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Vacation LeaveVacation leave is calculated by multiplying the total number of hours paid by .0577, accrued to a maximum of 160 hours. Example, if enrollee works 80 hours/pay period, the total hours accrued for vacation leave each pay period would be 4.6 hours (approximately 15 days/year). Unused vacation leave may be accrued to a maximum of 160 hours. Once the 160 hours maximum has been reached, no further vacation leave will accrue until the balance falls below the 160 hours maximum. The enrollee's annual Individual Holiday is separate from Vacation Leave. Vacation leave cannot be paid in advance. Vacation leave hours are non-worked hours and will not be included in any overtime pay calculations. The enrollee's paycheck stub reflects the available balance of vacation leave as of the end of that pay period. The Monitor must approve, in advance, any vacation requests. The code "VACATION" should be entered under the "PAY CODE" column on the timesheet, and the hours entered under the "HOURS" column in the ADP Workforcenow timesheet system. Sick LeaveSick leave is calculated by multiplying the total number of hours paid by .0462, accrued to a maximum of 160 hours. For instance, if you work 80 hours/pay period, the total hours accrued for sick leave each pay period will be 3.6 hours (approximately 12 days/year). Sick leave is paid only for medical purposes for enrollees themselves or to attend to an immediate family member. The enrollee's paycheck stub reflects the available balance of sick leave.
Sick leave hours are non-worked hours and will not be included in any overtime pay calculations. The code "SICK" should be entered under the "PAY CODE" column on the timesheet, and the hours entered under the "HOURS" column. Immediate family includes spouse, children, daughter/son-in-law, parent, sibling, sister/brother-in-law, grandparent, grandchildren, mother/father-in-law, stepparent, stepsiblings, stepchildren, step grandchildren and domestic partners. Holiday LeaveThe following are the official holidays to be observed by the NOWCC SEE Program Enrollees for 2021:
***Juneteenth, June 19th is observed on Friday, June 18th *Independance Day, July 4th is observed on Monday, July 5th. **Christmas Day, December 25th is observed on Friday, December 24th.
The following are the official holidays to be observed by the NOWCC SEE Program Enrollees for 2022:
*New Years Day, January 1st is observed on Friday, December 31st. **Juneteenth, June 19th is observed on Monday, June 20th. ***Christmas Day, December 25th is observed on Monday, December 26th.
An Enrollee must be in "Active Pay Status" during the pay period in which the holiday falls to be eligible for payment. An Enrollee's "Active Pay Status" is verified by a time sheet with paid hours (i.e., work, vacation, sick, individual holiday, jury duty, bereavement). Exceptions
Calculating Holiday Pay Enrollees will receive calculated holiday hours on the date of the holiday, even if the holiday occurs on their regular day off. Holiday leave is calculated by dividing an enrollee's authorized hours per pay period by 10 and rounding up to the next quarter hour. (Please see chart for examples.)
The code "HOLIDAY" should be entered under the "PAY CODE" column on the e-timesheet when using Holiday leave, and the hours entered under the "HOURS" column. Holiday leave hours must always be claimed on the date of the holiday. When an enrollee must work/travel on a holiday, the e-timesheet should reflect both holiday and work/travel hours on the same date. For example, to report 6 hours of Holiday leave and 3 hours of travel on the same day, enter 6 under the "HOURS" column on the first line for that day, and enter "HOLDAY" under the "PAY CODE" column. Then on the second line for that day enter 3 under the "HOURS" column and leave the "PAY CODE" column blank. A maximum of 8 hours will be paid for a holiday. If an enrollee's approved schedule is 10 hours per day, 4 days per week, only 8 hours of holiday leave should be recorded on the e-timesheet. Enrollees may add two hours of vacation leave to the holiday to reach their normal 10 hours (optional). If holiday occurs on a day the enrollee is not normally scheduled, it may count as extra hours or the enrollee can adjust their hours during that week (with advanced monitor approval).
Holiday hours are non-worked hours and will not be included in any overtime pay calculations. One Individual Holiday Per Calendar Year One Individual Holiday is available to an enrollee each calendar year, in addition to the other 10 holidays. It must be used in the current calendar year and may not be carried over to another calendar year. Individual Holiday hours must be taken during as one full day and may not be split amongst several days. The amount of Individual Holiday leave available is calculated in the same way as holiday leave. The Individual Holiday should be approved in advance by the Monitor in writing. If a government shutdown occurs at the end of the calendar year, the Individual Holiday policy will be reviewed. The code "INDIV HOLIDAY" should be entered under the "PAY CODE" column on the e-timesheet when using the Individual Holiday, and the hours entered under the "HOURS" column. Jury Duty LeaveUp to 10 days leave may be granted per jury service. Jury Duty Leave should only be used for regularly scheduled working days. For example, an enrollee regularly scheduled to work 6 hours on Mondays and who is called for jury duty on a Monday will only be paid for 6 hours. Your Monitor must be informed when you are notified that you must serve on jury duty. Jury duty hours are non-worked hours and will not be included in any overtime pay calculations. The code "JURY" should be entered under the "PAY CODE" column on the e-timesheet, and the hours entered under the "HOURS" column. Jury duty hours must always be claimed on the date of the jury duty. When an enrollee both attends jury duty and works (or travels for work) on the same day, the Time and Attendance Report should reflect both jury duty and work hours on the same date. For example, to report 6 hours of Jury Duty and 3 hours of travel/work on the same day, enter 6 under the "HOURS" column on the first line for that day, and enter "JURY" under the "PAY CODE" column. Then on the second line for that day enter 3 under the "HOURS" column and leave the "PAY CODE" column blank. Written evidence of jury service must be sent to NOWCC payroll department before any payment will be released. Court remuneration for jury service may be kept by the enrollee. Leave Without PayUp to thirty (30) business days of Leave Without Pay may be approved in a calendar year by the monitor. A copy of this approval should be sent to the NOWCC Field Office. Leave Without Pay hours are non-worked hours and will not be included in any overtime pay calculations. The code "LWOP" should be entered under the "PAY CODE" column on the e-timesheet when reporting Leave Without Pay, and the normally scheduled hours must be entered under the "HOURS" column. Do not enter zeros ("0") under the "HOURS" column. The e-timesheet system does not accept zeros. Bereavement LeaveBereavement leave up to 3 consecutive, regularly scheduled working days may be granted upon the loss of a spouse, children, daughter/son-in-law, parent, sibling, sister/brother-in-law, grandparent, grandchildren, mother/father-in-law, step parents, step siblings, step children, step grandchildren and domestic partner. Bereavement leave hours are non-worked hours and will not be included in any overtime pay calculations. The number of authorized hours for that day should be entered in the Hours column and the code "BEREAV" should be selected in the "PAY CODE" column on the timesheet. The name and relationship of the deceased must be recorded on your timesheet in the Notes section before leave payment will be released. Family and Medical LeaveThe NOWCC SEE Program will follow the Federal Family and Medical Leave Act (FMLA) unless an enrollee is assigned in a state that has a more liberal law. In these cases, the NOWCC SEE Program will follow the more liberal state law. The FMLA entitles eligible enrollees to take job-protected, unpaid leave for specified family and medical reasons. Eligible enrollees are entitled to:
Eligibility requires enrollment in the NOWCC SEE Program for a minimum of one year AND at least 1250 duty hours worked during the 12 month period immediately preceding the request for leave. Requesting family and medical leave requires enrollees to submit a written request, which includes justification, to the NOWCC SEE Program Field Office with a copy to the Monitor. Certification may be required as permitted by the FMLA. E-Timesheets must be submitted during family and medical leave for accurate record-keeping purposes. The number of authorized hours for that day should be entered in the "HOURS" column (the electronic timesheet system will not accept zeros), and sick, vacation (VACATION), or leave without pay (LWOP) should be selected in "PAY CODE" column on the timesheet. Sick and vacation leave (if available) must be used concurrently during the time off for family and medical leave. Once sick and vacation leave have been depleted, the remainder of FMLA is unpaid. Health Insurance, for those enrollees covered under the NOWCC SEE Program group health care plan, will continue to be paid. Failure to return to the NOWCC SEE Program assignment at the end of the family and medical leave period may prompt NOWCC to initiate separation procedures. Family and Medical Leave hours are non-worked hours and will not be included in any overtime pay calculations.
EPA Closures, Late Openings and Early DismissalsSEE Enrollees must follow the guidance of their designated EPA facility for closures, late arrivals or early dismissals. In the event of an official EPA-designed closure, late arrival, or early dismissal (including early release for federal holidays), enrollees are eligible to receive their regular pay for the hours of closure only if working that day. NOWCC does not have an administrative leave code, therefore, please record this time as Regular hours on your timesheets.
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