The following is the complete text of the CACC Staff Manual, as of 1st quarter 1999
The Center for Animal Care and Control,
Inc.
11 Park Place
New York, New York 10007
(212) 442-2076
STAFF MANUAL
TABLE OF CONTENTS
Introduction
Employment Practices
Staff Benefits
STAFF MANUAL
PREFACE
Welcome to the Center for Animal Care and Control, Inc. (CACC). We trust that you will enjoy your employment with us. In this handbook we will explain what the CACC expects from you and what you can expect from the CACC.
We have tried to use simple and clear language in order to avoid misunderstandings. If any statement is not completely clear, please ask your immediate supervisor to explain it. Also, do not hesitate to contact the Director of Human Resources to explain CACC policies.
This Staff Manual contains a summary of many but not all of the CACC's employment practices. This staffmanual may be changed at any time by the organization with or without notice. When specific benefit plans conflict with the staff manual, the benefit plan document will prevail. All employment related policies, whether written or oral, that existed prior to the issuance of the staff manual are null and void.
This booklet is not intended to be a contract or to include any contract terms. Rather, it is only intended to be a general outline of our policies. Employees who are subject to a Collective Bargaining Agreement may have rights and benefits different from those listed in this manual. Where a conflict exists between the Collective Bargaining Agreement and this manual, the Collective Bargaining Agreement will prevail for those employees subject to the Collective Bargaining Agreement. Neither the contents of this booklet nor any verbal statements by any officer or employee of the CACC should be considered as an assurance of continued employment. To the extent permitted by law and subject to any governing Collective Bargaining Agreement, employment at CACC is at will such that any staffmember may be terminated at any time, with or without cause. Only a written agreement signed by an officer of the CACC may bind the CACC to an employment contract of a fixed term.
The above notwithstanding, this manual, and the CACC's Shelter Operations Procedure Manual provide you with the information that will assist you in performing your job.
MISSION
The Center for Animal Care and Control was established in 1994 as a not for-profit organization under New York's Not-for-Profit Corporation Law 402 and IRS Code section 501(c)3 for the purpose of providing animal care and control services.
The CACCis committed to providing the most humane care possible for the hundreds of animals that are brought to our shelters each day. Our goal is to work together with the citizens of New York City, including area shelters and humane organizations, to reduce the number of homeless animals through increased adoption, spay/neuter programs and by heightening awareness about the responsibility of having an animal companion.
The CACC has numerous programs and provides numerous services. These include but are not limited to sheltering animals; picking up animals that are at-large, sick, or dangerous; returning lost animals to their owners whenever possible; providing for the adoption of homeless animals to responsible persons; and, when necessary, providing a humane and painless death.
PHlLOSOPHY
Three words sum up the CACC's operating philosophy: respect, loyalty, and teamwork. All staff of the CACC are expected to understand these concepts and apply them to their work.
Respect is defined by the CACC in several ways. First, self respect which is characterized by mature and responsible behavior, appropriate dress and good personal hygiene, reporting to work as scheduled and both ready and able to work, and compliance with work rules and the directions of ones supervisors. Staffwill be courteous, civil and respectful toward each other and toward all persons having business with the CACC on all occasions. Second, respect for animals which is characterized by their humane treatment. Third, is respect for co-workers which is characterized by a spirit of cooperation where everyone pitches in to do those jobs that need to be done without having to be directed to do so by supervisors. And fourth is respect for the public; which means dealing with them promptly and courteously, remaining professional even when they do not, and showing them by our words and deeds that the staff of the CACC are dedicated to the highest standards of conduct and a positive work ethic.
Loyalty is defined as respect and support for the organization that employs you. This involves building the CACC up through word and deed and never undercutting or "putting down" the organization either within the workplace or in the community. In short it means -- giving an honest days work to the CACC; never badmouthing the CACC (although constructive criticism and ideas for improvement offered through appropriate channels are encouraged and needed); never sabotaging the work, facilities, or equipment of the CACC; and resigning when you feel you can no longer be loyal to the CACC.
Teamwork is defined as collaboration in the workplace where everyone works together in a friendly and cooperative way to insure that all the jobs that need to be done are done well. It means attending staff meetings as scheduled and sharing ideas of how to do the work better and how to make the workplace a better place to work. It means when your work is done helping others whose work is not yet completed or finding other jobs that need to be done. In a team environment the phrase "that's not my job" is never appropriate because it is everyone's job to do whatever needs to be done to provide for the dual constituencies referenced earlier -- the animals and people of New York City.
These values of respect, loyalty, and teamwork are essential to the CACC's productivity and success, and to the success of staffboth collectively and individually.
FACILITIES AND SERVICES
The Center for Animal Care and Control operates facilities and provides services for animals and/or to the public at the following locations:
Manhattan Animal Shelter
326 East 110th Street
New York, NY 10029
(212) 722-3620
Brooklyn Animal Shelter
2336 Linden Blvd.
Brooklyn, NY 11208
(718) 272-7200
Bronx Pet Receiving and Adoption Center
464 East Fordham Road
Bronx, NY 10458
(718) 733-0743
Queens Pet Receiving and Adoption Center
92-29 Queens Blvd.
Rego Park, NY 11374
(718) 997-6330
Staten Island Pet Receiving and Adoption Center
3139 Veterans Road West
Staten Island, NY 10309
(718) 984-5935
Animal Pick-up and Seizure Service
2336 Linden Blvd.
Brooklyn, NY 11208
(718) 649-8600
Administrative Offices
11 Park Place, Suite 202
New York, NY 10007
(212) 442-2076
ORGANIZATlONAL CHART
On the following page is an organizational chart for the CACC. It is different from the hierarchical (pyramid shaped) type of chart you are probably used to -- and purposely so. As managers nationwide have worked to create more collaborative workplaces where teamwork was promoted and cooperation was valued, they instinctively knew that the hierarchical chart did not accurately reflect what they were trying to create. What emerged is what has come to be known as "flat field" organizational charts.
These "flat field" charts graphically illustrate a high degree of cooperative effort with the Board, the Executive Director, the Animal Care and Control Specialists and the staffwho make up the organization each playing an essential role. Within the large circle (light dotted line) which illustrates the oneness of the organization are several smaller circles for each of the operating units and within these are additional smaller circles for the work groups. Overlapping circles indicate a high degree of collaboration and working together, solid line arrows indicate coordination and communication, and dotted line arrows indicate communication.
While each operating unit's work, and individual's role and responsibility may be different, each is necessary to the smooth functioning of the overall organization. No one operating unit, work group, or individual can do it all alone -- each needs the others.
A "flat field" organizational chart better reflects the philosophy of teamwork and collaboration underlying the work of the CACC. That notwithstanding, there is and must be a chain of command. And that too is represented by the chart. If you are unclear about who supervises your work please see an Animal Care and Control Specialist or contact the Director of Human Resources at the CACC.
Throughout this manual, the terms staffand staffmember are used to refer to all employees. The terms supervisor or manager refer to Associate Animal Care and Control Specialists, Animal Care and Control Specialists, and Associate Service Representative.
GENERAL
EMPLOYMENT PRACTICES
The CACC abides by all the applicable fair employment practices and laws. As an equal opportunity employer, the CACC does not discriminate on the basis of race, creed, religion, color, national origin, age, sex, handicap/disability, sexual orientation, citizenship status, or marital status. The qualifications of applicants and stafffor the job will be the determining factor in the selection and promotion process.
GENERAL CONDUCT
Staff shall be governed by the ordinary and reasonable rules of good conduct and behavior, and will not commit any act tending to bring reproach or discredit upon the CACC. At no time will any staff member serve as spokesperson for the CACC unless directed in writing by the Director of Public Information or the Executive Director. Examples of general conduct expected include, but are not limited to:
Language -- Staff will not use inappropriate or insolent language to any other staff member of the CACC or to any person having business with the CACC.
Honesty --Staff of the CACC will be honest in their dealings with each other and with the public.
Alcohol and Recreational Drugs -- The use, sale, or distribution of alcohol or illegal drugs while on duty is prohibited as is reporting to work under the influence of drugs or alcohol.
Tobacco -- Staffmay not smoke inside any CACC facilities.
Safety -- Staffwill do everything in their power to insure their own, co workers', the public's, and the animal's safety while on the job.
Absenteeism -- Staffwill make every effort to be at work for their scheduled shifts and will not misuse sick time.
Tardiness -- Staffwill be on time for their scheduled shifts and realize that failure to do so increases the work load for their co-workers.
RESPONSE TO TUE PUBLIC
Staff of the CACC will be attentive to and take suitable action on reports and complaints by any member of the public. Staff members will provide accurate information and friendly service both in person and on the phone.
WORK ASSIGNMENTS
Staff members are assigned to locations and shifts according to the needs of the CACC. Cross training will be provided whenever possible and jobs may be rotated to allow use of new skills and prevent boredom. Actual assignments will be made depending on CACC needs, staff member skill levels, and staff member interests when possible.
CONFIDENTIAL INFORMATION
Any information concerning the CACC or its customers must be considered strictly confidential. Staffare cautioned not to give out any information to anyone without specific authorization by the Animal Care and Control Specialist supervising their work Inquiries from members of the media should be referred to the Animal Care and Control Specialist at the operating unit level and the Director of Public Information.
Any staff member who discloses confidential information about any other staff member, the CACC, or customers without authorization, or who uses his or her position to gain or alter information on themselves or any other individual, will be terminated immediately.
APPEARANCE AND DRESS CODE
Staff is required to convey a clean, neat and attractive appearance. While on-duty, all staff members will wear identification badges. Uniforms will be provided by the CACC for jobs which require them. Dress codes vary by work area and must be followed. Employees may be sent home, without pay, for failure to follow the dress code. This following code is set forth for your safety as well as the animals. Proper pants are to be worn while working at the shelter. This means no leggings or sweat pants. Jewelry must be kept to a minimum. If you are wearing a long necklace, you must tuck it into your shirt. No dangling earrings should be worn and only small loops will be accepted. Nose rings are not to be worn while you are working. Only closed toed shoes may be worn with a non-slippery sole. Clothing should not be form fitting, dirty or overly revealing. Baseball style hats may be worn while working in the kennel areas. Otherwise, hats/head coverings may only be worn for medical or religious reasons.
SUGGESTIONS
Staff suggestions for improvement are encouraged. A staffmember should share his or her ideas at staffmeetings or submit the idea or suggestion to the Animal Care and Control Specialist who supervises your work and then both you and that individual will present the idea or suggestion to the Animal Care and Control Specialist at the operational unit level. Feedback on the status of suggestions will be provided for those whose ideas or suggestions are actually implemented.
ENVIRONMENT
All staff are responsible for maintaining a clean working environment including the public areas of the CACC's shelters and pet receiving centers.
DRIVERS LICENSE
All CACC staffwho are required to have a valid New York State drivers license must verify that they have such a license annually and are required to notify their supervisor if their license is revoked or suspended. It is the supervisor's responsibility to insure all staffmember's licenses are current.
EMPLOYEE STATUS
A full-time staff member is one who normally works a 3 5 hour work week. A part-time staff member is one who is normally scheduled to work 14 hours or less a week. Part-time staffmembers may from time to time work up to 28 hours in a one week period.
TIME SHEETS
Time sheets are used by all personnel. They are the basis for computing paychecks. It is the staff member's responsibility to ensure that the time sheet is accurate. Falsification of time cards including, signing in or out for another staffmember is strictly prohibited and disciplinary action will be taken.
SICK CALLS
In order to obtain paid sick leave, an employee must notify the Shelter Director or Shelter Manager by pager. If no response is received from the page, the employee must telephone the Shelter Director/Manager and leave a message if necessary. Staff members must give notice of the sickness at least two (2) hours prior to the employee's required reporting time, except in cases of a bona fide emergency in which event he/she shall notify his/her supervisor as soon as possible. An employee who is ill on a holiday or his/her regularly scheduled workday preceding a holiday or his/her regularly scheduled workday following a holiday may be required to produce a bona fide doctor's certificate attesting to the illness.
OUTSIDE EMPLOYMENT
The CACC has no restrictions on outside employment provided it does not interfere with the staff member's working ability at the CACC and does not constitute a Conflict of Interest as described in the CACC's Internal Control Manual. However, those whose outside employment involves working with animals should insure that humane standards are maintained and must report such work to their supervisor.
PAYROLL DEDUCTIONS
There are two types of deductions: those required by law and those authorized by the staff member.
Those required by law include:
1) the amount required by Federal and State law for income tax,
2) the amount required by Federal law for Social Security Tax (FICA),
3) any other withholding required by state or city laws, and
4) the amount required to satisfy "garnishments, assignments, and/or orders of withholding for child support and/or maintenance."
Those authorized by the staffmember may include:
1) health and dental insurance plan fees,
2) tax deferred annuity plan contribution (TDA), and
3) other miscellaneous deductions as authorized by law.
Advances on salary will not be granted.
PAY DAYS AND OVERTIME
Staff members are paid bi-weekly on Fridays for the previous pay period. Checks will be direct deposited, for those staff members desiring such service, or will be distributed at your work site. (Note -- direct deposit provides both security and instant access to funds. Check with your bank as some reduce other fees for customers having direct deposit.) Non supervisory staffare eligible for overtime pay if they work more than 37.5 hours in a week.
"Docked" time (time you will not be paid for) is removed in 15 minute increments starting at 8 minutes past each quarter hour.
Sick leave, vacation, holidays and any other time offwill not be considered in the computation of overtime pay at time and one half.
Supervisory and professional staffare not eligible for overtime pay. They may, however, earn compensatory time upon approval of the Animal Care and Control Specialist who supervises their work. Compensatory time is an unpaid increment of time spent working more than the normal 35 hours work week. Compensatory leave days are not to be taken in succession and the staff member must notify the supervisor at least ten working days prior to the absence. Employees earning compensatory time after January I, 1997 will not be paid for such compensatory time when leaving employment of the CACC.
MEAL TIMES AND BREAKS
A 1 hour meal break is provided. This break is to be taken in designated areas or off CACC premises. Meal breaks should be taken at such a time that the normal work of the CACC is not disrupted. Each union employee working a full shift shall have two (2) fifteen (15) minute rest periods for each work day, one in the first half of the shift and one in the second half of the shift, as scheduled by your supervisor.
WORK RELATED ACCIDENTS
Work-related accidents must be reported immediately to a supervisor. The Director of Human Resources must be notified by shelter management at the earliest opportunity and an accident report must be filed. Failure to report an accident will be grounds for termination.
GRIEVANCES
Grievances related to harassment or unfair employment practices, should be reported to the Director of Human Resources and shall be governed where applicable by the appropriate collective bargaining agreement. Other problems in the workplace should be discussed with the Animal Care and Control Specialist who supervises your work.
TRAINING
The CACC is committed to providing training opportunities for all staff. This may include in-house training, attendance at seminars, and experts brought on site. All staff members are encouraged to take advantage of training opportunities offered and will be expected to use new ideas learned in their work.
ANNUAL PERFORMANCE APPRAISAL
The CACC will endeavor to conduct formal appraisals of performance annually. However, supervisors will be expected to provide feedback on performance both positive and, if needed, negative on a regular basis.
Performance Reviews may be based on input from both the staff member and the Animal Care and Control Specialist who supervises their work. It may include an analysis and discussion of work done over the past twelve months and plans for improvement in areas found to be lacking.
PROMOTIONS
Consistent with our employment needs, it is the CACC's policy to promote from within where possible. The CACC will endeavor to post all jobs at all facilities along with information on how to apply. When looking for staff members to promote, primary considerations will be given to qualifications for the job, demonstrated ability, past and present job performance, demonstrations of commitment to the CACC's philosophy of respect and teamwork, and special skills as they relate to the job description.
Part time staffmembers with good work records will be given consideration when full time openings in their work area occur. Part time staffmembers should let the Animal Care and Control Specialist who supervises their work know if they are interested in full time employment.
TRANSFERS
Any staffmember who would like to be considered for a transfer to another shift, job assignment, or location should first discuss it with his or her supervisor. Transfers will be considered when an opening exists and when it is in the best interest or needs of the CACC. Involuntary transfer will be made if required for the smooth functioning of the CACC.
TERMINATIONS
Voluntary -- the CACC requests a two week notice of anticipated voluntary termination, and requests a termination notice in writing, stating the reason and anticipated last day of work. Personal, vacation, or sick days may not be taken within last 2 weeks of employment.
Involuntary -- Examples of situations that may result in termination include, but are not limited to:
1) Inhumanity to any animal.
2) Gross insubordination which is the outright refusal to follow directions
or obey legitimate orders of supervisors.
3) Unsatisfactory job performance.
4) Failure to follow procedures.
5) Failure to report problems that may be detrimental to the CACC.
6) Willful abuse of the buildings or equipment.
7) Threats, intimidation, coercion, or interference with fellow staffmembers
on or offCACC property.
8) Incompetence or inefficiency where an animal in our care, a co-worker,
visitor, or clients' welfare is jeopardized.
9) Possession, sale or distribution of illegal drugs, or reporting for work
under the influence of illegal drugs or alcohol.
10) Unauthorized or excessive absence.
11) Theft, vandalism, or other dishonest/illegal acts.
12) Failure to report an accident.
13) Horseplay resulting in injury to self or others, or destruction of property.
14) Harassment.
15) Fighting.
With all terminations, employees are required to submit an exit interview.
EMPLOYMENT OF RELATIVES
The CACC will not employ members of the immediate families of Animal Care and Control Specialists at the same site or location. Staff members may not transfer to a location supervised by a member of his or her immediate family. (Immediate family is defined under "Bereavement Leave" on page 20 of this manual).
ANTI-HARASSMENT POLICY
Policy Statement
The CACC believes in the dignity of the individual and recognizes the rights of all people to equal opportunities. In this regard, the company has a long standing policy to provide a work environment that is wholesome, safe, conducive to good job performance and free from discriminatory practices.
Scope
No employee, including supervisors, managers, or executives, shall be allowed to harass any other employees or member of the general public by exhibiting behavior including, but not limited to, the following:
Sexual Harassment
Procedures to prevent sexual harassment as defined by the EEOC and restated here under Definition of Sexual Harassment.
1. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. Unwelcome sexual advances are considered unlawful when ( 1 ) submission to such conduct is expressed either explicitly or implicitly as a term or condition of an individual's employment, (2) submission or rejection of such conduct by an individual is used as the basis for employment decisions, such as promotion, transfer or termination, or (3) such conduct has the purpose or effect of substantially interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment.
2. Specific behaviors that might be considered sexual harassment include, but are not limited to, the following:
3. All employees are forbidden to engage in any form of sexual harassment, as defined above under Definition of Sexual Harassment.
Verbal Harassment
Specific behaviors that will be considered verbal harassment include, but are not limited to, the following:
Physical Harassment
Specific behaviors that will be considered physical harassment include, but are not limited to, the following:
Visual Harassment
Specific items that will be considered visual harassment include, but are not limited to, the following:
Supervisors' Responsibilities
Supervisors are responsible for ensuring a work environment free from unsolicited, unwelcome and intimidating sexual, verbal, physical or visual overtures and must promptly take appropriate action when instances of sexual, verbal, physical or visual harassment come to their attention.
Employees are encouraged to report violations of this policy to their supervisor or the Human Resources Department. When a violation of this policy comes to the supervisor's attention, the Human Resources Department should be informed immediately. Individuals who report such violations in good faith will not be retaliated against for doing so.
Procedures for Reporting and Investigating Harassment
1. Employees are expected to report incidents of harassment as soon as possible, after their occurrence, to the Human Resources Department.
2. To whatever extent possible under the circumstances, the confidentiality of the individual submitting or named in the report will be maintained.
3. Charges of harassment will be investigated by the Human Resources Department.
4. Employees who believe that they have been unjustly charged with harassment will be afforded every opportunity to offer and present information in defense. To whatever extent possible under the circumstances, the confidentiality of such information will be maintained.
Penalty for Violation of the Harassment Policy
Any employee who is found to have committed an act of sexual, verbal, physical or visual harassment will be subject to disciplinary action, up to and including termination.
CHANGE OF EMPLOYEE STATUS
In order to ensure that proper persons may be contacted in the event of an emergency and to keep personnel files up-to-date, all staff members should notify both the Animal Care and Control Specialist supervising their work and the Director of Human Resources immediately whenever there is a change in any of the following:
Name
Address
Telephone Number
Marital status
umber of dependents
Person to notify in case or accident or illness
Eligibility to be lawfully employed in the U.S.
VEHICLES
Vehicles owned or leased by the CACC may only be used on CACC business and by authorized personnel and when not in use must be parked at its assigned location. Fuel for CACC vehicles must be obtained in accordance with rules provided by your supervisor.
TARDINESS
Tardiness (being late for work) means that every other person must work harder to insure that not only their own but your work gets done. There may be times when it just cannot be helped, but chronic tardiness is a problem that must be handled in accordance with disciplinary policy. Tardiness of more than 8 minutes will result in "docked" pay in accordance with the policy stated earller.
VISlTORS AND PERSONAL PHONE CALLS
Visits by friends to the workplace and personal calls (incoming or outgoing) during work hours are not allowed. Exceptions are made for emergency situations only.
PERSONNEL LAWS
Employment Verification -- compliance with the Immigra~io~l Reform and Con~rol Act of 1986 requires that each staff member complete an I-9 form and provide proof as detailed on the form that he or she is eligible for employment in the United States of America. Changes in an employee's citizenship status must be reported to the Director of Human Resources.
Family Leave -- The Family and Medical Leave Act of 1993 (FMLA) applies to all private sector employees who employ 50 or more employees for at least 20 work weeks in the current or preceding calender year and who are engaged in, or affect, commerce - including joint employers and successors of covered employers.
Employee Eligibility:
To be eligible for FMLA benefits, an employee must:
(1) work for a covered employer;
(2) have worked for the employer for at least a total of 12 months;
(3) have worked at least 1,250 hours over the prior 12 months; and,
(4) work at a location where at least 50 employees are employed by the employer within 75 miles.Leave Entitlement:
A covered employer must grant an eligible employee up to a total of 12 work weeks of unpaid leave during any 12 month period for one or more ofthe following reasons:
(1) for the birth or placement of a child for adoption or foster care;
(2) to care for an immediate family member (spouse, child, or parent) with a serious health condition; or,
(3) to take a medical leave when the employee is unable to work because of a serious health condition.Job Benefits and Protection:
For the duration of FMLA leave, the employer must maintain the employee's health coverage, under any "group health plan." Upon return from FMLA leave, an employee (unless designated as a "Key" employee who is salaried among the highest ten percent of employees within 75 miles of the worksite) must be restored to his or her original or equivalent position with equivalent pay, benefits, and other employment terms and conditions. The use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee's leave. An employee using FMLA leave may first be required to use all personal, vacation and sick days before using leave under FMLA.
Notice and Medical Certification:
Employees seeking to use FMLA leave may be required to provide:
(1) 30 day advance notice of the need to take FMLA leave when the need is foreseeable;
(2) medical certifications supporting the need for leave due to a serious health condition affecting the employee or an immediate family member;
(3) second or third medical opinions and periodic recertification, at the employer's expense;
(4) periodic reports during FMLA leave on the employee's status and intent to return to work; and,
(5) a "fitness-for-duty" certification to return to work.The FMLA makes it unlawful for any employer to:
(1) interfere with, restrain, or deny the exercise of any right provided under FMLA;
(2) discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA.
STAFF BENEFITS
HOLIDAYS
The following paid holidays are currently recognized by the CACC for full-time staff:
New Year's Day (January 1 st)
Martin Luther King's Birthday (third Monday in January)
President's Day (third Monday in February)
Memorial Day (last Monday in May)
Independence Day (July 4th)
Labor Day (first Monday in September)
Thanksgiving Day (last Thursday in November)
Day after Thanksgiving (last Friday in November)
Christmas Day (December 25th)
A full-time employee whose regular "day off" falls on one of the above holidays is entitled to a day off at another time, but the full-time employee must use such holiday within 60 days of that holiday.
VACATION POLICY
The CACC provides annual vacation, with pay, to all regular full-time staff. Your vacation depends upon your category of employment and your length of service. Full-time employees are not eligible to use their vacation time until they have worked for the CACC for six months. After this period, full-time employees may take their annual vacation. However, as vacation time accrues on a monthly basis, full-time employees taking vacation not yet accrued will be required to reimburse the CACC for this time if the employee leaves employment of the CACC before accruing the vacation time already taken. If you have any questions regarding the monthly accrual, please contact the Human Resources Department. Vacation may be accumulated, however, no more than ten days may be carried over from year to the next. No payments will be made in lieu to taking vacation except as determined by management. Staffmembers should give the Animal Care and Control Specialist who supervises their work notice of his or her vacation dates as soon as possible. Preferences for vacation periods will be based upon the needs of the CACC, length of service, current workloads, and faimess to other staff in the workplace.
If a paid holiday falls within the vacation period, the staff member will not be charged for a vacation day for the holiday. Vacation pay will be computed at the staff member's regular straight-time hourly rate. Vacations must be taken in at least one working day increments.
With the exception of military leave, there will be no vacation accrued for employees on leaves of absence or unpaid sick leave.
SICK DAYS
The purpose of sick days is to protect staff members from loss of earnings because of nonjob related illness or injury and, therefore, should not be used for purposes other than those outlined in this policy.
Sick leave benefits are not convertible into cash at termination whether voluntary or involuntary. Sick leave may only be taken after the successful completion of the probationary period. Full time employees are eligible to take up to 7 days per year and part-time employees up to 2 days per year. Staff members are permitted to carry over unused sick days into the next year up to a maximum of 14 days. Paid sick leave may be used in no less than one-hour increments.
It is intended that sick leave will be used during the course of a bona fide personal illness. For any medical absence, a statement from the staff member's physician may be required.
Staff may use sick leave for those periods when the staffmember is needed at home due to serious illness in his or her immediate family or when doctor or dental appointments cannot be made outside regular working hours. Documentation from the dentist or physician may be required to justify such an absence.
An employee must bring a doctor's note for absences for 3 or more days.
BEREAVEMENT LEAVE
Staff members may be allowed leave of up to three consecutive workdays with pay in the event of a death in his or her immediate family. Immediate family is designated as your spouse, registered domestic partner, child, parent, parent of spouse or registered domestic partner, grandparent, brother or sister of staff member's parents, brother or sister of the staffmember's spouse or registered domestic partner. The staff member may be asked to submit a copy of the death certificate upon return from bereavement leave.
PERSONAL LEAVE
Personal leaves of absence must be approved by the Executive Director and will be limited to a period of 30 days. A leave of absence is without compensation. Health insurance coverage is at the option of the staffmember -- to continue coverage, the staff member must pay future premiums. Vacation or sick time will not be accrued during a leave of absence. Personal and vacation time must be used before being eligible for a leave of absence.
JURY DUTY
Whenever a staff member is required to serve as a juror during regular working hours, the staff member must sign over the endorsed jury voucher to the CACC in order to receive regular pay based on the 35 hours work week.
MILITARY DUTY
If a staff member is a member of the military reserve, he or she must give the required notice under applicable law for any weekend drills and/or annual training weeks. The staff member will be permitted to return to the same position, rate of pay and accrued vacation time. There will be no compensation for the time spent away from the job.
INSURANCE PROGRAMS
After the successful completion of the probationary period the CACC will offer eligible staff and their dependants various insurance benefits. These benefits are provided on either a cost-sharing or fully paid basis. Separate "Summary Plan Descriptions" are provided for staff members which describe in detail coverage for a Health Insurance Plan and a Dental Insurance Plan.
PERSONAL DAYS
After one year of employment, full-time non-managerial staff members are entitled to one day of personal leave with pay during the next calendar year. These personal days are separate from sick leave and cannot be carried over from year to year.
Personal leave will not be treated as time worked for overtime purposes and must be arranged for in advance with the Animal Care and Control Specialist who supervises your work. This time must be taken in at least one-half day increments. Unused personal leave will not be reimbursed at termination whether voluntary or involuntary.
TAX DEFERRED ANNUITY (TDA)
Full-time employees are eligible to join the CACC's tax-deferred annuity after 30 days of such employment. A separate "Summary Plan Description" is provided for staffmembers which describes the annuity in detail.
PET ADOPTION TO STAFF MEMBERS
After the successful completion of the probationary period, there is
no charge for a single animal adoption for part-time or full-time staff.
Requests for adoption must be submitted in writing and approved by the Animal
Care and Control Specialist at the operating unit level. The adoption of
exotic animals is not permitted. Failure to abide by these requirements
may result in disciplinary action including possible termination. The CACC
reserves the right to decline an employee's adoption of animal pursuant
to normal adoption screening criteria.