Proposed Revisions to the UUCE Personnel Policies Manual – 12/5/15

XII. Leaves

  1. General provisions

The policies in this section describe various types of paid and unpaid leaves of absence provided by the Church. Leaves must be requested in advance in writing and require the approval of the employee’s immediate supervisor. The exact nature of the leave and its anticipated length must be included in the written request. Employees are expected to return to work upon the expiration of the leave as granted. If prevented from returning as expected, the employee must immediately notify his or her supervisor.

  1. Sick Leave with Pay

All full-time employees accrue one day of paid sick leave for every month worked, up to a maximum of 24 accrued days at any time. One-twelfth of the annual amount will accrue monthly on the last day of the month, and may be used once accrued. Part-time employees who work twenty or more hours per week accrue sick leave on a prorated basis; see Sec. II.K. Occasional employees do not accrue paid sick leave.

Sick leave may be used in the event the employee is unable to work due to the employee’s own illness, injury or other medical condition, or as part of medical leave or sick leave to care for the employee’s partner, child or parent. Sick leave may also be used for routine dental or medical appointments. (revised December 2013)

If at all possible, employees must notify their supervisor before their starting time if they are ill and unable to come to work. Employees may be required to provide a physician’s statement regarding their medical condition, including why the employee was not able to work. The Church reserves the right to request employees who are repeatedly absent for illness or injury be examined by a physician chosen by the Church, and at the expense of the Church.

  1. D. C. Leave Without Pay
  2. A non-exempt employee may request a leave without pay through her or his direct supervisor. If the supervisor agrees to such a leave, it also needs approval of the Lead Administrative Officer. Exempt employees may also request a leave without pay through her or his direct supervisor. For extensive leaves, Board approval may be required. For any approved leave, a written agreement will be prepared by the supervisor specifying the conditions and length of the leave.
  1. Parental Leave

An employee requesting parental leave due to birth or adoption while actively employed by the Church may, upon written request to his/her direct supervisor, be granted such a leave without salary or wages to and until a date not exceeding six twelve weeks subject to the following stipulations:

  1. The employee shall give the supervisor written notice of this request for parental leave and the expected delivery or placement date. The supervisor will be given as much advance notice as possible.
  2. The leave must begin within six weeks after the birth or adoption. An exception may be granted if and when a child must remain hospitalized longer than the mother. In such a case, a parent may return to work while the child is hospitalized and begin his/her unpaid leave within six weeks of the child’s discharge from the hospital.
  3. The employee will be entitled to return to work at any time within the six twelve week parental leave, provided the employee has given two weeks written notice to his/her supervisor of his/her intention to do so.
  4. Any replacement employee assigned or rehired to perform duties of the employee on parental leave shall be regarded as temporary during the period within which the employee on parental leave may legally return to work.
  5. Upon completion of probation, all employees who work 30 hours or more are entitled to 4 weeks of paid parental leave, in addition to any accrued sick or vacation leave.
  1. C. E. Jury Duty

Employees called for jury duty are paid their regular pay for up to twenty working days. Employees should appear for work on any day on which they are excused from jury duty.

  1. Leave Without Pay
  2. A non-exempt employee may request a leave without pay through her or his direct supervisor. If the supervisor agrees to such a leave, it also needs approval of the Lead Administrative Officer. Exempt employees may also request a leave without pay through her or his direct supervisor. For extensive leaves, Board approval may be required. For any approved leave, a written agreement will be prepared by the supervisor specifying the conditions and length of the leave.
  1. An employee requesting parental leave due to birth or adoption while actively employed by the Church may, upon written request to his/her direct supervisor, be granted such a leave without salary or wages to and until a date not exceeding six weeks subject to the following stipulations:
  2. The employee shall give the supervisor written notice of this request for parental leave and the expected delivery or placement date. The supervisor will be given as much advance notice as possible.
  3. The leave must begin within six weeks after the birth or adoption. An exception may be granted if and when a child must remain hospitalized longer than the mother. In such a case, a parent may return to work while the child is hospitalized and begin his/her unpaid leave within six weeks of the child’s discharge from the hospital.
  4. The employee will be entitled to return to work at any time within the six week parental leave, provided the employee has given two weeks written notice to his/her supervisor of his/her intention to do so.
  5. Any replacement employee assigned or rehired to perform duties of the employee on parental leave shall be regarded as temporary during the period within which the employee on parental leave may legally return to work.
  1. F. Military Leave Without Pay

Employees who are members of the armed services of the United States (including the National Guard or other reserve unit) will be granted unpaid leaves of absence in accordance with state or federal law to perform military duties on a voluntary or involuntary basis. Requests for military leave of absence must be made in writing and should include verification of the duty call from military authority, the date the leave is to commence and the expected date of return.

Employees may choose to use any accumulated vacation time for all or part of the period of military service. Leaves of absence in excess of any available vacation time will be without pay. In accordance with applicable law, eligible employees will be reinstated to the same job upon returning from an authorized military leave of absence.

  1. G. Funeral or bereavement leave with pay

Full-time employees may be eligible for a leave of absence for up to three days with pay for the death of an immediate family member. The number of paid days off will be determined by the Lead Administrative Officer based on the circumstances.