WDLT Employee Handbook

ADDITIONAL PAID TIME OFF

Per-Diem to Full-Time / Part-time Status Change:

Employees who change their status from per-diem to full-time or part-time will

continue to accrue sick time per the provisions of this policy and will be able to use

sick time if or when the employee has been employed for 120 calendar days as of

the date of the status change. The employee’s sick time balance prior to the change

in status will carry over (up to a maximum of forty (40) hours) and may be used in

accordance with this policy.

Sick time cannot be donated or cashed out and will not be paid upon termination of

employment.

Employees cannot trade shifts or make up work hours to retain sick time.

Employees will not be subject to disciplinary action or retaliated against for

requesting or using up to 40 hours of sick time for covered sick leave purposes

under this policy; however, violations of this policy and/or any abuse or misuse of

sick time may result in corrective discipline up to and including termination of

employment. Employees who have questions about the administration of this policy

should contact Human Resources. Employees who believe this policy has been

violated may contact Human Resources or the Connecticut Department of Labor.

BEREAVEMENT LEAVE

Full-time employees, after (60) days of employment are eligible for up to three (3)

days of bereavement leave as determined by the employees regularly scheduled

shift, up to a maximum of eight (8) hours per day for the death of an immediate

family member.

Immediate family members include:

Parent/Stepparent

Sibling • Child/Stepchild

Grandparent

Grandchild

Aunt

Uncle

Spouse or legal /domestic partner

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