GSEM Employee Handbook 2022-2023

SECTION 4: TIME OFF BEREAVEMENT LEAVE All full-time, active employees are eligible for paid bereavement leave under the following circumstances: Employees are allowed up to three days off from regularly scheduled duty with regular pay in the event of the death of the employee’s spouse, child, or parent. Employees are allowed two days off from regularly scheduled duty with regular pay in the event of the death of the employee’s sibling, grandparent, grandchild, aunt, uncle, in-laws (parent, child, or sibling), spouse’s grandparent, stepparent, step-sibling, or step-child. Extenuating circumstances may otherwise Extenuating circumstances may warrant paid bereavement leave. The Council will determine whether such a circumstance exists on a case-by-case basis. An employee who wishes to take time off due to the death of an immediate family member should notify their manager immediately and must provide some form of validation of death such as a copy of the obituary. Paid bereavement must be approved by the employee’s immediate manager and Chief Human Resources Officer. CIVIC DUTY The Council recognizes employees have certain civic obligations and therefore provides support to employees to satisfy these obligations. Jury and Witness Duty If an employee is called for jury duty, the employee must provide their manager with copies of the summons and proof of service from the court as soon as possible. If approved, the Employee will be paid while on jury duty up to a maximum of 20 workdays and may retain any fees received for jury duty. The Council reserves the right to ask that the employee request a deferral of service within the limitations prescribed by applicable law. All employees are allowed time off if subpoenaed to appear in court as a witness. To qualify for witness duty leave, the employee must submit a copy of the summons or subpoena to their manager as soon as it is received. If the employee is to give testimony in a work-related or non-personal matter, time off will be paid, and witness fees must be turned over to the Council. If the employee is to give testimony in a personal non-work related, civil matter, time off will be charged as PTO, and witness fees may be retained by the employee. VICTIMS ECONOMIC SAFETY AND SECURITY ACT (VESSA) Employees who are victims of domestic or sexual violence, or have a family or householdmember who is a victimof domestic or sexual violence, may take unpaid leave fromwork to address such violence by: • Seeking medical attention for, or recovering from, physical or psychological injuries caused by such violence. • Obtaining services from a victim services organization. • Obtaining psychological or other counseling. • Participating in safety planning, temporarily or permanently relocating, or taking other actions to increase the safety of the employee or employee’s family or household. • Seeking legal assistance or remedies to ensure health and safety.

Twoweeks of protected leave for:

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