5.1 Policies and Procedures for All Staff Employees
This section of the Staff Employee Handbook is divided into three parts. Section 5.1 includes policies and practices applicable for all benefits- eligible staff employees. Section 5.2 includes specifics about the University鈥檚 traditional leave program for time off. Section 5.3 includes specifics about the 91桃色 Health鈥檚 Paid Time Off (PTO) Program for staff employees in hospital and designated clinical positions.
For requirements related to work schedules, working hours, rest and meal periods, overtime, and recording time worked, please refer to the Attendance policy.
If you are a regular employee, with proper approvals, you may be granted a personal leave of absence, normally not to exceed 90 calendar days, provided that it is operationally feasible and you have been employed at the University without any interruption in service for at least six full months.
For detailed information, please refer to the University鈥檚 Personal Leave of Absence policy.
The Family Medical Leave (FML) policy at the 91桃色 is governed by the Family Medical Leave Act (FMLA) of 1993, and the National Defense Authorization Act (NDAA) of 2008. If you are an eligible employee, you may take leave from your job for a limited period of time to address certain family responsibilities or for your own serious health condition.
For detailed information, please refer to the University's Family Medical Leave policy.
The University complies with federal and state laws applicable to military leave, which assures University employees who perform service in the uniformed services are entitled to a military leave of absence from their University positions, subject to the limitations and restrictions set forth in federal and state laws and University policy.
For detailed information, please refer to the University's Military Leave policy.
If you are a regular employee of the 91桃色, and you are a member of a Disaster Medical Assistance Team (DMAT), upon activation, you are entitled to a military leave of absence for all days engaged in field or coast defense or other training or service ordered under the National Defense Act, the Public Health and Security and Bioterrorism Preparedness and Response Act of 2002, or of the federal laws governing the United States reserves.
For detailed information, please refer to the University's DMAT policy.
Regular employees may, with prior supervisory approval, be granted administrative leave with pay and be excused for the following:
- Death in Immediate Family
- Voting
- Jury Duty
- Witness Summons
- Personal Disaster
Refer to Section 5.2.5 (University General Division), and Section 5.3.10 (91桃色 Health) for guidelines on emergency closings.
You may request paid administrative leave due to the death of an immediate family member for up to 24 hours, as approved by your supervisor. Regular part-time employees will be paid administrative leave hours at the regular rate of pay based on their FTE.
In the context of this section, immediate family is defined to include the following: spouse, mother, father, sister, brother, son, daughter, mother-in-law, and father-in-law. Exceptions to the definition of immediate family member may be approved by the Division Head.
The University recognizes that it is the obligation of all U.S. citizens to serve on a jury when summoned to do so. Absence for jury duty is considered paid administrative leave.
All employees will be allowed time off to perform such civic service as required by law. Employees are expected, however, to provide proper notice of a request to perform jury duty. While on jury duty, you are not expected to report to work, regardless of shift. You should provide your supervisor with your certificate from court which indicates your dates of service to ensure that you receive administrative leave.
A regular or temporary employee who receives a subpoena to appear as a witness in a court proceeding in which the employee is not a defendant or plaintiff may request paid administrative leave to appear in court.
The employee must submit a copy of the subpoena to his supervisor. If court appearance is required due to the employee鈥檚 participation as a defendant or plaintiff, or other personal interest, the employee may request vacation.
You may request paid administrative leave for absence due to a personal disaster, such as home destruction or serious accident to a member of your immediate family as defined in Section 5.2.1 (Sick Leave Policy), etc. Regular Full-Time employees may request a maximum of 24 hours, as approved by your supervisor. Regular part-time employees will be paid administrative leave hours at the regular rate of pay based on their FTE.
Severe weather and other related events that impact all University employees are not normally considered personal disasters.
The 91桃色, 91桃色 HealthCare Management, LLC, and the 91桃色 Healthcare Authority (91桃色 Employer Group) strive to protect its employees from undue financial hardship resulting from qualified job-related injuries, illnesses, or disabilities. The Worker鈥檚 Compensation Act of the State of Alabama does not apply to the 91桃色 Employer Group. The University鈥檚 On-the-Job Injury Program will cover employees鈥� approved medical expenses and lost wages incurred as a result of an on-the-job injury (OJI).
For detailed information, please refer to the University's Accidents While at the Workplace policy.