Posts filed under ‘B. Civic Duty, Military, Bereavement, and Personal Leaves’
Civic Duty, Military, Bereavement, and Personal Leaves of Absence
Civic Duty, Military, Bereavement, and Personal Leaves of Absence
- JURY DUTY LEAVE
Employees subpoenaed for jury duty must notify their manager or supervisor as soon as possible so that coverage can be arranged. Transition Projects will pay the difference between any compensation for witness or jury duty and the employee’s regular rate of pay for up to three days. A statement of earnings from the Court must be submitted to payroll in order to receive payment. Should the obligation extend beyond three days, employees may use accrued leave or request unpaid time off for the period exceeding three days. Individuals who are on call for jury duty are expected to report to work should they be dismissed for the day during their regular working hours. Transition Projects views jury duty as a fundamental responsibility of citizenship. However, if it is felt that the employee’s absence would create an undue hardship on the employee or on the organization, the organization may request (with the employee’s full and willing agreement) that the employee be excused from jury duty. - WITNESS DUTY LEAVE
Employees who are required to appear in court or in a state or federal administrative proceeding to testify under subpoena or court order must notify their manager or supervisor as soon as possible so that coverage can be arranged. Transition Projects will pay the difference between any compensation for witness or jury duty and the employee’s regular rate of pay for up to three days. A statement of earnings from the Court must be submitted to payroll in order to receive payment. Should the obligation extend beyond three days, employees may use accrued leave or request unpaid time off for the period exceeding three days. Employees appearing in court on behalf of Transition Projects will be on a paid time/duty status. - MILITARY
An unpaid military leave of absence may be requested by an employee who has bona fide orders to temporary, active, or active-duty-for-training duty. The employee may request to use any accrued leave time. Employees are guaranteed a position with Transition Projects at the end of an approved Military Leave at the same rate of pay but not necessarily the same position, duties or location. Except as required by law, Transition Projects will discontinue leave accrual and benefits payments for any employee who is in a leave without pay status for a period exceeding thirty days. In order to maintain insurance coverage, the employee must self pay all insurance premiums. - BEREAVEMENT LEAVE
Transition Projects will grant Bereavement Leave of up to three paid days per occurrence (plus two days’ travel time if the funeral is more than 300 miles from the employee’s home) to employees upon the death of an immediate relative, including; parent, current parent-in-law, guardian, grandparent, sibling, current sibling-in-law, son- or daughter-in-law, child, spouse, or domestic partner. “Guardian” is defined as a person who functions/functioned in loco parentis. Employees will be required to provide some verification of the event, such as obituary, funeral announcement or death certificate, before leave will be credited as bereavement leave. Employees who require additional time off may request personal leave. - PERSONAL LEAVE OF ABSENCE (UNPAID)
Regular employees may request unpaid personal leave of absence for up to a cumulative total of 90 calendar days in any 18-month period. Approving leaves of absence will be at the complete discretion of the Executive Director, and the employee shall have no right to challenge an adverse decision. Among the factors that determine whether the request will be approved are:- The reason for the request;
- Employee’s length of service;
- Performance, attendance, safety, and disciplinary history and/or records;
- Any previous leaves of absence (and the length/purpose of such leaves);
- Customer service obligations of requesting employee’s department, location, and/or job;
- Employee’s commitment to return to work immediately following the leave
A personal leave which has been granted for fewer than 90 calendar days may be extended to 90 days, provided that the extension is requested prior to the expiration of the original leave and the reason for the request meets the above standards. Employees must use all earned vacation pay prior to going on unpaid status. Employees on personal leave of absence are responsible to pay their entire healthcare premium. Upon conclusion of the leave of absence, the employee will be reinstated into the position vacated to take the leave or, if it is no longer available, a position as similar as possible to the position vacated.