Leave

All time off is to be approved by an employee’s supervisor and requested in advance through the Employee Navigator online portal (or by other means as determined by the Administrator).

Full-time employees are eligible for 13 paid holidays a year. When a holiday falls on Saturday, the previous Friday will usually be used as the holiday. When a holiday falls on Sunday, the following Monday will usually be used. The specific holiday dates will be provided to employees early in the year. Observed holidays when the facility is officially closed are as follows:

New Year’s Day - January 1

Martin Luther King Day - Third Monday in January

Presidents Day - Third Monday in February

Good Friday - Varies; in March or April

Memorial Day - Last Monday in May

Juneteenth - June 19

Independence Day - July 4

Labor Day - First Monday in September

Thanksgiving - Fourth Thursday in November

Thanksgiving - Friday Day after Thanksgiving

Christmas Eve - December 24

Christmas Day - December 25

Floating Christmas holiday - Determined by the Administrator early in each calendar year

Full-time employees may take paid vacation time as set forth herein.

Vacation benefits are based upon classification of the employee and length of service at Tenth. During the first calendar year (whether full or partial) of employment, full-time employees will accrue vacation days at the rate of one (1) day per month worked, with a maximum of ten (10).

Pastoral staff receive twenty (20) days of vacation per year after the first calendar year of employment.

Administrative staff start at ten (10) days of vacation after the first calendar year of employment and earn additional vacation days based on their years of service as noted below.

Length of Continuous Service - Number of Vacation Days

Calendar year 1 (full or partial) - up to 10, as described above

Calendar years 2 through 5 - 10

Calendar years 6 through 15 - 15

Calendar year 16 and forward - 20

Vacation days will be earned (accrued) evenly over the first ten (10) months of the year. Employees can “borrow” up to half their annual vacation days for use early in the year. Should an employee end employment with Tenth with a vacation day deficit (more days borrowed than earned), an adjustment will be made to the final payroll check. Should an employee end employment with Tenth with earned unused vacation days, pay for these days will be included in the final payroll check. In the event of involuntary termination, no pay for unused vacation days will be granted.

Earned vacation must be taken by December 31 of any calendar year, with the exception that up to five (5) days may be carried over into the next calendar year.

Vacation requests should be submitted via our Employee Navigator online portal (or by other means as determined by the Administrator) for the purposes of record keeping and approval. Employees should submit vacation requests well in advance to avoid scheduling conflicts with other employees. Every effort will be made to accommodate vacation requests. Vacation should not be held and stacked at the end of the year. Please see the Administrator with any questions about earned vacation.

Full-time employees are eligible for eight (8) sick days per year. Sick days are to be taken when you are sick or physically unable to work, for the illness of a family member, or for leave due to domestic abuse or sexual assault. Sick days may not be carried over into the next calendar year.

Part-time employees accrue paid sick time at the rate of one (1) hour of sick time for every forty (40) hours they work, in accordance with the Philadelphia Paid Sick Time Ordinance. Part-time employees who have accrued unused sick leave may carry it over to the following calendar year. A part-time employee’s use of sick time in each calendar year is limited to forty (40) hours.

Employees may be required to provide written documentation from an appropriate health care provider for absences due to health or medical reasons if they are absent for three (3) or more consecutive workdays or for absences of any length of time if Tenth determines, in its sole discretion, that a pattern of leave abuse does or may exist. This documentation must indicate that the employee’s absence from work is/was necessary and indicate when the employee is able to return to work.

Tenth will not retaliate against employees who exercise their sick leave right.

Full-time employees are eligible for four (4) personal days per year. Personal days may not be carried over into the next calendar year. These may be used for any personal reason, such as stress days, funerals, and voting.

Tenth will provide family and medical leave to eligible employees in accordance with the Family and Medical Leave Act of 1993 (FMLA) as now enacted and subsequently amended and any applicable state laws. An unpaid leave of absence for up to 12 weeks during any 12-month period may be granted for family or medical reasons described in this Family and Medical Leave Policy. Tenth calculates the leave availability using the rolling 12-month period measured backward from the date an employee uses any FMLA leave. Under this method, each time an employee takes FMLA leave, the remaining leave entitlement would be any balance of the 12 workweeks which has not been used during the immediately preceding 12 months. To be eligible for family or medical leave under this policy, an employee must have been employed with Tenth for at least 12 months (continuous or accumulated) and have worked at least 1,250 hours during the immediately preceding 12 months.

Qualifying Reasons for Leave

An eligible employee may request leave upon the occurrence of one or more of the following events:

The birth of a child (see Parental Leave, below)

The placement of a child in the employee’s household for adoption (see Parental Leave, below)

To provide care for a spouse, parent, son, daughter, or child for whom the employee assumes parental obligations, which has a serious health condition.

To care for the employee’s own serious health condition that prevents the employee from performing the essential functions of his or her job.

Any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a military member on covered active duty.

An eligible employee may also take up to 26 workweeks of FMLA leave in a single 12-month period to care for a covered servicemember with a serious injury or illness if the employee is the spouse, son, daughter, parent or next of kin of the servicemember (military caregiver leave).

Notice of Request for Leave

Where the need for leave is foreseeable, the employee must provide not less than thirty (30) days’ written notice to the Administrator and the Chairman of the Personnel Committee requesting leave under this policy. However, if circumstances require leave to begin in less than thirty (30) days, the employee must provide such written notice as soon as is practicable.

Certification

A request for medical leave (for either an employee or a family member) must be supported by an appropriate medical care provider’s certification.

Benefit Continuation

While on authorized leave under this policy, the employee's medical benefits (to the extent provided by Tenth) will continue to be covered by Tenth, and the employee is responsible for continuing to pay any contribution he or she normally makes. Should the employee fail to return to work at the expiration of the leave, the employee will assume full financial responsibility for his or her medical coverage, subject to any requirements under the Consolidated Omnibus Budget Reconciliation Act (COBRA), if applicable. Tenth will not seek to recover its share of the employee’s health benefit premium payments when prohibited by law, such as when the employee remains unable to work due to a serious health condition or other circumstances beyond the employee’s control.

Upon Return to Work

Upon return to work from an authorized leave under this policy, Tenth will restore the employee to the position he or she held when the leave commenced, or to an equivalent position with equivalent employment benefits, pay and other terms and conditions of employment. An employee who is deemed a “key employee” may not be guaranteed reinstatement following FMLA leave. A key employee is defined as a salaried employee who is among the highest paid 10 % of all the employees working for the employer.

Any ambiguities as to leave entitlement, pay, eligibility or otherwise in the administration of this policy shall be resolved by Tenth in its sole discretion subject to the legal requirements of the FMLA. If you have questions about this policy, please contact the Administrator.

Tenth Presbyterian Church will provide paid parental leave to employees following the birth of an employee’s child or the placement of a child (17 years of age or younger) with an employee in connection with adoption or foster care. Up to 12 weeks of paid parental leave will be provided, with the first six weeks at 100 % pay and the following six (6) weeks at 50 % pay. This policy will run concurrently with Family and Medical Leave Act (FMLA) leave, as applicable.

Eligibility

Eligible employees must meet the following criteria:

• Have been an employee of Tenth Presbyterian Church for at least six (6) months

• Be an employee regularly scheduled to work 14 or more hours per week

• Temporary employees and interns are not eligible for this benefit

• If the employee would typically be in an inactive status for part of their parental leave (e.g., teachers in the summer), their leave would be unpaid for that period of time

Amount, Time Frame and Duration of Paid Parental Leave

• Eligible employees will receive a maximum of twelve weeks of paid parental leave per birth, adoption or placement of a child/children, with 100 % of pay for weeks one to six (1-6) and 50 % of pay for weeks seven to twelve (7-12).

• Approved paid parental leave may begin up to six (6) weeks prior to the due date or planned date of adoption or placement. Employees must take paid parental leave in one continuous period of leave and must use all paid parental leave within 12 months of the date of birth, adoption or placement.

• Additional weeks of unpaid leave or return to work on an adjusted or reduced schedule for defined period of time may be approved upon request at the sole discretion of Tenth Presbyterian Church and considering work coverage.

• Upon termination of the individual’s employment at Tenth Presbyterian Church, he or she will not be paid for any unused paid parental leave for which he or she was eligible.

Coordination with Other Policies

• Paid parental leave taken under this policy will run concurrently with leave under the FMLA; any leave taken under this policy will be counted toward the 12 weeks of available FMLA leave per a 12-month period. All other requirements and provisions under the FMLA will apply.

• Employees will not accrue vacation time during paid or unpaid parental leave; however, employees will maintain all other benefits during both paid and unpaid parental leave periods.

• An employee who takes paid or unpaid parental leave but does not qualify for FMLA leave will be afforded the same level of job protection as if the employee were on FMLA-qualifying leave.

Requests for Paid Parental Leave

• The employee will provide her or his supervisor with notice of the request for leave as soon as practical and at least sixty (60) days prior to the proposed date of the leave (or if the leave was not foreseeable, as soon as possible). The employee may be asked to provide documentation or substantiation of their request.

In the case of employees who are not FMLA eligible, a leave of absence may be available for serious reasons, in the sole discretion of Tenth management. Tenth employees are expected to notify their supervisor about the need for a Leave of Absence for medical or other serious reasons. This leave may be up to a maximum of 12 weeks. The employee should complete a Leave of Absence Request Form and submit the form to his or her supervisor as early as possible, especially for extended absences, to allow the supervisor and other appropriate staff to coordinate and reassign work responsibilities.

The supervisor will review the request with the employee and state the conditions of the Leave of Absence, if granted. The supervisor will also respond in writing, repeating the conditions of the Leave of Absence.

During this time, the employee will not be paid, and will not earn benefits other than health insurance. However, the employee may be permitted to exhaust his/her accrued paid vacation, personal and/or sick days during the leave of absence. Tenth will continue paying health insurance benefits during this leave unless the employee is covered by another plan, subject to the monthly employee premium contribution. This leave will not jeopardize or reduce the employee’s pension benefits.

Jury Duty

Tenth Church will cooperate fully with local, state, and federal courts allowing its employees to serve on juries without financial loss. Tenth Church will pay the employee the difference between the amount received for jury duty and his or her regular wages for that week, up to two (2) weeks. An employee on jury duty will be expected to work as much of his or her regularly scheduled shift as the jury duty schedule permits. Tenth Church will pay regular wage for that period of time.

If an employee holds a position essential to the operation of Tenth Church or in the event that the absence of an employee from work over a long period of time (some trials can go on for months) would cause a hardship to the church staff, the employee and/or Tenth should petition the court to excuse the employee from serving.

If an employee receives a court summons for jury duty, he/she will notify their supervisor and provide a copy of the court summons for their file. Employees are expected to make up for missed work to the extent practical.

Military Leave

Employees returning from active military service are entitled to reinstatement rights in accordance with federal and state law. Employees are expected to provide advance notice of the impending service in accordance with federal and state law.

Employees who are required as members of the National Guard or a reserve unit, to attend a training period not exceeding two (2) weeks will be granted the necessary time off in accordance with federal and state law. Such employees will be paid the difference in the amount they receive from the government for this training and their regular wages for that period. These employees must present a statement from the commanding officer as to the length of training and the amount of compensation received for the period of training.

Philadelphia Wage Theft Notice

Employees who perform work in Philadelphia and believe they have not been paid for all of the wages they have earned, may file a complaint for unpaid wages under the Philadelphia Wage Theft Ordinance (PWTO) Philadelphia Code, Chapter 9-4300.

Retaliation against an employee who files such a complaint is prohibited. Each employee has the right to file a complaint or bring a civil action if Tenth fails to pay all wages earned by the employee.

Pennsylvania Crime Victim Leave

Eligible employees may take time off from work to comply with a subpoena or other court order to serve as a witness in a criminal proceeding or to attend a criminal proceeding.

Employees are eligible for time off under this policy if they are: (1) the victim of the crime at issue in the proceeding; (2) related to the victim within three (3) degrees of the employee (i.e., parents, grandparents and greatgrandparents; brothers and sisters, nephews and nieces; uncles and aunts; children, grandchildren and greatgrandchildren); (3) are in a common-law relationship with the victim; or (4) living in the same household with the victim.

An employee who is the perpetrator of the crime is not eligible for time off.

Time off under this policy from work will be unpaid unless the employee elects to use accrued vacation subject to the terms of the vacation policy.

Pennsylvania Living Donor Protection

Eligible employees (employees who are covered by the FMLA) may take time off to donate all or part of an organ or tissue (for example, bone marrow) for use in human transplantation. Eligible Employees may take up to 12 weeks of leave for the donation and recovery from the donation. Eligible employees may also take time off to care for a spouse, child or parent who is making or receiving an organ or tissue donation. Documentation confirming the needed time for preparation and recovery may be required. Time off under this policy will run concurrently with FMLA leave and will be unpaid unless the employee elects to use available accrued leave.

Pennsylvania Emergency Responder Leave

Employees who are active volunteer firefighters, fire police or members of a volunteer ambulance service or rescue squad will be provided with time off from work or excused for being late to work when late or absent for the purpose of responding to a fire or ambulance call prior to regular hours of employment.

Employees must make every effort to notify their managers that they may report to work late or be absent from work in order to respond to an emergency call prior to the employee's regular hours of employment.

Tenth may require an employee to submit a written statement from the chief executive officer of the volunteer fire company, ambulance service or rescue squad documenting the time of the call and the employee's presence at the scene.

Tenth will not discriminate against any employee who has been injured in the line of duty as a volunteer firefighter, fire police officer, or member of a volunteer ambulance service or rescue squad or who has received workers' compensation benefits as a result of such an injury.

Time off under this policy from work will be unpaid unless the employee elects to use available accrued leave.

Philadelphia Domestic Violence, Sexual Assault or Stalking Victim Leave

Employees who are victims of domestic violence, sexual assault, stalking, or coercive control, or who have a family or household member who is a victim of domestic violence, sexual assault or stalking, may take up to eight (8) weeks of unpaid leave in any 12-month period. Employees may, but are not required to, use any available paid leave.

Employees may use leave to do any of the following for themselves or for their family or household members:

• Seek medical attention for, or recover from, physical or psychological injuries caused by domestic or sexual violence or stalking;

• Obtain services from a victim services organization;

• Obtain psychological or other counseling services;

• Participate in safety planning, temporarily or permanently relocate, or take other actions to increase safety from future domestic or sexual violence or to ensure economic security; or

• Seek legal assistance or remedies to help ensure health and safety including preparing for or participating in any civil or criminal legal proceeding related to or derived from domestic or sexual violence.

Employees requesting leave under this policy must provide their manager at least 48 hours advance notice of their intention to take the leave. If 48 hours advance notice is not practicable, notice should be provided as soon as it is practical. Tenth may require the employee to provide certification within a reasonable period that states the employee or the employee's family or household member is a victim of domestic violence, sexual violence or stalking; and the reason for the leave (e.g., legal assistance).

Leave taken under this policy may be taken intermittently or on a reduced work schedule. Where they overlap, leave taken under this policy will run concurrently with leave under the Family and Medical Leave Act and may run concurrently with leave available under other state or local laws. Health benefits will be maintained through the leave period to the extent and under the same terms as they are maintained when the employee is not on a leave of absence. Time off under this policy from work will be unpaid unless the employee elects to use available accrued leave.