Draft Changes: SH 220 Employee Leave
Submitted by meg.hunt on Wed, 10/19/2016 - 16:25
Updated 10/25 4:00 p.m. (Changes on pages 11 & 12 related to returning from sick leave. Thanks everyone!)
Hi staff! Please see the attached file for proposed changes of SH 220 (Employee Leave). As I mentioned in my previous post update, this-- and other-- SH policies will be reviewed more comprehensively in the near future, so please keep that in mind. And let us know what questions/concerns/feedback you have! Thank you.
Referenced Policies & Procedures:
Supporting Documents:
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" ii) Earn Rate: Category 1 employee earns **8 hours of AVL each month for a total of 48 hours**. The earn rate increases each additional five years of employment until it reaches the maximum."
8 x 12 = 96
I notice that the original policy says 96, so maybe 48 is just a typo?
Hi Bridget! Yes, thank you. Clearly I've been challenged with the numbers on all of this, my apologies. It has been corrected!
Although I'd love to earn 17.69 hours of AVL per pay period after working here 16 years, I'm assuming this number is incorrect.
Years of Employment Hours of AVL Earned per Pay Period
1-5 years 3.69
6-10 years 4.62
11-15 years 6.15
16+ years 17.69
Good morning, Melissa! Gosh, I'm sorry. 7.69 is correct, I'm uploading a corrected document now.
I personally feel bereavement leave should be more than five days but that's just my opinion as I definitely understand having to take accrued leave because more time off during tragic times are definitely needed. It's tough when an immediate family member passes away and you must return to work so soon during such dark times with the expectation from your employer of performing your job duties with a smile on your face serving others knowing there's still so much to be done outside of work such as, funeral arrangements and other obligations that must be taken care of after death occurs. I'm speaking solely from my own experiences in particular after losing my son. This placed me in a very compromising position of having to hide my true emotions while back at work to which I felt was to soon because I had to use all of the leave I accrued. I was left in a pickle devastated, hurt, enduring every emotion I can think of, not to mention afraid to take off when I didn't feel like or even want to be at work because with no leave it is considered AWOL. Just another headache I had to deal with, I felt. This gave me a feeling as though my job was more important then me losing my child which hardened my feelings towards the system at that time and my anger grew towards the system, my days seemed longer due to the grief I was going through. I'm so glad we have a special lady by the name of Kelley Hoffman who allowed me to come into HUM to speak with her often because that's how I truly got through it and still here today enjoying my position with the system.
Nita, thank you for sharing about your experience-- I'm so sorry for your loss. This policy will be reviewed in more depth soon, along with our other SH policies... and we'll be sure to take your remarks into account when the policy is being looked at again. We're glad you're here too!
I agree about the bereavement leave. My family live out of state and when the time comes I cannot fathom going through the grief, having to travel and being able to get all that is required finished to come back to work after just one week.
Thanks for sharing that story Nita. I think it points out a real issue in uniform bereavement. Although it would be a great deal more complicated to write a policy for (sorry Meaghan) it seems that a tiered policy for bereavement may work better. It seems callous (what policy doesn't, though?), but a system that depends on the level of family could help with this problem.
Please don't take any of the following too seriously. These are examples of tiered bereavement are meant for arguments sake.
For example, grandparents could grant 3 days bereavement. Parents 10 days. Children 14 days. Siblings 5 days, etc.
I realize this wouldn't work with every situation as these familial titles don't often tell the entire story of the sentimental degree of the relationship, but it may be a different way to look at the structuring of our policies on bereavement. Hope this helps!
Thanks Bobby,
I appreciate your comment. Although I understand the tiered bereavement (not taking it too serious) yet, I don't agree with it and feel the same amount of bereavement time is warranted regardless of the immediate family member. I am the matriarch of my family who also share in the care giving and well-being of my grandchildren and in the event something happens, I would definitely dedicate the same amount of time off towards them as the time off dedicated towards my children and spouse. Separating the amount of time off by immediate family status is just not a feasible solution and would most likely create a greater issue at hand. The tier tends to add focus towards an importance level of immediate family members and that's just not cool at all in my added personal thoughts but I respect your opinion. Thanks.
Shouldn't the sick leave reflect the new rates as well- I get 3.69 hr per pay period as a Category 1 employees. we don't really get 8 hours a month now. same applies for Category 2 just pro rated.
a) Category 1 Employees
i) Eligibility Period: upon employment
ii) Earn rate: 8 hours per month
b) Category 2 Employees –
i) Eligibility Period: same as Category 1 employees.
ii) Earn Rate: are translated to the pro-rata allotments. Example: a half-time Category 2 employee is credited with 5 hours of Sick Leave, not 10 per month; a three/fourths-time Category 2 employee is credited with 7.5 hours, not 10.
Debbie, thanks for pointing that out! Yes, we'll be sure the language reflects earn rates per pay period rather than per month.
Just to clarify, earn rates have not changed-- only the wording has (now per pay period rather than per month).
I have several question concerning sick leave and AVL as being a Library Aide (Category 3)
1. If you request off a year in advance and do not have AVL can I still take the needed days off without having to use AWOL?
2. If I have AVL and I randomly get sick but I have requested off months in advanced can I just take the day off without pay or must I use my AVL?
3. If we can’t get sick leave could there be a difference such as AWOL (sick) and AWOL (no call no show)
Some people come to work out of fear of getting AWOL because there is no difference from AVL and sick leave it just becomes AWOL and that places other coworkers in jeopardy of becoming sick. Last year I request off for a family trip that was taking place out of state. I would have enough earned AVL for the trip but midyear I randomly got sick and had to use my AVL. I was then told I had to use my AVL that I had not earned yet, instead of just being out sick which almost made it impossible for me to take off for my full trip.
Hi Jammie,
Please find the answers to your questions below:
1. If you schedule advanced AVL and do not have accumulated AVL available when you take the days off you requested, AWOL must be entered. It is at the supervisor's discretion if the AWOL is excused or unexcused.
2. You cannot take a day off without pay if there is accumulated AVL available. You must use the accumulated AVL.
3. There is only one AWOL classification. However, there is a comment section in Paycom that a supervisor can utilize when entering AWOL where they can state if the AWOL was excused or unexcused.
To clarify, AWOL is an accounting and performance tool. All hours must be accounted for in Paycom whether the hours are Sick, AVL, AWOL, etc. Excessive unexcused absences, whether Sick or AWOL, can affect your performance appraisal. Legal counsel is assisting us with reviewing policies and substantive changes will be made before the end of the fiscal year.
Please contact Human Resources if you have any further questions. Thanks!
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