Page 18 - Green Mountain Research Handbook Final 8-9-21

Green Mountain Research Employee Handbook

Temporary employees and employees normally scheduled to work less than 30 hours per week
are ineligible for holiday pay.

Paid time off for holidays will not be counted as hours worked for the purposes of determining

overtime for non-exempt employees.

Bereavement Leave
Employees who require taking time off due to the death of a family member should notify their

supervisor immediately.

In the case of death of a member of the family (to include parent, spouse, child/step-child,
sibling, in-laws, grandparents, grandchildren, nieces, nephews, aunts, uncles) an employee may
be granted up to three (3) days off with pay.

If additional days are needed, the employee may request to utilize accrued PTO, which may be
approved at the discretion of the supervisor based upon organizational requirements.

Voting Leave

GMR encourages all employees to vote. Most polling facilities for elections for public office are
scheduled to accommodate working voters. GMR, therefore requests that employees schedule
their voting time before or after their work hours. An employee who expects a conflict,
however, should notify the supervisor, in advance, so that schedules can be adjusted, if
necessary. GMR will comply with state laws regarding time off for voting.

Military Service Leave
Employees serving in the uniformed services, including the Army, Navy, Marine Corps, Air
Force, Coast Guard and Public Health Service commissioned corps, as well as the reserve

components of each of these services, may take unpaid military leave, as needed, to enable
them to fulfill their obligations. However, those employees must provide a copy of their official
orders to their supervisor unless it is not possible due to the nature of military orders.
Employees should provide notice as far in advance as is reasonable under the circumstances. In
addition, employees may, but are not required to use accrued vacation while performing
military leave.

Upon timely notice of intent to return to work after return from military leave, the qualified
employee will be reinstated to a comparable position to the one the employee left, provided
GMR’s circumstances have not changed to prevent such reinstatement. Upon return, Military
leave hours will be counted as hours worked when determining eligibility for any benefits based

upon length of service. GMR will comply with all the requirements of the Uniformed Services

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Revision Date: 08/01/2021
Origination Date: 08/01/2021