In order to provide you with time to pursue your personal interests outside of work, the Agency offers you vacation pay according to the number of hours worked. The maximum number of vacation hours earned during the first few years of employment is 80 hours/year. For example, if you work a full 1950 hours in a year, you will receive 80 hours of vacation pay. However, if you work one-half this number of hours (975), you will receive 50% of these 80 hours or 40 hours of vacation pay.
You will receive your earned vacation pay on a quarterly basis (according to the number of hours worked during that quarter) and it will be paid in the month following the quarter’s end. One quarter of your earned vacation pay will be paid in each of the months of April, July, October and January.
You must have the prior approval of your supervisor for all vacation time. If you want to take one day off, you must request that day at least 48 hours prior to your preferred time off, otherwise, the day will be counted as an occurrence (see the Attendance and Punctuality section of this handbook).
If you request vacation time in excess of one day, you must ask your supervisor at least two weeks prior to your preferred time off.
After the first 5 years of employment with the Agency, your vacation time will increase according to the following schedule:
| Years of Employment | Earned Vacation (Hrs./Yr.) | Equivalent Vacation (Days/Yr.) |
| 6 | 88 | 11 |
| 7 | 96 | 12 |
| 8 | 104 | 13 |
| 9 | 112 | 14 |
| 10 | 120 | 15 |
Part-time employees will receive vacation entitlements according to the above schedule and calculated based on the number of hours actually worked during the quarter.
If you are going to be absent from work due to illness, you must contact your immediate supervisor prior to your scheduled starting time. We realize that there can be time when it is impossible to report for work; however, every effort to attend should be made. Sick time is considered time off without pay.
Please see the "Attendance and Punctuality" section of this handbook for additional information on absenteeism.
If you are absent due to illness for three or more consecutive days, a doctor’s statement indicating your ability to return to work is required.
If you are unable to work for a period exceeding seven working days due to an illness or accident, you may be eligible for a Short Term Disability Benefit. Contact your supervisor or the Human Resources Department for additional information on this benefit.
The Agency realizes that there may be times when you will need time off for medical, family, personal or military reasons. A leave of absence is defined as an authorized absence from work for an extended period of time, generally not less than two weeks nor more than 12 weeks. These leaves are leaves without pay; however, may qualify for payment through NJ State Disability or Worker’s Compensation.
This type of leave is taken due to extended illness or injury not caused by your job. It will be granted if you are unable to work due to injury or illness for a period of more than five (5) working days or seven (7) calendar days. Notify your supervisor as soon as you are aware of your need for disability leave.
Talk also with the Human Resources Department about your need for a leave as you may be eligible for NJ State Disability payments during your time away from work. Leaves will not be granted for more than six (6) months, at which time if you are still unable to return to work, you will be considered voluntarily terminated from the Agency. You may be eligible for future rehire which can also be discussed with the Human Resources Department.
If you participate in the Agency’s medical or dental insurance plans, the Agency will continue to pay their portion of the insurance premiums for the first twelve weeks of your disability. You will be responsible for all insurance premiums normally deducted from your paycheck. After twelve weeks, you will be responsible for the full medical and/or dental insurance premium. If you do not return to work after your leave, you will be responsible for re-payment of all Agency-paid premiums.
If you do not return from leave on the expected date of return (the date your doctor indicates you are ready to return), you will be considered to have voluntarily resigned from your position with the Agency.
This type of leave is for persons who are experiencing health problems or are providing care to their newborn child, newly adopted child, newly placed foster child or a family member (child, parent or spouse) having serious health problems. Employees must have at least twelve months of service with the Agency and have worked at least 1000 during that period to be eligible to apply for a family leave.
Leave taken for the employee’s or a covered family member’s serious health condition may be taken consecutively, intermittently, or on a reduced work/leave schedule based on certified medical necessity. The Agency will follow applicable federal and state laws in reviewing and approving such leave requests.
When the leave can be planned in advance (caring for a child after birth, adoption or placement in your home for foster care or caring for a child, spouse or parent with a serious health condition), you must provide the Agency with at least thirty days’ notice prior to your anticipated leave date.
If you participate in the Agency’s medical or dental insurance plans, the Agency will continue to pay their portion of the insurance premiums for the first twelve weeks of your disability. You will be responsible for all insurance premiums normally deducted from your paycheck. After twelve weeks, you will be responsible for the full medical and/or dental insurance premium. If you do not return to work after your leave, you will be responsible for re-payment of all Agency-paid premiums.
If you do not return from leave on the expected date of return, you will be considered to have voluntarily resigned from your position with the Agency.
If you need a family leave, talk with your supervisor or Human Resources about the eligibility requirements and the documentation needed to qualify.
Personal leaves may be granted for personal emergencies or unusual circumstances not covered under the Disability or Family Leave categories. Unless an emergency warrants shorter notice, you are required to complete and submit a written leave request to your supervisor at least ten (10) working days prior to the beginning of your leave.
Depending upon staffing requirements, personal leaves must be approved by your immediate supervisor and may be granted in no more than 30 day increments. With continued justification and the appropriate approvals, your leave may be approved beyond that 30 day period; however, shall not continue beyond 12 weeks.
If you participate in the Agency’s medical or dental insurance plans, you will be responsible for the full monthly premiums for medical and/or dental insurance. The full monthly premium is equivalent to your normal payroll deduction for insurance and the premiums previously paid by the Agency.
If you do not return from leave on the expected date of return (the date approved by your supervisor), you will be considered to have voluntarily resigned from your position with the Agency.
If you have need of this type of leave, talk with your supervisor or Human Resources.
A Military Leave is intended for employees who, as part of their military obligation, are required to fulfill an active duty period, usually of 10 to 17 working days.
If you enlist or are drafted into military service, you may request a long-term military leave for the minimum period of enlistment required by the branch of service you have selected.
There may be times when you have responsibilities or particular needs that may warrant a change of work schedule. Should you be required to appear in court, be assigned Jury Duty or have a death in the family, talk with your supervisor about a possible temporary change in your schedule.