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PAY PRACTICE RULES AND INFORMATION
ABSENT TIME PAID

Eligibility: Exempt and non-exempt employees with approval from department leadership.

Entry: Calendar entry by department leadership.

Use separate codes (in manual) for Bereavement, Jury Duty, and Workers Compensation.

Hours recorded are not considered hours worked for overtime calculation, combine with
applicable shift premiums.
AVAILABLE PAY (POLICY: HR100 SLHS)

Eligibility: Non-exempt employees with approval from department leadership or designee.

Entry: Entered as calendar entry by staffing office, employee or department leadership.

When an employee is scheduled to work but is either not immediately needed or there is
uncertainty about need for employee to work, employee may be put on available pay until
called in or called off. The maximum time an employee should remain on available status is the
length of regular shift.

If called into work, available pay stops and straight time is paid for hours worked. If employee
reports for a regularly scheduled shift but is not needed a minimum of 1 hour worked time
should be recorded.

Available status may not be declined by employee. Recorded in addition to PTO or Hours Only.
Not combined with other premium pays, shift differentials do not apply.
BEREAVEMENT – TV/WR/MCCALL - HANDBOOK, MV/J (POLICY: MV4146 )

Eligibility: Exempt and Non-Exempt Employees as of date of hire with approval from department
leadership.

Entry: Calendar entry by department leadership.

Hours recorded paid at the employee’s base hourly rate and are not considered hours worked
for overtime calculation, combine with applicable shift premiums.

Bereavement leave may be used for the following: death of a spouse, child, parent, sibling,
grandchildren, grandparents, parents-in-law, step-siblings, step-parents.

Employees are eligible for the following leave:

o
FT - (72-80 hours) = 3 consecutive shifts
o
PT Level 3 - (56-71 hours) = 2 consecutive shifts
o
PT Level 2 - (32-55 hours) = 1 shift
In the case of a death of a spouse, child or parent, an employee is eligible to use up to one work
week of their Extended Sick Leave (ESL) based on their official FTE level, in addition to the
bereavement leave.
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Time & Schedule Solution – Time and Attendance Supervisor Guide 8/3/15