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§ 33.060 VACATION.
   (A)   Employee benefits. The policies contained in this chapter and throughout the Town of Monon Personnel Policies Handbook apply to all Town of Monon employees, except when in direct conflict with special employment conditions set forth by various statutes governing employment relationships.
   (B)   The Town of Monon recognizes the need to provide paid vacation leave for its employees. All full-time employees shall receive one day of vacation pay (straight time base rate) each year for the employee's birthday in addition to the following schedule:
      (1)   One-year continuous service: five days.
      (2)   Two to five years of continuous service: ten days.
      (3)   Six or more years of continuous service: 15 days.
   (C)   Vacation days will be earned on a calendar year basis. Vacation time will not be included in overtime calculations.
   (D)   Regarding the vacation days referenced above, one day shall equal eight hours. An employee must give the department head 48 hours written notice of intention to take a vacation day, unless an emergency arises, and then the employee shall notify the office or the Clerk-Treasurer as soon as possible. Vacation days may be taken in full week increments or a single day at a time. Only regular scheduled workdays may be counted as vacation days. Vacation time will not accrue from year to year. If the employee does not use his or her vacation time by the end of the calendar year, the vacation time will be forfeited.
   (E)   If an employee is involuntarily terminated by the Town of Monon, the Town of Monon will pay any unused vacation leave.
   (F)   If an employee voluntarily resigns their position, the Town of Monon will pay any unused vacation leave due to the employee in the year of resignation provided that the employee gives appropriate notice. Non-exempt employees must give two weeks' notice and exempt employees must give four weeks' notice. In the event of an employee's death, payment for any unused vacation leave will be made to the employee's estate.
   (G)   Vacation time shall not be used to extend an employee's termination date.
(Ord. 2022-13, passed 12-21-2022)
§ 33.061 HOLIDAYS.
   (A)   It shall be the policy of the Town of Monon to ensure that all full-time employees receive the same number of holidays each year. Employees must complete their probationary status period before they are eligible for paid holidays. Paid holidays include:
      (1)   New Year's Day;
      (2)   Martin Luther King Day;
      (3)   President's Day;
      (4)   Good Friday;
      (5)   Memorial Day;
      (6)   Independence Day;
      (7)   Labor Day;
      (8)   Columbus Day;
      (9)   Veterans Day;
      (10)   Thanksgiving Day; and
      (11)   Christmas.
      (12)   If a recognized holiday falls on a Saturday, the previous Friday will be observed as the holiday. If the holiday falls on a Sunday, the following Monday will be observed.
   (B)   Employees will be paid for eight hours for the holidays listed above. To be eligible for holiday pay, you must have worked on your regularly scheduled shift the day before the holiday and the day after the holiday, the exception is when an employee is on vacation. If an employee is required to work a paid holiday, he/she will receive eight hours for the paid holiday, plus time and one-half for the hours worked.
   (C)   Holiday hours will be included in the calculations of overtime.
(Ord. 2022-13, passed 12-21-2022)
§ 33.062 SICK LEAVE.
   (A)   All full-time employees shall be eligible for sick leave after completion of the 90-day probationary period. Days are awarded on a calendar year basis at the rate of nine days per year. An employee shall be allowed to accumulate a maximum of 90 sick days. No time will accrue after the available balance reaches 90 days.
   (B)   If an employee is involuntarily terminated by the Town of Monon, the Town of Monon will pay any unused sick leave.
   (C)   If an employee voluntarily resigns their position, the Town of Monon will pay any unused sick leave due to the employee in the year of resignation provided that the employee gives appropriate notice. Non-exempt employees must give two weeks' notice and exempt employees must give four weeks' notice. In the event of an employee's death, payment for any unused sick leave will be made to the employee's estate.
   (D)   Sick days may not be used in advance of earning the time. Sick days may be used for such circumstances as an employee's or a family member's illness, for an employee's or family member's doctor's appointment, or when an employee is responsible for the care/treatment of his/her sick child. These days must be used in full (eight hour), half day (four hour), or 15-minute increments.
   (E)   Abuse of sick leave privilege can be used as consideration in disciplinary actions. The Clerk-Treasurer will keep an individual up-to-date record on all employees. Employees must have 48 hours prior approval from their department head for more than three continuous days.
(Ord. 2022-13, passed 12-21-2022)
§ 33.063 BEREAVEMENT LEAVE.
   (A)   If a death should occur in your immediate family, you may be given personal time off with pay to attend the funeral if you are a full-time employee who has completed the 90-day probationary period with the town. The pay will be for the time lost from work because of the death, but not to exceed eight hours per day at your straight time rate, up to a maximum of five days.
   (B)   Bereavement leave will not be included in the calculation of overtime.
   (C)   You will not be paid for funeral leave on days for which you are otherwise compensated (holidays, vacation, etc.) and the five days must fall within consecutive workdays or be approved by the department head. One of the five days must either be the date of death or the date of funeral. Immediate family is defined as current spouse, child, stepchild, parent or stepparent, current mother-in-law, current father-in-law, brother, sister, grandparents, brother-in-law, sister-in-law, grandparent-in-laws or grandchildren or any family member residing in the employee's household.
   (D)   Employees shall receive two days of leave upon the death of an aunt, uncle, niece, nephew, or cousin. If the employee feels that he/she needs more than one day, vacation time can be used with the permission of the department head.
(Ord. 2022-13, passed 12-21-2022)
§ 33.064 TIME OFF TO VOTE.
   Employees who may be required to work on an Election Day should find time to vote either before or after their working hours. If nonexempt employees are unable to vote in an election during their nonworking hours, the Town of Monon may grant a maximum of one hour of unpaid time off to vote.
(Ord. 2022-13, passed 12-21-2022)
§ 33.065 COURT AND JURY DUTY.
   (A)   The Town of Monon encourages employees to fulfill their civic responsibilities by serving jury duty when required. Non-exempt employees are required to return to his/her scheduled shift once released from jury duty.
   (B)   Employees must show the jury duty summons to their department head as soon as possible so that the supervisor may arrange to accommodate their absence.
   (C)   The per diem amount paid to an employee for jury duty shall be turned over to the Town of Monon Clerk-Treasurer. The employee shall keep mileage compensation.
   (D)   Either the Town of Monon or the employee may request an excuse from jury duty, if in the town's judgment, the employee's absence would create serious operational difficulties.
   (E)   Jury duty pay will be calculated on the employee's rate of pay times the number of hours the employee would otherwise have worked on the day of absence.
   (F)   The Town of Monon encourages employees to appear in court for witness duty when subpoenaed to do so. If employees have been subpoenaed or otherwise requested to testify as witnesses by the town, they will receive full pay for the entire period of witness duty. Other court appearances will require use of vacation days or compensatory time. Employees are expected to report for work whenever the court schedule permits.
(Ord. 2022-13, passed 12-21-2022)
§ 33.066 FAMILY MEDICAL LEAVE ACT (FMLA).
   (A)   The town shall comply with all regulations as described in the Family and Medical Leave Act (FMLA) of 1993 including all subsequent revisions. This policy serves as a general description of employee's FMLA rights; therefore, in the event a conflict arises between this policy and applicable law, employees shall be granted all such rights allowed by law. Town of Monon shall adhere to the "General Notice Requirements" prescribed by the Department of Labor through the following actions:
      (1)   Posting required FMLA information explaining provisions of the Act and procedures for filing complaints of violations of the Act with the Wage and Hour Division of the Department of Labor. This information shall be posted prominently where it can be readily viewed by employees and applicants for employment; and
      (2)   Providing this general notice to each town employee by including the notice in the Personnel Policies Handbook or other written guidance to employees concerning employee benefits and leave rights. The general notice may be distributed electronically as deemed appropriate by the Town of Monon.
   (B)   Any full-time employee who has been employed by the Town of Monon for at least 12 months and who has provided at least 1,250 hours of service, shall be given up to 12 unpaid work weeks of leave during any 12-month period. This time would be used to recover from a serious health condition, care for a newly born or adopted child, or care for a spouse, parent or child who is suffering from a serious health condition.
   (C)   A serious health condition is an illness, injury, impairment or physical or mental condition, involving either inpatient care or continuing treatment by a health care provider.
   (D)   An employee may take leave for the birth or placement of a child only within 12 weeks of that birth or placement, and an employee must provide 30 days advance written notice before the date on which the leave would begin. If the employee is unable to provide 30 days written notice, he or she must provide "such notice as is practical".
   (E)   The employee must use their paid vacation and/or sick leave, during the 12 week period, to be paid bi-weekly according to the employee's normal work scheduled hours until exhausted.
   (F)   The employee desiring to take leave due to his/her own or a family member's serious health condition must provide certification of the condition from a health care provider including the following:
      (1)   The date on which the serious health condition in question began.
      (2)   The probable duration of the condition.
      (3)   Appropriate medical facts regarding the condition.
      (4)   A statement that the employee is needed to care for the family member along with an estimate of how long the care will be required, or a statement that the employee is unable to perform his/her duties because of the serious health condition.
   (G)   Failure to return from FMLA without written authorization from the town will be considered a voluntary resignation.
(Ord. 2022-13, passed 12-21-2022)
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