Title: | Authorized Leave with Pay | Publication date: | 4/26/2022 | Effective date: | 10/25/2010 |
POLICYA. PurposeBerkeley Lab offers authorized leave with pay to exempt employees in consideration of unusual circumstances or unusual effort. B. Persons AffectedThis policy applies to non-represented employees. Represented employees should refer to their collective bargaining agreements. C. ExceptionsRequests for exceptions that exceed what is allowed under current policy or that are not expressly addressed by current policy are considered exceptions to policy. A request for an exception to policy requires, at a minimum, the approval of the Chief Human Resources Officer. D. Policy Statement- General. For exempt employees only, in consideration of unusual circumstances or unusual effort, leave of absence with pay may be granted as described below. Such leave may not be used, however, to balance extra work on an hour-for-hour basis. Normally, authorized leave with pay will not be used in connection with vacation time. Exceptions to this limitation may be made by the division director when such action is in the best interests of the division work schedule.
- Up to three workdays in a month may be granted by the division director with supporting explanation of the unusual circumstances or unusual effort requiring the leave.
- More than three workdays a month may be granted only with the approval of the Laboratory Director.
- However, for unusual circumstances only up to five working days of leave with pay may be granted by the Laboratory Director. If adequate sick leave and vacation credits exist, leave will be charged to such credits.
E. Roles and ResponsibilitiesManagers, supervisors, and employees have the responsibility to adhere to the provisions of this policy. F. Definitions/AcronymsTerm | Definition | Exempt employees | Exempt employees are defined as employees who, based on their duties performed and manner of compensation, shall be exempt from the minimum-wage and overtime provisions of the Fair Labor Standards Act (FLSA). Because of hourly pay practices, an employee appointed to work a variable-time schedule in an exempt title shall be treated as a non-exempt employee subject to FLSA minimum-wage and overtime provisions. Exempt employees shall be paid an established monthly or annual salary and are expected to fulfill the duties of their positions regardless of hours worked. Exempt employees are not eligible to receive overtime compensation or compensatory time off, and are not required to adhere to strict time, record keeping, and attendance rules for pay purposes. Exempt titles are identified in title and pay plans. |
G. Recordkeeping RequirementsNone H. Implementing DocumentsNone I. Contact InformationFor more information, contact your division's HR Field team. Feedback on HR policies or procedures is welcomed. Send comments to hrpolicies@lbl.gov J. Revision HistoryDate | Revision | By whom | Revision Description | Section(s) affected | Change Type | 1/2/2012 | 0 | M. Bello | Rewrite for wiki (brief) | All | Minor | 11/14/2014 | 1 | L. Westphal | Rewrite for wiki (policy) | All | Minor | | 4/26/2022 | 1.1 | W. Crosson | Periodic review: minor reformatting and editing; updated contact info links | All | Editorial |
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