1

SACRED HEART NATIVITY SCHOOL

EMPLOYEE BENEFITS
Sacred Heart Nativity School ("SHNS") is interested in the health and well
being of you and your family. To that extent, we offer a cometitive ac!age of
emloyee benefit rograms to full"time regular emloyees.
#omrehensive details of each of these rograms are available through the
Human $esources and the alicable insurance comanies. The information below is
intended to rovide you with a brief summary and a general understanding of these
benefit rograms.
%lease understand that benefits eligibility is deendent uon a variety of
factors, and the existence of these emloyee benefits, in and of themselves, does
not mean that an emloyee will be emloyed for the re&uisite length of time
necessary to &ualify for them. 'n addition, some benefit rograms re&uire
contributions from the emloyee, and some are aid for by SHNS. (or more
information about these emloyee benefit rograms, lease contact your manager or
Human $esources.
)
501 LEGISLATED BENEFITS
*ll emloyees are covered as re&uired by law for legislated benefit rograms,
including +or!er,s #omensation, (ederal Social Security, #alifornia State -isability
.enefits 'nsurance and /nemloyment 'nsurance. This section is intended as a
summary of these statutory benefits. The actual benefits rovided are those
secified by the alicable legislation and0or olicies of insurance carried by SHNS.
1egislated benefits may be changed from time to time by the state or federal
governments.
501.1 State Unemp!"ment In#$%an&e
'f you become unemloyed, you may be eligible for unemloyment
comensation, under certain conditions, for a limited eriod of time from the State of
#alifornia. %lease see Human $esources for further information. To determine if you
are eligible, you should contact and aly for /nemloyment 'nsurance benefits
through the local 2mloyment -eveloment -eartment (2--) office.
501.' State D(#a)((t" In#$%an&e
'n #alifornia, emloyees are covered by State -isability 'nsurance
(deductions are listed under "S-'" on your aychec! stub). -isability insurance may
assist you against wage loss caused by non"occuational illness or in3ury. %lease
refer to the "State -isability %amhlet" for further information.
1
-ue to the uni&ue relationshi of clergy and religious ersonnel to the #hurch as an
emloyer, the emloyee benefits outlined herein may not aly to them in some cases.
501.3 *!%+e%#, C!mpen#at(!n In#$%an&e
SHNS rovides a comrehensive wor!ers, comensation insurance rogram at
no cost to emloyees. This rogram covers any in3ury or illness sustained in the
course of emloyment. +or!ers0 comensation benefits hel ay for emloyee
treatment and art of any income the emloyee may lose while recovering.
#alifornia 1aw rescribes secific amounts and each case is handled individually. To
be assured of maximum coverage, it is imortant that wor!"related accidents are
reorted immediately and claims filed romtly. 'f an emloyee incurs a wor!
related in3ury re&uiring a medical examination or treatment the emloyee will be
referred to SHNS0s medical rovider, unless rior to any wor!"related in3ury, SHNS
receives a written notice from the emloyee that the emloyee wishes to be seen by
his or her own hysician. 'f the emloyee does not designate a hysician, SHNS 1
S medical rovider will treat the emloyee.
#alifornia law re&uires that we notify our wor!ers0 comensation carrier of
any concerns of false, exaggerated, or fraudulent claims. *ny erson who ma!es or
causes to be made any !nowingly false, exaggerated, or fraudulent statement or
misreresentation for the urose of obtaining or denying of wor!ers, comensation
benefits is guilty of a felony.
Neither SHNS nor its insurance carrier will be liable for the ayment of
wor!ers, comensation benefits for in3uries that occur during an emloyee,s
voluntary articiation in any off"duty recreational, social, or athletic activity
sonsored by SHNS.
501.4 S!&(a Se&$%(t" -Fe.e%a In#$%an&e C!mpen#at(!n A&t/
SHNS emloyees are covered under the Social Security %rogram ("('#*").
There are no exemtions from ('#* available. The wage deduction for Social
Security taxes is matched by SHNS, and the total contribution by the emloyee and
SHNS is credited to Social Security benefits which may be available when the
emloyee is eligible to retire. -isability and survivor,s benefits are also financed
through Social Security deductions. 'ndividual benefit amounts in all cases vary
deending on the earnings covered by Social Security.
502 THE SHNS COMPREHENSIVE BENEFIT PROGRAM
$egular emloyees who wor! at least 45 hours er wee! are eligible to
articiate in the SHNS #omrehensive .enefit %rogram. The SHNS #omrehensive
.enefit %rogram is an unbundled rogram consisting of several insurance lans. The
comonents of the rogram include medical, dental and vision insurance lans.
*n emloyee may decline coverage in any of these lans, but no monetary
comensation is rovided for waiving the coverage. *n emloyee who has waived
the medical, dental or vision coverage must wait until the oen enrollment eriod to
elect coverage in the future.
*ll eligible emloyees must sign u for the comrehensive benefit rogram
within 65 days from the date of hire. #overage begins on the first day of the month
following the date of hire. (or examle, if an emloyee begins wor! on 7une )8,
coverage begins 7uly 1. 1i!ewise, coverage terminates on the last day of the month
during which emloyment ended. (or examle, if the emloyee terminates
emloyment on 7une )8, the emloyee,s insurance coverage ends on 7une 65.
2mloyees may change their health insurance lan only during the oen
enrollment eriod, unless a H'%** secial enrollment event occurs. %lease refer to
the Summary %lan -escrition for more information regarding "H'%** secial
enrollment eriods." The oen enrollment eriod occurs once every calendar year.
#hanges become effective 7uly ) of that year.
50'.1 Me.(&a(0Denta(N(#(!n Pan#
SHNS offers a ac!age containing medical, dental, and vision insurance
coverage to eligible emloyees at the end of alicable service re&uirements. *
general overview, including the resective insurance lans and the emloyee,s cost
for these benefits, is rovided in our new hire orientation. -etails about these lans
are rovided in the Summary %lan -escritions. %lease see Human $esources if you
have &uestions and to ensure you have a coy of the resective Summary %lan
-escritions.
50'.' Heat1 C!2e%a3e C!nt(n$at(!n
+hen your emloyment with SHNS ends, your insurance coverage will end on
the last day of the month your emloyment ended. However, you may be eligible to
elect continuation of such coverage on a self"ay basis under the #onsolidated
9mnibus .udget $econciliation *ct (#9.$*).
The (ederal #onsolidated 9mnibus .udget $econciliation *ct (#9.$*) gives
emloyees and their &ualified beneficiaries the oortunity to continue health
insurance coverage under SHNS,s health lan when a "&ualifying event" would
normally result in the loss of eligibility. Some common &ualifying events are
resignation, termination of emloyment, or death of an emloyee: a reduction in an
emloyee,s hours or a leave of absence: an emloyee,s divorce or legal searation:
and a deendent child no longer meeting eligibility re&uirements.
/nder #9.$*, the emloyee or beneficiary ays the full cost of coverage at
SHNS,s grou rate lus an administration fee. SHNS rovides each eligible emloyee
with a written notice describing rights granted under #9.$* when the emloyee
becomes eligible for coverage under SHNS,s health insurance lan. The notice
contains imortant information about the emloyee,s rights and obligations.
%lease contact the Human $esources -eartment for more information or
&uestions about health coverage continuation.
50'.4 Pen#(!n Pan
SHNS has a ension lan available for all eligible emloyees of SHNS. %lease
see the Human $esources -eartment if you have &uestions and to ensure you have
a coy of the Summary %lan -escrition.
505 PAID ABSENCE BENEFITS
505.1 H!(.a"#
SHNS aid holidays are set yearly and sent by memo to all emloyees. These
normally include;
H!(.a"
< New =ears -ay
>artin 1uther ?ing, 7r. -ay
%resident,s -ay
#esar #have@ -ay
Aood (riday
>emorial -ay
< 'ndeendence -ay
1abor -ay
#olumbus -ay
<Beterans -ay
Than!sgiving
-ay after Than!sgiving
#hristmas 2ve
< #hristmas -ay
#hristmas .rea!
Date O)#e%2e.
7anuary )
6rd >onday in 7anuary
6rd >onday in (ebruary
>arch 6)
(riday before 2aster
1ast >onday in >ay
7uly C
)st >onday in Setember
4nd >onday in 9ctober
November ))
Cth Thursday in November
Cth (riday in November
-ecember 4C
-ecember 4D
+or! days between #hristmas E
New =ear -ay
< -esignated holidays which fall on a Saturday will be observed on the receding
(riday: and
-esignated holidays which fall on a Sunday will be observed on the following
>onday.
*ll regular, full"time emloyees are eligible for aid holiday time. %art"time
and minimum art"time emloyees whose normal wor! day falls on a designated
holiday will have the day off without loss of ay and will be aid for the number of
hours they normally wor!.
9n occasion, a deartment may have deadlines or activities that would
re&uire staff members to wor! on an established holiday. (or wor!ing on a
designated holiday, non"exemt emloyees are aid overtime (double"time) or
receive double comensatory time off instead of receiving the holiday off.
505.' Va&at(!n
New emloyees begin to accrue vacation time uon date of hire. The amount
of vacation time accrued for full"time emloyees are determined by years of
emloyment. *nnual aid vacation time for full"time emloyees is comuted as
follows;
YEARS
) " D years
F " )5 years
VACATION
)5 days (.G6 days er mo.)
)D days ().4D days er mo.)
)) or more years 45 days ().F8 days er mo.)
%art"time and mm)mum art"time emloyees accrue vacation time in
roortion to the amount of time er wee! that they regularly wor!, (e.g., a regular
45"hour er wee! emloyee would accrue vacation time at a rate D6H of that
received by a full time emloyee, a 65"hour er wee! emloyee would accrue
vacation at a rate of G5H of that of a full time emloyee, etc.).
The time of vacation should be arranged between the emloyee and the
deartment head as far in advance as ossible in order that the emloyee and the
suervisor can ma!e any necessary lans.
The maximum vacation an emloyee may accrue is the amount of his or her
annual vacation (as outlined above). 2mloyees have one year from the accrual of
vacation hours to use their vacation hours. However, at the written re&uest of the
emloyee and with deartment head aroval, an emloyee may accrue u to a
maximum of five additional days of vacation. This re&uest must be made in
advance. Such deferral of vacation time is an excetion to diocesan olicy and will
be granted only in extenuating circumstances. +ritten notification of such deferred
vacation time is to be submitted by the deartment head to the %ersonnel 9ffice for
inclusion in the emloyee,s file. No emloyee shall be allowed to defer vacation for
two consecutive years or on a regular basis.
2mloyees may receive an accounting of their vacation accrual balance by
contacting the %ersonnel 9ffice. 2mloyees will be notified when they have reached
their maximum vacation balance and are no longer accruing vacation hours.
2mloyees may not ta!e vacation before it is accrued.
Pa%t6Yea% Emp!"ee# 6 2mloyees hired for art"year rograms are exected to ta!e
earned vacation during the months the rogram is not in oeration. Non"exemt
emloyees should receive comensation for the number of vacation hours earned in
addition to their comensation for the number of hours actually wor!ed. 2xemt
emloyees, annual salaries should include vacation ay as earned. $efer to the
examles below;
N!n6E7empt Emp!"ee
I 7ohn wor!s )5 months (from *ugust )Dth to 7une )Dth) in the catechetical
rogram.
I *s a new full"time emloyee, he earns the e&uivalent of 4 wee!s vacation or G.8
days er year.
I His vacation is calculated by ta!ing into account that full"time emloyees who
have wor!ed for less than five years earn vacation at a rate of .G6 days er
month ()5 days divided by )4 months e&uals .G6 days er month).
I .ecause 7ohn wor!s only )5 months out of the year and because he continues to
earn vacation while he is on vacation, he will earn a total of G.8 days er year
(.G6 x )5 Vz months).
I *s a non"exemt emloyee, 7ohn earns J)5.55 er hour for a 8.D hour day.
7ohn,s daily rate of ay is J8D.55 er day.
I The vacation ay due to 7ohn is calculated by ta!ing his daily rate of J8D.55 and
multilying it by G.8 vacation days he earns er year for a total of JFD4.D5 to
cover the vacation days he will ta!e during the summer.
I This amount can be aid to 7ohn in a searate chec! or calculated into the semi
monthly or monthly aychec!s he receives.
E7empt Emp!"ee
I (red wor!s 10 months (from *ugust 15th to 7une 15th) as =outh -irector of a
arish.
I *s a full"time, exemt emloyee for over 10 years, (red earns the e&uivalent of C
wee!s vacation or 19 days er year.
20 days (4 wee!s) divided by 12 months e&uals 1.67 days er month. >ultily
1.67 by )) months " 10 months wor!ed and 1 month of vacation. This e&uals
18.37 days, rounded u to the next whole day because (red is an exemt
emloyee and cannot be aid for artial days.
I (red,s salary for 10 months as =outh -irector is $35,000.
I To calculate his vacation ay,
1. +e first find (red,s wee!ly rate by dividing his salary by 43.33 (the number of
wee!s in 10 months). (red,s wee!ly salary is $807.75.
4. +e divide his wee!ly salary by D days to determine his daily salary rate of
$161.55.
3. (red,s vacation ay is calculated by multilying his daily rate of $161.55 by
the 19 days of vacation he earns er year for a total of $3069.45.
C. This amount should be added to (red,s salary to give him a total annual
salary of $38,069.45. ($35,000 + $3,069.45).
NOTE8 't is imerative that emloyee classification, art"time and0or art"year
status be clearly exressed at the time of hire. *dherence to this ractice will
forestall otential roblems with overtime or comensatory time, benefits and0or
re&uests for reclassification. 't is esecially imortant for art"year exemt
emloyees to understand that vacation ay has been calculated into the annual
salary amount.
504.3 S(&+ T(me
2mloyees are entitled to time off for short eriods of illness when they are
unable to wor!. 't is the resonsibility of emloyees to telehone their suervisors
or Human $esources rior to their regularly assigned time for beginning wor!. %aid
sic! time may also be used for medical and dental aointments which emloyees
are unable to schedule outside of wor! hours, or if an immediate family member is
ill.
Sic! time is accumulated at 10 days er year (.83 days er month) from the
month of hire for full"time emloyees. %art"time and minimum art"time emloyees
accrue sic! time in roortion to the amount of time er wee! that they ordinarily
wor!.
*ll unused sic! time can be accumulated u to a maximum of 60 wor!days.
However, emloyees will not be aid for unused sic! time benefits uon termination.
SHNS reserves the right to re&uest any emloyee, uon returning to wor!
following an illness, to resent a hysician,s statement indicating that the emloyee
is hysically able to wor! without danger to themselves or others.
Time off due to sic!ness or in3ury, even if comensated, will not be
considered hours wor!ed for overtime uroses.
2mloyees may receive an accounting of their sic! time balance by contacting
the Human $esources -eartment.
504.4 KIN Care
SHNS comlies with the re&uirements of #alifornia law, which enables
emloyees to use u to one"half of their yearly Sic! 1eave accrual to attend to a
child, arent, souse, domestic artner, or domestic artner,s child who is ill. 1eave
for this urose may not be ta!en until you have accrued Sic! 1eave.
"?'N" is defined as the following ;
(or uroses of Sic! 1eave use, a "child" is defined as a biological, foster, or
adoted child: stechild: or a legal ward. * "child" also may be someone for
whom you have acceted the duties and resonsibilities of raising, even if he
or she is not your legal child.
I * "arent" is your biological, foster, or adotive arent: stearent: or legal
guardian.
* "souse" is your legal souse according to the laws of #alifornia, which do
not recogni@e "common law" souses (a union that has not been certified by a
civil or religious ceremony).
I * "domestic artner" is another adult with whom you have chosen to share
your life in an intimate and committed relationshi of mutual caring, and with
whom you have filed a -eclaration of -omestic %artnershi with the #alifornia
Secretary of State.
* "domestic artner,s child" is the biological, foster or adoted child,
stechild, or legal ward of your domestic artner. * "domestic artner,s child"
also may be someone for whom your domestic artner has acceted the
duties and resonsibilities of raising, even if he or she is not your domestic
artner,s legal child.
504.5 Pe%#!na T(me
%ersonal time refers to time off for ersonal emergencies or unexected
events, not related to illness or vacation: for examle, a bro!en water ie at home
that re&uires immediate attention.
Normally, an emloyee will not exceed three ersonal days in a year.
%ersonal time off is not to be used as vacation time.
%ersonal time may be authori@ed by the suervisor based on individual
situations and, if granted, will be charged against cumulative sic! time.
504.6 Be%ea2ement T(me
SHNS recogni@es the need to ta!e time off during times of bereavement. This
olicy has been established to guide the issuance of time off and how to comensate
you for time off due to a death in your family, or family emergencies.
+hen a death or family emergency occurs, you may re&uest to ta!e time off
for the urose of arranging or attending services. SHNS will ay you u to )5 days
or u to a maximum of 4C wor!ing hours for non"exemt emloyees for
bereavement. =ou may also use vacation or sic! leave hours for any aroved time
off beyond the )5 days.
504.7 9$%" an. *(tne## D$t"
SHNS encourages emloyees to fulfill their civic resonsibilities by serving
3ury duty when re&uired and aear in court for witness duty when suboenaed to
do so. (ull time, n!n6e7empt emloyees are eligible to receive ay (as many hours
as they are gone for 3ury or witness duty multilied by their hourly rate, u to a
maximum of G hours) for a maximum of 65 wor!days within a two"year eriod.
2xemt emloyees are aid their full salary for any wee! they are on 3ury or
witness duty if they also erform an" wor! (including chec!ing voice or e"mail)
during that articular wee!. 'f you are an exemt emloyee and you are unable to
erform wor! during a ay eriod, then you will be aid for a maximum of 65
wor!days within a two"year eriod.
=ou are exected to notify Human $esources as soon as you receive notice
that you have been called for 3ury or witness duty and you need to submit roof of
attendance. 'f you are excused from 3ury or witness duty during your regular
wor!ing hours, you are exected to return to wor! for the balance of your wor!day.
'n addition, the emloyee is exected to reort for wor! whenever the court schedule
ermits.
Time sent on 3ury or witness duty is not included as time wor!ed for
overtime uroses. *ccrual for vacation will not be affected during 3ury or witness
duty leave. Health insurance will remain in effect and unchanged for the full term of
the 3ury or witness duty absence. 'f emloyees wish to use accrued vacation (in
order to hel offset any unaid time off during a 3ury or witness duty absence) they
may re&uest to do so via the re&uest rocedures outlined in the vacation olicy.
E(t1e% SHNS !% t1e emp!"ee ma" %e:$e#t an e7&$#e ;%!m <$%" !%
=(tne## .$t" (;> (n SHNS,# <$.3ment> t1e emp!"ee,# a)#en&e =!$. &%eate
#e%(!$# !pe%at(!na .(;;(&$t(e#.
504.8 9!) T%a(n(n3 T(me
Sometimes it is beneficial for the emloyer to allow or re&uire an emloyee to
ta!e courses or training away from the office. Such time is to be arranged with the
deartment head and, deending on the nature and duration of the educational
rogram, may either be art of the aid wor!day or, by secial arrangement, an
unaid ersonal leave of absence. (See Section D5D.C) Such arrangements must
always be in writing and agreed to before the leave actually begins.
D5C.K Sta;; De2e!pment0E.$&at(!n
To encourage emloyees to continue rofessional develoment, SHNS may
rovide time off and0or reimburse costs for rograms, conferences, seminars,
institutes, and courses that enhance 3ob"related s!ills. #ourses must be successfully
comleted in order to &ualify for reimbursement.
Time off and reimbursement are sub3ect to the rior aroval of the
deartment head and budgetary resources.
505 UNPAID ABSENCE BENEFITS
*s exlained in the following sections, leaves of absence may be granted to
regular emloyees in instances where unusual or unavoidable circumstances re&uire
rolonged absence.
*ny emloyee re&uesting a leave of absence should have good faith intent to
return to wor!. SHNS will consider any emloyee on leave to have resigned if the
emloyee; ()) does not accet a osition offered by SHNS uon exiration of the
leave: (4) fails to reort for wor! on the first scheduled wor! day after the
authori@ed leave has exired, unless an extension has been re&uested and aroved:
or (6) accets other emloyment while on leave without the aroval of SHNS
management. SHNS may also terminate the emloyment of any emloyee who
falsifies any information in connection with re&uesting or obtaining a leave.
* leave of absence may be any of the following tyes;
505.1 Me.(&a Lea2e !; A)#en&e
SHNS rovides medical leaves of absence without ay to eligible emloyees who
are temorarily unable to wor! due to a serious health condition or disability. 'n
these situations, eligible emloyees may re&uest a formal medical leave of absence.
SHNS reserves the right to deny medical leave re&uests.
2mloyees are exected to re&uest such leaves as far in advance as ossible.
The rocedure for medical leave is as follows;
a. 2mloyees submit a comleted 1eave of *bsence (orm ("1.9.*.") to Human
$esources. 'n addition, a hysician,s statement estimating the
eriod of disability is re&uired rior to granting (or extending) a
temorary disability0medical leave.
The hysician,s statement needs to state that the emloyee is disabled by a
medical condition, such that he or she cannot erform the essential functions
of his or her 3ob, or cannot erform them without undue ris!.
b. =our manager will arove or deny the re&uest. 2xcet where granting a
leave is re&uired by law, aroval is at the sole discretion of SHNS.
Aenerally, the maximum eriod that a medical leave is granted for is K5 days.
2xtensions may be granted rovided that the emloyee alies for this extension in
writing and rovides SHNS with a doctor,s certification. The doctor,s certification
must state that the emloyee is unable to return to his or her revious osition for a
secified eriod because of the continuing disability. 2xtensions are decided on a
case"by"case basis at the sole discretion of SHNS and generally an extension does
not exceed a total of C months.
During a medical leave, employees do not continue to receive their regular
paycheck as if they were still working. They will, however, be eligible to articiate
in the State -isability rogram while they are certified as disabled. 'n addition,
emloyees may use available vacation and0sic! leave hours to integrate with
disability benefits.
The health and welfare insurance rograms will remain in effect for u to 6
months from the time your leave begins. +hen that eriod ends, you may
voluntarily continue health insurance coverage by ma!ing arrangements to ay the
full monthly remium of all insured in advance " i.e., via #9.$*.
-uring a medical leave of absence, vacation time accrues commensurate with
the amount of ay that you actually receive from SHNS.
* leave of absence extending for a eriod in excess of one year will be
considered a brea! in service for the uroses of determining ension rights. *
leave of absence may have an adverse effect on the amount of an emloyee,s
ension benefit. %lease refer to the Summary %lan -escrition of the %ension %lan
for further information.
%rior to returning to wor!, you must rovide your manager with a hysician,s
statement that certifies that you are able to return to wor!. *ny wor! restrictions
will be considered on a case"by"case basis.
'f deemed aroriate, SHNS may attemt to reinstate emloyees to their
original ositions or comarable ones at the conclusion of medical leave. There may
be occasions where SHNS may not be able to reinstate emloyees returning from
such a leave at all, or SHNS may have to reinstate emloyees under different
emloyment conditions (e.g., different osition, hours, or ay). Such decisions are
made at the sole discretion of SHNS on a case"by"case basis.
'f an emloyee fails to return to wor! on the agreed uon return date, SHNS
will assume that the emloyee has resigned.
%lease see the Human $esources -eartment so they can hel you further
understand and coordinate details regarding your comensation and benefits and
benefits during a medical leave, and reinstatement issues.
505.2 P%e3nan&" D(#a)((t" Lea2e !; A)#en&e
SHNS rovides u to a total of C months of regnancy disability leave for the
eriod a woman is actually disabled by regnancy, childbirth or a related medical
condition. * woman re&uesting leave must rovide documentation from a licensed
hysician or other licensed health care ractitioner that the emloyee is, or will be,
disabled by regnancy, childbirth or a related medical condition such that she cannot
erform the essential duties of her 3ob, or cannot erform them without undue ris!
to herself, others, or the regnancy.
The emloyee re&uesting leave should give SHNS reasonable notice of the
date on which the leave will commence and the estimated duration of the leave.
%regnancy disability leave may be ta!en only when the emloyee rovides
SHNS with a doctor,s certification of disability. The doctor,s certification must state
that the emloyee is unable to return to her revious osition for a secified eriod
because of the continuing disability.
2mloyees actually disabled by regnancy, childbirth, or a related medical
condition may be transferred to a less ha@ardous or strenuous osition for the
duration of the regnancy rovided that; ()) the emloyee re&uests the transfer: (4)
the emloyee,s re&uest is based on the advice of her hysician or licensed health
care ractitioner: (6) such transfer can be reasonably accommodated. SHNS does
not create additional emloyment which would not otherwise be created, nor does it
discharge other emloyees, or romote other emloyees who are not &ualified to
erform a 3ob in order to accommodate such re&uests.
During a pregnancy disability leave employees do not continue to receive
their regular paycheck as if they were still working. They will, however, be eligible to
articiate in the State -isability rogram while they are certified as disabled. 'n
addition, emloyees may use available vacation and0or sic! leave hours to integrate
with disability benefits.
The health and welfare insurance rograms will remain in effect for u to 6
months from the time the emloyee,s leave begins. +hen that eriod ends, the
emloyee may voluntarily continue health insurance coverage by ma!ing
arrangements to ay the full monthly remium of all insured in advance " i.e., via
COBR.
-uring a regnancy disability leave of absence, vacation time accrues
commensurate with the amount of ay that the emloyee actually receive from
SHNS.
(ollowing exiration of the leave, the emloyee will be returned to her original
osition, unless either; ()) the 3ob ceases to exist because of legitimate reasons
unrelated to the emloyee,s regnancy disability leave, or (4) each means of
reserving the 3ob for the emloyee would substantially undermine -ividend Home,s
ability to oerate its business safely and efficiently.
'f for the above reasons, SHNS is unable to return the emloyee to her
original 3ob, SHNS will rovide the emloyee with a comarable 3ob, unless ; ())
there is no comarable osition available, or (4) filling the osition with the returning
emloyee would substantially undermine the #omany,s ability to oerate its
business safely or efficiently.
SHNS may re&uire written verification from the emloyee,s doctor or other
licensed health care ractitioner that the emloyee,s disability has ceased before
ermitting the emloyee to return to wor!.
* leave of absence extending for a eriod in excess of one year will be
considered a brea! in service for the uroses of determining ension rights. *
leave of absence may have an adverse effect on the amount of an emloyee,s
ension benefit. %lease refer to the Summary %lan -escrition of the %ension %lan
for further information.
SHNS does not discriminate against or otherwise unish any individual
because this erson has exercised her legal right to regnancy disability leave.
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%lease see Human $esources so they can hel you further understand and
coordinate details regarding your comensation and benefits and benefits during a
regnancy disability leave, and reinstatement issues.
505.3 Fam(" Temp!%a%" D(#a)((t" In#$%an&e
New legislation was enacted in 455C (Senate .ill )FF)) to extend disability
compensation to cover emloyees who ta!e time off of wor! to care for a seriously ill
child, souse, arent, or domestic artner, or to bond with a new child. Senate .ill
)FF) established the %aid (amily 1eave insurance rogram, also !nown as (amily
Temorary -isability 'nsurance rogram, and it is administered by #alifornia,s State
-isability 'nsurance (S-') rogram. 't covers emloyees who are covered by S-'or
a voluntary lan in lieu of S-'and have earned at least J655 from which deductions
were withheld.
>edical information that suorts the emloyee,s claim must be rovided
which suorts the claim that the care reciient is in need of the emloyee,s care or
rovide documentation to suort a claim for bonding with a new child.
There is a 8"day waiting eriod before benefits begin.
%aid (amily 1eave offers u to F wee!s of benefits in a )4"month eriod and
rovides aroximately DDH of lost wages u to a maximum of J84G er wee!. The
maximum rate will go u incrementally each year as determined by the State of
#alifornia.
*n emloyee would be re&uired to use u to two wee!s of accrued time off
rior to receiving %(1 benefits.
%ayroll deductions begin 7anuary ), 455C and benefits begin 7uly ), 455C.
This lan is administered by the #alifornia 2mloyment -eveloment -eartment
(www.edd.ca.gov0eddmail.htm ).
*n emloyee may obtain a -24D)) form from the Human $esources >anager
if he or she lans on re&uesting a %aid (amily 1eave.
%lease see Human $esources so they can hel you further understand and
coordinate details regarding temorary disability comensation.
505.4 Pe%#!na Lea2e# !; A)#en&e
2mloyees who have been continuously emloyed by SHNS for at least one
year are eligible to re&uest a ersonal leave of absence without ay. %ersonal
1eaves of *bsence cover those emloyees or situations not covered under any other
leave of absence rogram and are only granted in rare and extenuating
circumstances. $e&uests for ersonal leaves of absence or an extension of an
existing leave of absence must be submitted in writing. 2ach re&uest will be
considered on an individual case basis and will be evaluated based on a number of
factors, including anticiated wor!load re&uirements and staffing considerations
during the roosed eriod of absence. %ersonal leaves must be aroved in writing
by the deartment head and %ersonnel 9ffice before the leave is ta!en.
13
+hen a ersonal leave ends, every reasonable effort will be made to return
the emloyee to the same osition, if it is available, or to a similar available osition
for which the emloyee is &ualified. However, SHNS cannot guarantee reinstatement
in all cases.
'f an emloyee fails to reort to wor! romtly at the exiration of the
aroved leave eriod, SHNS will assume the emloyee has resigned.
505.5 M((ta%" Lea2e# !; A)#en&e
* military leave of absence will be granted to emloyees who are absent from
wor! because of service in the /.S. uniformed services in accordance with the
/niformed Services 2mloyment and $eemloyment $ights *ct ("/S2$$*").
*dvance notice of military service is re&uired, unless military necessity revents such
notice or it is otherwise imossible or unreasonable.
%lease contact the Human $esources -eartment for more information or
&uestions about military leaves of absence.
505.6 V!t(n3 T(me O;;
SHNS resects the rights of emloyees wishing to vote in (ederal and
Statewide elections and encourages emloyees to fulfill their civic resonsibilities by
articiating in such elections. Aenerally, emloyees are able to find time to vote
either before or after their regular wor! schedule. 'f emloyees do not have
sufficient time outside of wor!ing hours to vote in a federal or statewide election,
they may, without loss of ay, ta!e u to 4 hours of wor!ing time to vote.
2mloyees need to give their manager a minimum of 6 wor!ing days notice in
order to arrange a voting time. *dvance notice is re&uired so that the necessary
time off can be scheduled at the beginning or end of the wor! shift, whichever
rovides the least disrution to the normal wor! schedule.
2mloyees must submit a voter,s receit on the first wor!ing day following
the election to &ualify for time off with ay.
505.7 Atten.(n3 t! a S&1!! S$#pen#(!n !% S&1!a#t(& A&t(2(t"
'f it becomes necessary for an emloyee who is the arent or guardian of
a child to attend the child,s school to discuss ossible susension, the emloyee
should alert his or her suervisor or the Human $esources -eartment as soon as
ossible so that alternative arrangements may be made. %ursuant to #alifornia 1abor
#ode !
465.8, no discriminatory action will be ta!en against the emloyee for ta!ing time off
for this urose.
2mloyees are encouraged to articiate in the school activities of their
child(ren). The absence is sub3ect to the following rovisions;
1. %arents, guardians, or grandarents having custody of ) or more
children in !indergarten or grades ) through )4, inclusive, or in a
licensed child day care rogram, may ta!e time off for a school activity.
14
4. The time off for school activity articiation cannot exceed G hours in
any calendar month
1
or a total of C5 hours each school year.
6. 2mloyees must rovide as much advanced written notice as ossible to the
%resident.
C. 'f both arents are emloyed by SHNS, the first emloyee to re&uest
such leave will receive the time off. The other arent will receive the
time off only if leave is aroved in writing by the emloyee,s
suervisor.
D. 2mloyees should use accrued vacation in order to receive
comensation for this time off. 2mloyees who do not have vacation
available will ta!e the time off without ay.
F. 2mloyees should rovide their suervisor Lor the Human $esources
-eartment with documentation from the school that indicates that the
emloyee articiated in a school activity on the day of the absence for that
urose. 'f no such documentation is received
1
the absence will be treated as
unauthori@ed.
505.8 Eme%3en&" D$t" an. V!$ntee% T%a(n(n3
*n emloyee shall receive no disciline for ta!ing unaid time off to erform
emergency duty as a volunteer firefighter0 reserve eace officer, or emergency
rescue ersonnel. 2mloyees will be granted an unaid temorary leaves of absence
u to a total of )C days er calendar year to engage in fire or law enforcement
training0 sub3ect to the suervisor,s aroval of the dates. 'f you need to ta!e the
unaid time off
1
inform your manager and the Human $esources -eartment as soon
as ossible.
505.9 D!me#t(& V(!en&e ? Se7$a A##a$t V(&t(m#
*n emloyee shall receive no disciline for ta!ing time off to hel ensure his
or her health0 safety, or welfare or that of his or her child by obtaining a temorary
restraining order or other court assistance.
*dditionally, an emloyee shall receive no disciline for ta!ing unaid time off
to; see! medical attention for in3uries: obtain services from a domestic violence
shelter: obtain sychological counseling: or articiating in safety lanning.