Page 37 - Post Handbook Update 7-18-23

CHAPTER 7: WELLNESS TIME OFF
PTO Upon Separation
At Post, unless legal requirements govern, associates with PTO balances at separation are eligible for PTO payout of up to 80 hours of accrued, unused PTO provided these conditions are met:
a.) the associate has provided the required advance written notice (ten business days if non-Faculty staff and thirty calendar days if Faculty);
b.) the associate does not use PTO during the resignation notice period;
c.) Post determines that the associate is not terminated for malfeasance or gross neglect of duties;
d.) the associate performs as expected throughout the resignation notice period; and
e.) the associate promptly returns all previously received Post property including badges, keys, computer equipment, files (hard copy or electronic), training materials, manuals, handbooks, etc.
PTO that was rolled over from the previous calendar year will not be paid out upon termination. Also, in the event an associate has taken more PTO time off than the amount earned at the time of separation, the excess unearned time will be deducted from final pay where permitted by applicable law.
Usage
In order to be eligible to use accrued sick leave, the eligible associate must have completed 90 days of employment. In addition, associates may not use the sick leave benefit during the initial new hire training period to ensure the new hire’s role mastery is not jeopardized or delayed.
Paid sick leave may be used in minimum increments of one hour. An eligible associate may not use more than 40 hours in any one calendar year unless the associate has an additional amount of up to 40 hours of rollover sick leave from the prior calender year. In the event that more than 40 hours of paid sick leave (excluding rollover amounts) is required in a given year, an eligible associate may have other options including, e.g., to use available PTO time or apply for short or long-term disability benefits.
Paid sick leave may be used for eligible associates or their spouses, domestic partners, or child(ren) as a result of the following: (1) illness, injury or health condition; (2) the medical diagnosis, care or treatment of mental illness or physical illness, injury or health condition; or (3) preventative medical care.
If an eligible associate is a victim of family violence or sexual assault, paid sick leave may also be used for:
(1) medical care or psychological or other counseling
for physical or psychological injury or disability; (2) to obtain services from a victim services organization; (3) to relocate due to such family violence or sexual assault; or (4) to participate in any civil or criminal proceedings related to or resulting from such family violence or sexual assault.
If the need for paid sick leave is foreseeable, the eligible associate must provide notice to the respective supervisor at least seven days in advance. If the need for paid sick leave is not foreseeable, the associate is responsible for providing notice to the respective supervisor as soon as reasonable.
If an eligible associate uses paid sick leave in three consecutive work days, the University requires
appropriate written medical documentation to confirm the basis for the needed time off and to be aware of important information that may relate to the associate’s safe return to work. Failure to provide the required notice to the respective supervisor of the need for sick leave or other violation of this policy may result in corrective discipline.
Associate complaints related to compliance with the Connecticut Paid Sick Leave Act may be filed with the Commissioner of the Connecticut Department of Labor. The University will not retaliate against any associate who files a complaint with the Commissioner or who requests or uses sick leave to which they are entitled under this policy.
NOTE: This PTO policy is intended to comply with Connecticut law. To the extent that an associate works in a state whose laws are more beneficial, the requirements of that state will apply. If you are employed in a state other than Connecticut, please check ADP Workforce Now for any state-specific appendices to this Handbook or contact Associate Experience with related state specific questions.
PAID SICK LEAVE
The University understands that associate or family member illness can become an unfortunate reality. Post provides limited income continuation for such situations for regular eligible associates. The full version of the Paid Sick Leave Policy can be accessed on ADP Workforce Now.
Accrual
Regular full-time associates will accrue up to a maximum of 40 hours paid sick leave per calendar year. Part-time associates who work 20 hours or more but less than 40 hours weekly will accrue on a prorated basis.
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