Page 408 - 2024 Orientation Manual

3.4 HOLIDAYS

The following paid holidays will be observed by the LSBA each calendar year:

New Year's Day
Martin Luther King Jr.'s Birthday
Lundi Gras
Mardi Gras
Good Friday
Memorial Day
Fourth of July
Labor Day
Thanksgiving Day & the day after
Christmas Eve
Christmas Day
New Year's Eve

Employees are not required to report to work on these holidays, unless otherwise instructed by their
supervisor(s).

If a holiday falls on a Saturday, the holiday will be observed on the preceding Friday. If a holiday falls
on a Sunday, the holiday will be observed on the following Monday.

If an Employee is on vacation or sick leave on a holiday, the holiday will not be charged against the
employee's accrued leave. Employees will not be paid for holidays occurring during a leave of
absence without pay.

3.5 PREGNANCY LEAVE

Employees may request a leave of absence for a reasonable period of time due to pregnancy,
childbirth, or pregnancy-related medical conditions. A “reasonable period of time” means that period
during which the female Employee is medically disabled on account of pregnancy, childbirth or related
medical conditions.

In considering a request for pregnancy leave, the LSBA will review whether leave is otherwise
available under the LSBA’s other existing leave policies. Pregnancy leave, whether paid or unpaid,
will run concurrently with FMLA leave (see FMLA leave policy herein) or other applicable LSBA
leave periods. An Employee is required to supplement his or her unpaid leave with any accrued but
unused paid leave. Once paid leave is exhausted, the remainder of leave is unpaid.

The standard period of pregnancy leave is six weeks. In the event an Employee is physically unable to
work beyond six weeks of absence, the Employee must submit a written request to the Executive
Director for an extension of pregnancy leave. Subsequent medical recertifications may be required as
necessary.

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