Page 38 - Post Handbook Update 7-18-23

CHAPTER 7: WELLNESS TIME OFF
Sick Time Carryover
Eligible associates may carry over up to a maximum of 40 hours of unused accrued leave from one calendar year to the next. An associate’s paid sick leave accrual balance in any given calendar year may not exceed 80 hours.
Sick Time Upon Separation
Unused sick time will not be paid upon separation from Post regardless of the reason for separation.
In these cases, written confirmation of the emergency may be required. The holiday benefit does not apply during leaves of absence. Any exception to the above guidelines or unique personal time off requests must be approved in advance by management and Associate Experience.
PARENTAL LEAVE
Many Post associates look forward to increasing
their families through childbirth, adoption or foster children additions. In recognizing the importance of early parental bonding during these times, Post has a paid Parental Leave Policy with this purpose in mind. Eligible associates receive income continuation under this benefit and therefore have increased peace of mind without undue financial stress.
At the time of the birth or placement for adoption or foster care, the associate must have been employed with Post for at least 12 months and have worked at least 1,250 hours during the 12 consecutive months immediately preceding their first date of absence.
Under this benefit, Post will grant up to six (6) consecutive weeks of paid parental leave at 60% base pay to an eligible associate within 12 months after
the birth of the associate’s child or the placement of
an adopted or foster child (under age 18) for bonding. This paid parental leave will run concurrently with the associate’s leave of absence rights under the Family and Medical Leave Act (FMLA) and any other paid or unpaid leave of absence the associate is entitled to under any other federal or state law or any other Post leave policy except Post’s Short-Term Disability benefit. Paid Parental Leave does not apply to step-family adoptions or adoptions by a child’s existing foster caregiver.
If eligible, paid Parental Leave is available to birth mothers at the conclusion of their disability benefits under the Short-Term Disability Policy. The Holiday Policy does not apply during leaves of absence.
The paid leave time will be deducted from the total amount of time allowed under FMLA and will run concurrently. During Parental Leave eligible associates are required to use available PTO hours in excess of 40 hours. Their balance of 40 hours may be used following return to work subject to normal approval guidelines. Sick Time may not be used during Parental Leave.
NOTE: This Paid Sick Leave policy is intended to comply with requirements of the state of Connecticut. To the extent that an associate works in a state with different paid sick leave requirements (including differences
in accrual rates, accrual caps, usage caps, carryover requirements, covered reasons for leave, waiting period, eligibility criteria, etc.), the term that is more beneficial to the associate will be applicable. If you are employed in a state other than Connecticut, please check
ADP Workforce Now for any state-specific appendices to this Associate Handbook or contact Associate Experience for state-specific information.
HOLIDAYS
Post recognizes the importance of paid time off to enjoy family holiday celebrations. Therefore, the University
has designated a number of University observed holidays each calendar year as additional paid time off. Regular full-time associates are eligible for holiday pay on
these days upon hire. Associates may view the calendar year holiday schedule by logging on to the ADP Workforce Now. For non-exempt associates, holiday pay is calculated based on the associate’s straight time base rate times the number of hours the associate would normally have worked on the regularly scheduled holiday. Paid holiday time off does count as worked time for purposes of computing overtime pay. Non-exempt full-time associates called in to work on these days will receive: 1.) the holiday pay and 2.) their regular hourly rate at time and a half for hours worked.
In order to be paid for the holiday, the associate must work the scheduled workday before and after each holiday unless the associate was preapproved to have PTO time off or a medical emergency such as hospitalization occurred.
POST UNIVERSITY ASSOCIATE ROADMAP HANDBOOK
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