOYEE BENEFITS SUMMARY Updated Pro-Tech employees receive a comprehensive benefits package consistent with the terms of their Collective Bargaining Agreement. The following summarizes
More informationInstructions for Family Care Leave (FCL) of Absence Application New York and New England Bargained for Employees
Instructions for Family Care Leave (FCL) of Absence Application New York and New England Bargained for Employees Please read the Instructions, the Application and the Conditions for Leave completely before
More informationHUMAN RESOURCES POLICY Fauquier County, Virginia
HUMAN RESOURCES POLICY Fauquier County, Virginia Policy Title: Workers Compensation Effective Date: 05/17/04 36 Supersedes Policy: 09/04/90 I. PURPOSE It is the objective of the Board of Supervisors that
More informationNON-CAREER COMPLEMENT City Carrier Assistant (CCA)
NON-CAREER COMPLEMENT City Carrier Assistant (CCA) The parties shall establish a new job classification called City Carrier Assistant (CCA). 1. GENERAL PRINCIPLES a. The CCA work force Is comprised of
More informationCanada Public Holiday and Vacation Policy
Canada Public Holiday and Vacation Policy PUBLIC HOLIDAY POLICY All Salesforce employees are eligible for a number of paid public holidays each year. Actual public holiday days will vary depending on the
More informationA Collective Bargaining Agreement. between. Des Moines Area Community College Educational Services Association. and
A Collective Bargaining Agreement between Des Moines Area Community College Educational Services Association and Des Moines Area Community College Board of Directors July 1, 2015 June 30, 2016 TABLE OF
More informationFalls Church City Public Schools. Employee Benefits
Falls Church City Public Schools Employee Benefits Health Insurance FCCPS pays an average of 75 percent of the premium regardless of the level of coverage chosen. (Employee Participation 61%) o Prorated
More informationSECTION 11 SEPARATION FROM EMPLOYMENT. 11.01 VOLUNTARY SEPARATION Resignation Abandonment Retirement Voluntary Disability Separation
SECTION 11 SEPARATION FROM EMPLOYMENT 11.01 VOLUNTARY SEPARATION Resignation Abandonment Retirement Voluntary Disability Separation 11.02 INVOLUNTARY TERMINATION Probationary Discharge Disciplinary Discharge
More informationNEW YORK STATE DEPARTMENT OF CIVIL SERVICE ATTENDANCE AND LEAVE MANUAL POLICY BULLETIN NO. 2015-03 Section 26.3 December 2015 Page 1 of 1
NEW YORK STATE DEPARTMENT OF CIVIL SERVICE ATTENDANCE AND LEAVE MANUAL POLICY BULLETIN NO. 2015-03 Section 26.3 December 2015 Page 1 of 1 TO: FROM: SUBJECT: Manual Recipients Scott DeFruscio, Director
More informationMy Time. Time Tracking. C&T Employees
My Time Time Tracking C&T Employees Welcome!! We re glad you re here! 2 Course Schedule Overview Time Tracking Time Off Requests Questions 3 Time Capture Overview My Time is accessed through the My University
More informationSICK LEAVE AND SHORT TERM DISABILITY THE PEOPLE CENTER
SICK LEAVE AND SHORT TERM DISABILITY THE PEOPLE CENTER SECTION I PURPOSE OF THE POLICY The purpose of this procedure is to establish guidelines and procedures for using Sick Leave and applying for Short
More informationFrequently Asked Questions Disability & Leaves of Absence
Frequently Asked Questions Disability & Leaves of Absence Salaried and Non-Bargaining Unit Hourly Employees Reviewed: 7/1/2012 Short Term Disability What is short term disability? Short term disability
More informationCANADA VACATION POLICY. Revised January 2010
Revised January 2010 - DEFINITIONS 1. DEFINITIONS Full-Time Employees Part-Time Employees Seasonal Employees Vacation Time Vacation Pay Employees who are designated as full-time. On average, fulltime employees
More informationPaid Time Off (PTO) Program for Non-Exempt U.S. Employees
Paid Time Off (PTO) Program for Non-Exempt U.S. Employees At Adobe, we believe that taking time off to attend to personal needs is essential to the health and productivity of every employee. Adobe also
More informationVacation policy Updated: January 2004
Vacation policy Updated: January 2004 This vacation policy applies to employees who are eligible for the core benefit program. The core program applies to the majority of benefits eligible full-time, part-time,
More informationUNI V E RSI T Y O F M I C H I G A N
SE C T I O N: Human Resources Number: 201.11-0 Revised: 10/14/2010 SUBJE C T: Sick Pay Plan Date Issued: Review Date: 10/14/2012 Attachment(s) 0 APPL I ES T O: Short-term sick time pay: All staff, with
More informationDATE ISSUED: 6/14/2010 1 of 12 LDU 2010.07 DEC(LOCAL)-X
COMPREHENSIVE COMPENSATED The District s comprehensive leave program includes both paid leave and unpaid leave privileges. Eligibility for the various types of leave depends on the employee s position,
More informationWorkers Compensation. Your Guide to Handling Worker s Compensation Reporting and Filing
Workers Compensation Your Guide to Handling Worker s Compensation Reporting and Filing Filing Worker s Compensation Claims Compensation Claims When the department is notified of an employee s work-related
More informationROCHESTER INSTITUTE OF TECHNOLOGY
ROCHESTER INSTITUTE OF TECHNOLOGY Sick/Personal Leave and Short-Term Disability Table of Contents Introduction...2 Sick/Personal Leave for Non-Exempt Staff...2 Staff Employees Scheduled for Less Than 12
More informationCHAPTER 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 informationSTATE BOARD FOR COMMUNITY COLLEGES AND OCCUPATIONAL EDUCATION. Employee Benefits
Page 1 of 8 STATE BOARD FOR COMMUNITY COLLEGES AND OCCUPATIONAL EDUCATION BP 3-60 APPROVED: February 14, 1991 EFFECTIVE: February 14, 1991 REVISED: July 14, 1994 REVISED: March 12, 1998 REVISED: June 8,
More informationSummary of Changes to the Online Policy Guide: Effective April 16, 2014
Summary of Changes to the Online Policy Guide: Effective April 16, 2014 TIME AWAY FROM DUKE Paid Parental Leave Policy 1: Policy updated the FMLA language to be consistent with the FMLA Policy changes
More informationWASHINGTON WEST SUPERVISORY UNION CENTRAL OFFICE EMPLOYEE BENEFIT GUIDELINES
WASHINGTON WEST SUPERVISORY UNION CENTRAL OFFICE EMPLOYEE BENEFIT GUIDELINES Washington West Supervisory Union Central Office has four types of employees: - Full-Time Year-Round Employees (235 days): Employees
More informationOklahoma State University Policy and Procedures
Oklahoma State University Policy and Procedures ATTENDANCE AND LEAVE FOR STAFF 3-0713 ADMINISTRATION and FINANCE June 2008 PURPOSE 1.01 An integral part of the staff program for the University is a uniform
More informationIt is our sincere hope that this information will be helpful as you go through these difficult times.
Benefit Guide Extended Illness Disability or Death In situations of extended illness, disability, or death, you and your family members will need to know specific details regarding benefit information.
More informationTOWN of BROOKLINE Massachusetts. HUMAN RESOURCES OFFICE 333 Washington Street Brookline, MA 02445 (617) 730-2120 www.brooklinema.
TOWN of BROOKLINE Massachusetts HUMAN RESOURCES OFFICE 333 Washington Street Brookline, MA 02445 (617) 730-2120 www.brooklinema.gov Sandra A. DeBow-Huang, Director Human Resources Office September 14,
More informationFiscal Year 2011 (July 1, 2010 June 30, 2011)
Fiscal Year 2011 (July 1, 2010 June 30, 2011) Salary Resolution Personnel Services Department Winner IPMA Award for Excellence FY11 SALARY RESOLUTION TABLE OF CONTENTS SECTION 1. - SPECIAL PROVISIONS APPLICABLE
More informationUNIT C MEMORANDUM OF AGREEMENT. The Newton School Committee (the Committee) and the Newton Teachers Association,
UNIT C MEMORANDUM OF AGREEMENT The Newton School Committee (the Committee) and the Newton Teachers Association, Unit C ( the Association) hereby agree to a new one-year contract to be in effect from September
More informationRHODE ISLAND BOARD OF EDUCATION
RHODE ISLAND BOARD OF EDUCATION PERSONNEL POLICY MANUAL INTRODUCTION The personnel policies and procedures contained in this policy manual apply to non-classified, higher education employees of the Board
More informationFamily Medical Leave Act Questions & Answers
Family Medical Leave Act Questions & Answers 1. Introduction Passed in the mid-1990s, the Family Medical Leave Act (FMLA) and Oregon Family Leave Act (OFLA) provide employees with leave from work for their
More informationMedical & Dental Coverage
Hawthorne Residential Partners offers Medical, Dental, Vision, Life Insurance, Short & Long Term Disability, Dependent Care Flexible Spending Accounts and Voluntary Life Insurance through our company s
More informationCITY OF NORWALK FAMILY AND MEDICAL LEAVE ACT POLICY
CITY OF NORWALK FAMILY AND MEDICAL LEAVE ACT POLICY OVERVIEW The is a "covered" employer under the Federal Family and Medical Leave Act (FMLA or Act) and is subject to all rules and regulations under the
More informationROCHESTER INSTITUTE OF TECHNOLOGY
ROCHESTER INSTITUTE OF TECHNOLOGY Time Off Benefits Table of Contents Introduction...2 Vacation...2 Vacation Eligibility Chart...3 Staff Employees Scheduled for Less Than 12 Months Per Fiscal Year...3
More informationBEFORE THE ARBITRATOR. In the Matter of the Arbitration of a Dispute Between TEAMSTERS GENERAL UNION LOCAL 662. and
BEFORE THE ARBITRATOR In the Matter of the Arbitration of a Dispute Between TEAMSTERS GENERAL UNION LOCAL 662 and MARSHFIELD ELECTRIC AND WATER DEPARTMENT Case 157 No. 63946 (Eiden Grievance) Appearances:
More informationVacation Policy Workshop. May 23, 29 & 30, 2013
Vacation Policy Workshop May 23, 29 & 30, 2013 1 Topics Vacation Maximum Policy Non-Represented Staff Employees Factor Leave Accrual All Staff Employees Compensatory Time All Staff Employees 2 Vacation
More information161.155 Definitions for section -- Salary, benefits, and leave for employee or teacher when victim of assault -- Sick leave for employee or teacher
161.155 Definitions for section -- Salary, benefits, and leave for employee or teacher when victim of assault -- Sick leave for employee or teacher -- Sick leave bank -- Sick leave donation program --
More informationPayroll Accruals: Wages, Taxes and More!
Payroll Accruals: Wages, Taxes and More! Presented by: Daniel Dycus, CPP / Daniel.Dycus@intelsat.com / 703.559.7692 1 DEFINITIONS Accrual A revenue or expense that has occurred but has not yet been recorded
More informationU N I V E R S I T Y T I M E T R A C K I N G
U N I V E R S I T Y T I M E T R A C K I N G S Y S T E M ( V A C A T I O N, S I C K L E A V E A N D O T H E R A B S E N C E S ) May 2014 T A B L E O F C O N T E N T S Introduction Vacation, Sick & Other
More informationPOLICY & PROCEDURE DOCUMENT NUMBER: 4.9102. Finance and Administration. Workers Compensation Program. DATE: February 6, 2006
POLICY & PROCEDURE DOCUMENT NUMBER: 4.9102 DIVISION: TITLE: Finance and Administration Workers Compensation Program DATE: February 6, 2006 REVISED: December 10, 2007, March 15, 2014 Policy for: All Employees
More informationPayroll Tax Chart Results
Payroll Tax Chart Results Terminated Employee -- Involuntary Terminated Employee -- Vacation Pay Terminated Employee -- Voluntary Taxing Authority Federal Payment Date for Involuntary Termination No provision
More informationSAFETY WELFARE AND BENEFITS
Prepared by the Pesonnel Management Office. This is a new Administrative Procedure. November 1986 SAFETY WELFARE AND BENEFITS A9.770 STATE OF HAWAII TEMPORARY DISABILITY BENEFITS PLAN FOR CIVIL SERVICE
More informationCHAPTER XII LEAVES AND HOLIDAYS
12.01 Vacation A. General Policies CHAPTER XII LEAVES AND HOLIDAYS 1. A regular classified employee, permanent and probationary shall earn vacation at the prescribed rate as part of his/her compensation.
More informationRegistered Nurses (NYSNA) Disability Benefits Program 2014 Summary Plan Description
Montefiore Mount Vernon Hospital Montefiore New Rochelle Hospital Schaffer Extended Care Center Registered Nurses (NYSNA) Disability Benefits Program 2014 Summary Plan Description Disability Benefits Disability
More informationThe Board of Education contributes to the Oklahoma Teachers' Retirement System, as required by law and its negotiated agreements.
1 of 5 INSURANCE, BENEFITS AND DEDUCTIONS State and Federal Withholdings. State and federal withholding taxes vary according to the amount of income, the number of dependents claimed, and marital status.
More informationMONTANA TECH EMPLOYEE BENEFITS
MONTANA TECH EMPLOYEE BENEFITS The following is a summary explanation of the payroll deductions and fringe benefits provided to eligible employees of Montana Tech. A. REQUIRED DEDUCTIONS 1. F.I.C.A. (SOCIAL
More informationBrigham and Women s Hospital Human Resources Policies and Procedures
Brigham and Women s Hospital Human Resources Policies and Procedures SUBJECT: POLICY #: EMPLOYEE WORK-RELATED INJURY AND ILLNESS REPORTING HR-405 Effective Date: January 1, 2008 Revised: January 1, 2013
More informationAccessing and Managing a Short-Term Disability Claim (non-work related)
Accessing and Managing a Short-Term Disability Claim (non-work related) I. Basics II. III. IV. STD Packet Accessing STD Benefits Letters You May Receive V. Supplementing Income Replacement with Leave VI.
More informationof the Chancellor SUMMARY OF CHANGES
Subject: SABBATICAL LEAVE OF ABSENCE SUMMARY OF CHANGES This regulation replaces and supersedes C-650 dated 10/25/83. It sets forth the rules governing sabbatical leave of absence applicable to all pedagogical
More informationARTICLE 17 SICK LEAVE
ARTICLE 17 SICK LEAVE 17.1 Bargaining Unit members will accumulate sick leave at the rate of fifteen (15) days per year pro-rated on a monthly basis while in active pay status up to a maximum of three-hundred
More informationMEMORANDUM OF UNDERSTANDING. The County of El Dorado. El Dorado County Criminal. Attorneys Association (EDCCAA)
MEMORANDUM OF UNDERSTANDING Between The County of El Dorado And El Dorado County Criminal Attorneys Association (EDCCAA) January 1, 2014 December 31, 2016 MEMORANDUM OF UNDERSTANDING TABLE OF CONTENTS
More informationHuman Resources Management Policy. Leave Transfer Program. Policy 48
Human Resources Management Policy Leave Transfer Program Policy 48 NOTE: THIS POLICY, LIKE ALL OTHER MUSC HUMAN RESOURCES POLICIES, IS NOT A CONTRACT OF EMPLOYMENT AND SHOULD NOT BE RELIED UPON AS SUCH.
More informationLOS ANGELES COMMUNITY COLLEGES PERSONNEL GUIDE B 417 INDUSTRIAL ACCIDENT PROCEDURES
LOS ANGELES COMMUNITY COLLEGES PERSONNEL GUIDE B 417 INDUSTRIAL ACCIDENT PROCEDURES Issue Date: 2-8-84 Issued By: Pers Oper Br Service: Certificated/Classified Changes: Extensive revision and combination
More informationARTICLE XX -- LEAVES, VACATIONS, AND HOLIDAYS
ARTICLE XX -- LEAVES, VACATIONS, AND HOLIDAYS Section 1. Voting Leave The Board agrees to allow, whenever possible, an employee who is a registered voter one hour off with pay, to vote in each local and
More informationEMPLOYEE BENEFITS PACKAGE BOOKLET
EMPLOYEE BENEFITS PACKAGE BOOKLET Effective April 1, 2011 Employee Name: Property Name: MEB EMPLOYEE BENEFITS PACKAGE BOOKLET March 2009 Contact Human Resources (hr@mebmgmt.com) or 520.618.3825 for eligibility
More informationHuman Resources Benefits Office. For Your Benefit. Class 2 LTD Benefits Program 2013 Summary Plan Description
Human Resources Benefits Office For Your Benefit Class 2 LTD Benefits Program 2013 Summary Plan Description Disability Disability benefits continue part or all of your pay if you are ill or injured and
More informationSTATE OF MICHIGAN LONG TERM DISABILITY INCOME PROTECTION PLAN October 1, 2007
STATE OF MICHIGAN LONG TERM DISABILITY INCOME PROTECTION PLAN October 1, 2007 This document is the State of Michigan self-funded Long Term Disability Income Protection Plan (LTD Plan). The LTD Plan is
More informationb. Any change in the standard work week for full-time employees shall require approval of the appropriate employer representative and the President.
Page: 45 C. Civil Service Employees 1. Coverage This Subsection C. applies to all civil service employees of the Board unless otherwise provided by these Regulations, by law, or by the terms of a collective
More informationLOS ANGELES COMMUNITY COLLEGE DISTRICT PERSONNEL COMMISSION. 804 LAW AND RULES January 12, 1978
LEAVES RESULTING FROM INDUSTRIAL ACCIDENT OR INDUSTRIAL ILLNESS Education Code 87042 87042. Any school employee of a community college district who is absent because of injury or illness which arose out
More informationARTICLE 15 SALARIES. 15.01 Base Salary. A. Basic Contract Length. 1. Instructional Faculty and Library Faculty
ARTICLE 15 SALARIES The parties are committed to the fair and rational allocation of unrestricted funds to a faculty salary structure based upon the principles of equity, consistency, and the rewarding
More informationEXEMPT EMPLOYEE BENEFITS & COMPENSATION SUMMARY Updated October 2015
EXEMPT EMPLOYEE BENEFITS & COMPENSATION SUMMARY Updated Exempt employees receive a comprehensive fringe benefits and compensation package consistent with the terms of their employment agreement. The following
More informationPERSONNEL: Compensation, Benefits, and Retirement
PERSONNEL: Compensation, Benefits, and Retirement Absences and Leaves I. Purpose To implement Board of Education of Baltimore County (Board) Policy 4203 by establishing employee absence and leaves of absence
More informationSECTION 6: LEAVE PROVISIONS
SECTION 6: LEAVE PROVISIONS 35. Annual leave 35.1 Full-time employees will accrue an annual leave credit of 20 days (150 hours) for each full year that they are employed. Annual leave will accrue and be
More informationHUMAN RESOURCES POLICIES AND PROCEDURES
HUMAN RESOURCES POLICIES AND PROCEDURES Policy Name: Earned Leave Policy Purpose: To standardize, define and communicate the policy and procedures for administering Earned Leave. Policy Statement: Main
More informationLTD (Long Term Disability Plan)
1 LTD (Long Term Disability Plan) 2.1 Eligibility (a) (1) Regular full-time employees shall be covered by the Long Term Disability Plan upon completion of six months active employment with the Employer.
More informationAGREEMENT between the Board of Trustees for Grand Rapids Community College and the Grand Rapids Community College Educational Support Professionals
AGREEMENT between the Board of Trustees for and the Educational Support Professionals (ESP) Wages and Benefits 2011 2015 2 TABLE OF CONTENTS ARTICLE 1 RECOGNITION... 7 Association Recognition... 7 Definition
More informationis right July 1 suffolk.edu/workday Mon Tues Weds Thurs Friday Workday will be fully functional on
is right Mon Tues Weds Thurs Friday Workday will be fully functional on July 1 suffolk.edu/workday More vacation days, easier time tracking, and much more As many of you know, starting July 1, all Suffolk
More informationCOMPLIANCE WITH THIS PUBLICATION IS MANDATORY
BY ORDER OF THE SECRETARY OF THE AIR FORCE AIR FORCE INSTRUCTION 36-815 8 JULY 2015 Personnel ABSENCE AND LEAVE COMPLIANCE WITH THIS PUBLICATION IS MANDATORY ACCESSIBILITY: Publications and forms are available
More information3. Has a disability which has been verified and accepted by the Employment Development Department (EDD), and
NON-INDUSTRIAL DISABILITY INSURANCE (NDI) OVERVIEW WHAT IS NON-INDUSTRIAL DISABILITY INSURANCE (NDI)? NDI is a wage continuation program that provides income for eligible employees who are disabled and
More informationDepartment of Management Services Division of Human Resource Management PROGRAM GUIDELINES
Department of Management Services Division of Human Resource Management PROGRAM GUIDELINES SUBJECT: Deferred Retirement Option Program (DROP) STATUTORY/RULE REFERENCE: Section 110.122(3), Florida Statutes
More informationPlease read this statement before proceeding
Family and Medical Leave FMLA Military Caregiver Leave A policy for administering the Federal Military Caregiver Leave for eligible employees at Portland State University This Policy Covers: The Federal
More informationAMENDMENT NUMBER TWO TO THE PENMAC STAFFING SERVICES, INC. EMPLOYEE STOCK OWNERSHIP PLAN
AMENDMENT NUMBER TWO TO THE PENMAC STAFFING SERVICES, INC. EMPLOYEE STOCK OWNERSHIP PLAN THIS AMENDMENT SHALL BE TO THE PENMAC STAFFING SERVICES, INC. EMPLOYEE STOCK OWNERSHIP PLAN, as amended and restated
More informationBasic Life Insurance for Active Employees: $5,000. Your employer pays the premiums for this coverage.
Section 4: Optional Benefits State of Oregon PEBB offers eligible employees the opportunity to select optional benefits. This section summarizes the following plans. Optional Employee and Spouse or Domestic
More information2.3.2. Placement of a child with the employee for adoption or foster care,
1. Purpose: The purpose of this policy is to outline an integrated approach for the efficient and effective management of sick leave in accordance with federal and state leave mandates, employee interests,
More informationCalifornia Paid Sick Leave: Frequently Asked Questions
California Paid Sick Leave: Frequently Asked Questions This document contains answers to questions that are frequently asked about California's new Paid Sick Leave law (AB 1522, operative January 1, 2015,
More informationDisability. Guidelines for Disability Leave. Lawrence Livermore National Security, LLC
Lawrence Livermore National Security, LLC This checklist explains how your benefits are affected when you are on disability. You may wish to review this information with the Benefits Office to be sure
More informationPOLICY AND PROCEDURES MANAGEMENT VOLUNTARY LEAVE TRANSFER PROGRAM. Table of Contents
POLICY AND PROCEDURES MANAGEMENT VOLUNTARY LEAVE TRANSFER PROGRAM Table of Contents PURPOSE...1 BACKGROUND...1 POLICY...2 RESPONSIBILITIES...6 When receiving donated leave as a recipient applicant...6
More informationSam 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 informationA Guide to Long Term Disability Benefits
A Guide to Long Term Disability Benefits The University of Maine System is proud to offer a Long Term Disability (LTD) plan to eligible employees. Long term disability is defined as a severe illness or
More informationREGISTERED NURSES COLLECTIVE BARGAINING AGREEMENT. By and Between WASHINGTON STATE NURSES ASSOCIATION. and WHIDBEY GENERAL HOSPITAL
REGISTERED NURSES COLLECTIVE BARGAINING AGREEMENT By and Between WASHINGTON STATE NURSES ASSOCIATION and WHIDBEY GENERAL HOSPITAL (August 7, 2012 March 31, 2015) TABLE OF CONTENTS PREAMBLE ----------------------------------------------------------------------------------------
More informationIf you have any questions, concerns, or disputes with this policy, you must contact [insert name and contact info for appropriate person] in writing.
EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE RIGHTS OR ENTITLEMENTS. THE AGENCY RESERVES THE RIGHT TO REVISE THE CONTENT OF THIS DOCUMENT, IN WHOLE OR IN ORAL, WHICH ARE CONTRARY TO OR INCONSISTENT
More informationTeachers Contract 6/1/2003-10/12/2007
Teachers Contract 6/1/2003-10/12/2007 ARTICLE THREE SALARIES AND BENEFITS OF DAY SCHOOL TEACHERS A. Salaries and Differentials The salaries and differentials of day school teachers and the eligibility
More informationEMPLOYMENT OF LIMITED TERM EMPLOYEES
CLACKAMAS COUNTY EPP #49 EMPLOYMENT POLICY & PRACTICE (EPP) Implemented: 3/1/2001 Clerical Update: 3/1/2007 EMPLOYMENT OF LIMITED TERM EMPLOYEES PURPOSE: To provide departments with guidance, procedures
More informationState/City Specific Statutory Earned Sick Time Provision Policy for Store, Regional Office and DC Field Hourly Team Members
State/City Specific Statutory Earned Sick Time Provision Policy for Store, Regional Office and DC Field Hourly Team Members NOTE: If you do not work in a location with a state or city specific Sick Pay
More information