III. EMPLOYEE BENEFITS AND PRIVILEGES

A. COST OF LIVING ADJUSTMENT
As per section 5 of the EA Contract, “Cost of Living Adjustment.”

B. HOLIDAYS

1. The administrative holiday schedule of the University of California shall be followed for Regular Employees. Each Regular Employee shall select ten of the twelve days as holidays.
2. Whenever a holiday falls on a Sunday, the following Monday is observed as a holiday or equivalent time off is given, whichever is deemed by the Executive Director to best fit operations.
3. Whenever a holiday falls on a Saturday, the previous Friday is observed as a holiday or equivalent time off is given, whichever is deemed by the Executive Director to best fit operations.
4. Regular, Part-time, and temporary employees will receive holiday pay based on their scheduled average daily hours. Employees scheduled for fewer than four days per week will receive holiday pay based on their scheduled number of hours per week divided by four. In no event will an employee receive holiday pay greater than 25% of her/his scheduled weekly hours.
5. Union employees shall receive such holidays as are specified in the union agreement and whatever additional holidays are specified for Regular Employees.
6. The observance of special religious holidays may be permitted by the Executive Director. Time off may be charged to accumulated vacation leave, sick leave, compensatory time, or may be substituted for a regular holiday, at the discretion of the Executive Director.
7. Employees required to work on holidays shall receive equivalent time off unless otherwise required by union agreement.
8. Room and Board employees shall not be eligible for holiday pay.

C. VACATIONS

1. Defined as per Section 7 of the EA Contract, “Vacations.”
2. Vacation leave with pay accrues for Regular Employees per two week pay period as follows:

   a. During the first through third year of service: 3.2 hours

   b. During the four through tenth year of service: 4.5 hours.

   c. During the eleventh through fifteenth year of service: 5.5 hours.

   d. During the sixteenth through twentieth year of service: 6.5 hours.

   e. During and after the twenty-first year of service: 7.5 hours.

3. Vacation leave for union employees shall be in accord with the union agreement, except that after their fifth year of service they shall receive the same vacation leave as Regular Employees.
4. All new and Temporary Employees must complete six months of continuous service to be eligible to use vacation pay. Terminal vacation shall not be granted for less than six months continuous service.
5. Room and Board Member Employees must perform at least six months con¬tinuous service to be eligible to use vacation leave. Room and Board employees shall be eligible to take up to two weeks vacation leave without pay in each year.
6. Absences for personal reasons may be charged to vacation or compensatory time off. Absences which are neither regular vacation leave or sick leave must be approved in advance by a Manager.

D. SICK LEAVE AND HEALTH BENEFITS
Defined as per Section 9 of the EA Contract, “Health Plan & Sick Leave.”

E. WORKER’S COMPENSATION AND DISABILITY
Defined as per Section 11 of the EA Contract, “Worker’s Compensation and Disability Insurance.”

F. JURY DUTY AND VOTING PRIVILEGES
Defined as per Section 12 of the EA Contract, “Jury Duty and Voting Rights.”

G. MILITARY DUTY
Defined as per Section 13 of the EA Contract, “Military Duty.”

H. LEAVES OF ABSENCE WITH PAY
Leaves of absence with pay shall include vacation, sick leave, medical leave (except as noted in the relevant parts of Section 16 of the EA Contract, “Leaves of Absence without Pay”) military duty, and jury duty.

I. LEAVES OF ABSENCE WITHOUT PAY

1. Defined as per Section 16 of the EA Contract, “Leaves of Absence without Pay.”
2. Regular Employees may be granted leaves of absence without pay for up to three months with the approval of the Executive Director. Requests for leaves of absence for more than three months must be approved by Cabinet.
3. Permanently hired Room and Board employees who wish to take additional leaves beyond their two weeks vacation leave (e.g. Summer) shall have to obtain the approval of the Executive Director. The decision of the Executive Director may be appealed to Cabinet.
4. Six Month Maternity/Paternity Leave. An employee who has completed six months of continuous employment is eligible for and shall be granted, upon request of the employee, a maternity or paternity leave of six months or less during the period immediately preceding and/or following the child’s birth. Such leave shall also be granted for co-parenting and/or the adoption of a child.

   a. Such leave shall be deemed to include any compensated vacation leave, sick leave, compensatory time, or holiday pay.

   b. Such leave shall not commence more than five months prior to the projected date of birth c. If an employee is required to cease working for any reason during the last three months of pregnancy, such leave shall be charged against the employee’s maternity/paternity leave.

   d. In exceptional circumstances, the employee may request an extension of leave for personal reasons. Cabinet shall grant such an extension, if in its opinion, the operations of the BSC will not be significantly disrupted.

   e. The BSC shall continue to pay the monthly health plan contribution for the employee.

5. The Executive Director may hire replacements for people on leave under this section.

J. LUNCHES FOR EMPLOYEES
Regular employees, as defined by the PerCode, are entitled to n unpaid break for lunch.

K. RETIREMENT & RESIGNATION

1. As per Section 20 of the EA Contract, “Retirement.
2. When an employee leaves the organization in good standing, the President and Immediate Supervisor as representatives of the Board of Directors shall purchase a gift for the employee. In cases of extraordinary service, a request may be made to the Personnel and Operations Committee (subject to Board approval) to give a bonus (cash gift) in addition.

L. SALARY ADVANCES

1. As per Section 21 of the EA Contract, “Salary Advances.”
2. Exceptions must be approved by Personnel & Operations Committee and the Board.