Page 43 - EE_Handbook__Final_Classical

Together, we prepare people for work.

All breaks are scheduled by a management member to support business needs while ensuring
compliance with federal and state requirements. Hourly employees are required to take their breaks as
scheduled. Employees are not permitted to leave the premises during paid breaks. Business conditions
may take precedence over scheduled break times. Still, they may not allow or require individuals to skip
breaks, combine them to form one long break, or be used to leave before the end of their scheduled
work hours. Failure to comply with the break policy may result in disciplinary action up to and including
termination.

BEREAVEMENT ALLOWANCE

Goodwill-Easter Seals recognizes the need for time away from work when there is a death in your
family. If a death occurs in your immediate family (spouse, child, parent, step-parent, sibling, domestic
partner, grandparent, or grandchild, including “step” and “in-law”), full-time and part-time* employees
are eligible for up to three days (maximum of 24 hours) of bereavement leave. Full-time employees are
eligible for up to one day (maximum of 8 hours) with pay for other family members. Employees will only
be paid for the hours they were scheduled to work. An employee’s bereavement pay will be reduced if it
puts them in excess of 40 hours per week.

Employees will only be paid for those days in which the employee was scheduled to work.
*Part-time employees are considered eligible after six months of employment. Employees will only be
paid for days in which they were scheduled to work, and the number of hours scheduled to a maximum
of 8 hours a day.
**For employees who are ineligible for paid bereavement leave, their absence will be excused for the

same amount of days and the same family members but will be unpaid time.

JURY DUTY

Employees called for jury duty will be excused from work and will receive their regular wage for
regularly scheduled workdays during jury duty for either the length of their jury duty assignment or a
maximum of five days, whichever occurs first. Employees must notify their manager immediately upon
receiving a jury duty summons and will need to show the notice to their manager. Managers do not
need to keep a copy, but they need to review the summons and confirm the dates.
Dates and time spent on jury duty must be documented on the employee’s timecard by entering the
Jury Duty pay code in Kronos.

If you are free of jury duty during your regular work hours, you will be expected to report to work. If
your jury duty shift does not last your full work shift, check with your manager to determine if you
should report to work.

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