Bereavement (Funeral) Leave If you are regularly scheduled to work at least 20 hours each week and have completed your introductory period, you may be granted time off with pay for bereavement leave in the event of a death in your immediate family. Employees may receive up to 24 hours of regularly scheduled work time off with pay in the event of each death of a spouse, parent/step-parent, child/step-child, brother/step-brother, sister/step-sister, grandparent, grandchild, in-laws (father, mother, brother, sister, son, daughter), or a legal dependent residing in the employee’s household. Requests for additional time off may be granted under certain circumstances and charged against the employee’s vacation balance. In the event of a death outside the immediate family that causes an employee to suffer a bereavement, vacation time may be requested. Jury Duty or Witness Leave You should notify your supervisor immediately when you are called for jury duty or subpoenaed as a witness in a VOP related lawsuit or hearing. You will receive your base wage or salary for the time served up to 30 working days, if these days fall during your regular schedule. This includes time spent reporting for an interview or examination for jury duty, even if you are not chosen to serve. If you are dismissed by the court prior to the end of your scheduled shift, you are expected to report to work for the balance of your shift. You must present your supervisor with a statement from the court clerk certifying the times and dates of actual jury service or a copy of the subpoena to appear as a witness. Under no circumstances will employees be terminated, demoted, or otherwise penalized because they request or take leave in accordance with this policy. Refer to the Jury Duty Policy for additional details. Family and Medical Leave of Absence (FMLA) A leave of absence may be granted to employees who have completed at least one year of service and have worked a minimum of 1,250 hours in a rolling 12-month period for: • Care of a child following birth or adoption or placement with the employee for foster care; • Care of a family member (spouse, step-child, child, or parent) with a serious health condition (as defined in the FMLA); • An employee’s own serious health condition; • Qualifying Exigency Leave for families of members of the National Guard and Reserves; or • Military Caregiver Leave to care for an ill or injured service member. Leaves will be granted for a period of up to 12 weeks (26 weeks for military caregiver leave) in any rolling 12-month period. Employees who do not meet these requirements may apply for a personal leave of absence (described later in this Handbook). If you request a leave of absence to care for a child following birth, adoption, or placement in your home for foster care, to care for a covered family member with a serious health condition, or qualifying exigency leave the following conditions will apply: • If the leave is foreseen, you must provide the VOP with at least 30 days’ notice prior to the anticipated leave date. • If the leave is unforeseen, you should notify your supervisor and the Human Resources Department as soon as you are aware of the need for the leave.
Village of Pinehurst Employee Handbook – Updated January 2025
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