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Article 31: Other Leave/Religious Compensatory Time

Section 1

Full-time employees who are a member of the National Guard or a reserve component of the Armed Forces shall be entitled to military leave for active duty, active duty training, and inactive duty training at the rate of fifteen (15) days per fiscal year. Military leave that is not used in a fiscal year accumulates for use in the succeeding fiscal year. However, no more than fifteen (15) days may be carried over into the succeeding fiscal year. The total maximum accumulation for military leave is thirty (30) days in any fiscal year.

Section 2

A. An employee may use up to thirty (30) days of paid leave each calendar year to serve as an organ donor. Leave for organ donation is a separate category of leave that is in addition to annual leave and sick leave. For absences in excess of thirty (30) days, an employee may request accrued or advanced annual or sick leave or LWOP.

B. An employee may use up to seven (7) days of paid leave each calendar year to serve as a bone marrow donor. Leave for bone marrow donation is a separate category of leave that is in addition to annual leave and sick leave. For absences in excess of seven days, an employee may request accrued or advanced annual or sick leave or LWOP.

Section 3

A. An employee whose personal religious beliefs require abstention from work during certain periods of time may elect to work alternative work hours, known as Religious Compensatory Time (RCT), so that the employee may be absent from duty for the religious obligation. Consistent with this Article, employees may work and accumulate RCT prior to the religious observance. Alternatively, employees may request to use advanced RCT and work hours after the absence to repay the advanced RCT.

B. The employer will grant requests to use RCT unless:

1. An employee’s presence on a job at the time in question is deemed necessary; or

2. No reasonable opportunities are foreseen within 120 days during which the employee will be able to repay advanced RCT. Reasonable opportunities must include the Employer’s effort to assign work:

(a) regularly assigned to the affected employee; and

(b) not normally assigned to the affected employee, provided the employee is qualified to perform such work.

C. Request to use and earn RCT may be denied if:

1. The work is such that productive work is not available during non-duty time; or

2. The Employer would incur significant security, utility, rental or other costs if it permitted work during non-duty time.

D. Employees must notify their supervisors in writing of a desire to use or earn RCT and obtain approval prior to each use. Employees may email the request to their supervisor or utilize the RTC Request Form to notify their supervisor. Notification regarding use of RCT should take place not less than seven (7) days in advance whenever possible, and will include the following information:

1. The description of the religious observance for which absence is being or will be requested;

2. Date(s) and time(s) the employee must abstain from work for religious observance; and

3. The date(s) and time(s) the employee plans to earn RCT to offset the absence(s).

E. An employee will be allowed to accumulate only the number of hours of RCT necessary for previous and/or anticipated future absences from work for religious observances. For such purposes, no more than one hundred (100) hours of RCT may be accumulated unless approved in advance by the Employer’s Chief Human Capital Officer.

F. Employees with RCT balances exceeding one hundred (100) hours on the effective date of this Agreement may not earn additional RCT until their balances fall below one hundred (100) hours and the other conditions in this Article are met.

G. Employees will repay advanced RCT by the appropriate amount of time worked within a reasonable amount of time (generally one hundred twenty (120) days).

1. If the compensatory time is not repaid within the specified time period in the plan, the Employer will convert the advanced RCT to annual leave or, if the employee has insufficient annual leave, to Leave Without Pay (LWOP). The Employer will, however, extend the time to repay if the failure to comply with the repayment plan was through no fault of the employee.

2. Advanced RCT will be considered indebtedness to the Employer if the employee separates without repaying it. The monetary value of the advanced RCT will be withheld from any final payments to the separating employee.

H. Employees who take advanced RCT may subsequently charge that time to annual leave. However, employees who take annual leave or LWOP for religious observances may not subsequently change the annual leave or LWOP to RCT.