A of absence for the purpose of organ or bone marrow donation will be provided with pay, however, if an employee has earned and unused sick or vacation time available, the employee is required to first use up to five (5) days of paid sick or vacation time for a bone marrow donation and up to two (2) weeks of sick or vacation time for organ donation. In order to receive a leave of absence pursuant to this policy, the employee must provide written verification to Employer that he or she is an organ or bone marrow donor and that there is a medical necessity for the donation of the organ or bone marrow. Any taken for the donation of an organ or bone marrow will not constitute a break in service for purposes of the employee’s right to salary adjustments, sick leave, vacation, annual leave, or seniority. During any leave taken under this policy, the Employer will maintain and pay for coverage under any group health plan, for the full duration of this leave. Leave provided under this policy may be taken in one (1) or more periods. Leave taken under this policy will not run concurrently with any leave taken pursuant to the federal Family and Medical Leave Act or the California Family Rights Act, if applicable. Upon expiration of a leave of absence authorized by this policy, the Employer will restore the employee to the position held by the employee when the leave began or to a position with equivalent seniority status, employee benefits, pay, and other terms and conditions of employment. The Employer may decline to restore an employee because of reasons unrelated to the exercise of rights under this policy by the employee. OTHER FRINGE BENEFITS Staff Development/Education. Employees may be asked or required by the Employer to attend conferences, seminars, institutes, and courses directly related to the employee’s job during regularly scheduled working hours. Such training time shall be considered time worked and the employer will pay the costs associated with the training. Tuition Reduction. If parishes or schools offer a tuition reduction benefit for employees with children, it must be a written, non-discriminatory policy. A written record of the individual reduction must be made each year and retained by the employer. ADMINISTRATIVE LEAVE Employees who are suspected of improper behavior requiring further investigation may be placed on administrative leave. Depending on the circumstance, the administrative leave will be with or without pay. The Employer is encouraged to consult with the Diocesan Director of
A of absence for the purpose of organ or bone marrow donation will be provided with pay, however, if an employee has earned and unused sick or vacation time available, the employee is required to first use up to five (5) days of paid sick or vacation time for a bone marrow donation and up to two (2) weeks of sick or vacation time for organ donation. In order to receive a leave of absence pursuant to this policy, the employee must provide written verification to Employer that he or she is an organ or bone marrow donor and that there is a medical necessity for the donation of the organ or bone marrow. Any taken for the donation of an organ or bone marrow will not constitute a break in service for purposes of the employee’s right to salary adjustments, sick leave, vacation, annual leave, or seniority. During any leave taken under this policy, the Employer will maintain and pay for coverage under any group health plan, for the full duration of this leave. Leave provided under this policy may be taken in one (1) or more periods. Leave taken under this policy will not run concurrently with any leave taken pursuant to the federal Family and Medical Leave Act or the California Family Rights Act, if applicable. Upon expiration of a leave of absence authorized by this policy, the Employer will restore the employee to the position held by the employee when the leave began or to a position with equivalent seniority status, employee benefits, pay, and other terms and conditions of employment. The Employer may decline to restore an employee because of reasons unrelated to the exercise of rights under this policy by the employee. OTHER FRINGE BENEFITS Staff Development/Education. Employees may be asked or required by the Employer to attend conferences, seminars, institutes, and courses directly related to the employee’s job during regularly scheduled working hours. Such training time shall be considered time worked and the employer will pay the costs associated with the training. Tuition Reduction. If parishes or schools offer a tuition reduction benefit for employees with children, it must be a written, non-discriminatory policy. A written record of the individual reduction must be made each year and retained by the employer. ADMINISTRATIVE LEAVE Employees who are suspected of improper behavior requiring further investigation may be placed on administrative leave. Depending on the circumstance, the administrative leave will be with or without pay. The Employer is encouraged to consult with the Diocesan Director of
2015-Form-Employee-Handbook-Generic.docx