new ________ council employee handbook updated august 19, 2011
TRANSCRIPT
PURPOSE
• Review policies, procedures and practices
• BSA culture
• Regulatory updates
• Review processes and forms
• Clarify current policies – not everything is new
ACCOUNTABILITY
• It is each employee’s responsibility to read the handbook
• These meetings are only to point out changes
• No written policy of the ________ Council is a contract or other legal guarantee that the ________ Council will continue any practices described in the written policy.
REPLACES:
“Local Council Professional and
staff employee Handbook Guidelines”
Added:
“The ________ Council recognizes that there may be occasions where it is permissible to consume alcohol in moderation while attending a _______
Council-related function”
OVERTIME
• Only hours worked will be used to calculate overtime
• Hours worked DO NOT include:– Jury duty– Official office closings– Vacations– Paid Time Off– Or other paid time other than wages/salary
AS A REMINDER….
Fair Labor Standards Act (FLSA) defines what jobs are NOT EXEMPT from overtime pay and defines what qualifies as overtime
California FLSA – has a different definition
ALL work performed by a non-exempt employee that is requested or permitted by the employer is considered work
Must have manager approval prior to working overtime
The employee’s manager must be present. If not available, then another manager or an exempt employee from the council.
A non-exempt employee must be paid overtime regardless if approved or not. Compensatory time is not permitted.
If not approved, the employee and the manager will be held accountable. This could include discipline or discharge of the employee AND/OR the manager. This applies to any violation of this policy.
Non-exempt employees cannot take work home.
Non-exempt employees cannot have remote access to any BSA & Local Council systems, file or other work items including email when not at work.
BEREAVEMENT
• Up to three bereavement days may be granted for immediate family
• Management discretion to allow:• additional days• when the death is not in the immediate
family,• attend service for fellow employee or
retiree of the BSA or a local council
VACATION
Current Vacation(based on tenure as of Dec 31)
NON-EXEMPT
< 5 years 12 days
5 but < 10 years 15 days
10 but < 15 years 17 days
15 but < 20 years 19 days
20 years + 22 days
EXEMPT
< 5 years 12 days5 but < 10 years 15
days10 years + 22
days
New Vacation
• Eliminating Floating Holiday
• Same policy for exempt and non-exempt:
• Less than 5 years 12 days
• 5 but less than 10 years 15 days
• 10 or more years 24 days
• Current policy for exemptemployees with 2 days added to 10 or more
OTHER VACATION CHANGES
• Can take in ½ days
• New employees can take as they earn; no wait
• Can carry over up to 5 days each year; balance can’t exceed normal schedule + 5 days
UNPAID PERSONAL LEAVE OF ABSENCE
• After one year of employment
• Request submitted to manager with reason and dates
• Minimum 10 days; no more than 30 days
• Subject to management approval
MEDICAL LEAVE OF ABSENCE
• Replaces "Inability to Work Because of Illness or Injury”
• Clarifies process
NEW-PAID TIME OFF (PTO)
Regular, full time non-exempt employees
Replaces sick time and personal days
Used for: illness, injury, Dr appointments, emergencies, personal business, religious event or special day not covered by BSA Holiday Schedule
It is not to be used as or added to Vacation
Use in 15 minute increments
Should be scheduled in advance, subject to mgr approval unless circumstances prevent otherwise
CURRENT SICK LEAVE NON-EXEMPTS ONLY
• New hire after 1st 60 days
• Each January 1 based on December 31 tenure
1 year < 3 48 hours per year
3 years < 5 72 hours per year
5 years + 96 hours per year
NEW PTO
NON- EXEMPTS ONLY
• January 1 each year, eligible employee credited with
Less than 5 yrs 12 days
5 but less than 10 yrs20 days
10 years or more 30 days
BUT WAIT, THERE’S MORE!
• Effective (insert date), the PTO bank cannot exceed 90 days.
• Each year following, can carry over unused PTO.
• PTO bank can never exceed 90 days.
WE’RE NOT DONE YET????
• A regular, non-exempt employee who is unable to work due to personal illness or injury (not work related) and uses up all PTO and vacation, may be eligible for 60% pay
• Duration of 60% is based on tenure.
• Total paid time cannot exceed 120 days
WHAT ABOUT EXEMPTS?
• Depending on tenure, regular, full time exempt employees on medical leave more than 10 consecutive days, may be eligible for 100% pay then 60%
• Must use earned vacation after 100% pay ends and before 60% begins
No longer using those terms
WE ARE ALL LOCAL COUNCIL EMPLOYEES
Only difference is non-exempts must be paid overtime as required by federal/state
law; non-exempt have PTO
ILLNESS OR INJURY ON THE JOB • The Local Council WILL NO LONGER pay the
difference between the employee’s salary and the benefit received from workers’ compensation and any other insurance or statutory benefits covered by a workers’ compensation.
• Employee could be placed on unpaid leave of absence; maximum length 120 days
• Paid Time Off will be used for related Dr appointments, physical therapy or follow-up care
THAT’S ALL FOLKS!!!