Computation of holiday pay: The amount of pay for a paid holiday will be computed by multiplying the number of holiday hours reported on the employee’s time card (not to exceed the number of hours for which the employee is eligible) by the employee’s current, regular hourly rate of pay. Computation of pay for a work week in which a paid holiday falls: Paid holiday are considered hours worked and count toward the computation of overtime for the work week. An employee who is required to work on a paid holiday will be paid at his or her regular hourly rate for those hours worked in addition to the paid holiday hours. The hours worked will also count toward the computation of overtime for the work week. An employee receiving Weekly Indemnity Disability Benefits is eligible for the difference between his/her Weekly Indemnity benefit and his/her regular pay for the paid holiday benefit. Personal Illness A regular employee may be paid personal illness benefits, if unable to work because of sickness, accidental injury, or maternity, prior to becoming eligible for Short-Term Disability (See Section 2.4). A regular employee will earn and be credited with one-half a personal illness day for each four weeks for which the employee receives pay or disability benefits. Unused personal illness days may be accumulated to a maximum of 15 days. Personal illness benefits will not be paid for any days for which an employee is eligible to receive Weekly Indemnity benefits. Paid personal illness days, full or partial, will be considered as hours worked. Computation of personal illness pay: The amount of pay for a paid personal illness day will be computed by multiplying the number of illness hours reported on the employee’s time card (not to exceed full-time hours per day 7.5 or 8) by the employee’s current, regular hourly rate – of pay. Attendance Employees must accurately record and report all worked and absences on their time sheets. If an employee is absent from work for or more consecutive workdays, the supervisor overseeing the area must notify the Human Resources Office, and the Director of Human Resources may require the employee to submit a physician’s statement or, if appropriate, certification under the FMLA policy.
Computation of holiday pay: The amount of pay for a paid holiday will be computed by multiplying the number of holiday hours reported on the employee’s time card (not to exceed the number of hours for which the employee is eligible) by the employee’s current, regular hourly rate of pay. Computation of pay for a work week in which a paid holiday falls: Paid holiday are considered hours worked and count toward the computation of overtime for the work week. An employee who is required to work on a paid holiday will be paid at his or her regular hourly rate for those hours worked in addition to the paid holiday hours. The hours worked will also count toward the computation of overtime for the work week. An employee receiving Weekly Indemnity Disability Benefits is eligible for the difference between his/her Weekly Indemnity benefit and his/her regular pay for the paid holiday benefit. Personal Illness A regular employee may be paid personal illness benefits, if unable to work because of sickness, accidental injury, or maternity, prior to becoming eligible for Short-Term Disability (See Section 2.4). A regular employee will earn and be credited with one-half a personal illness day for each four weeks for which the employee receives pay or disability benefits. Unused personal illness days may be accumulated to a maximum of 15 days. Personal illness benefits will not be paid for any days for which an employee is eligible to receive Weekly Indemnity benefits. Paid personal illness days, full or partial, will be considered as hours worked. Computation of personal illness pay: The amount of pay for a paid personal illness day will be computed by multiplying the number of illness hours reported on the employee’s time card (not to exceed full-time hours per day – 7.5 or 8) by the employee’s current, regular hourly rate of pay. Attendance Employees must accurately record and report all worked and absences on their time sheets. If an employee is absent from work for or more consecutive workdays, the supervisor overseeing the area must notify the Human Resources Office, and the Director of Human Resources may require the employee to submit a physician’s statement or, if appropriate, certification under the FMLA policy.
2018-19EmploymentGuide1.docx