Employee Handbook v.2025

HOLIDAYS CODAC offers paid time off for the observance of specific holidays each calendar year. CODAC observes the following paid holidays:  Martin Luther King/Civil Rights Day  Memorial Day  Juneteenth  Independence Day  Labor Day  Veteran’s Day  Thanksgiving Day and the following Friday  Christmas Eve and Day  New Year’s Eve & New Year’s Day If a holiday falls on a weekend day, CODAC usually observes the holiday on the preceding Friday or the following Monday. Holiday observance will typically be announced in advance. Nonexempt employees who perform any work on paid CODAC holidays will be paid for all time worked. Holiday pay for nonexempt employees is calculated at 2.0 times the employee’s hourly pay rate (as of the date of the holiday) multiplied by the number of hours the employee worked on the holiday. Holiday pay is not counted for the purpose of calculating an employee's overtime hours of work or overtime premiums. Holidays begin at midnight and end at 11:59 p.m. Effective April 1, 2025, employees who have an unexcused absence on the scheduled workday immediately before or after a CODAC observed holiday will not be eligible for holiday pay. Employees who are on a continuous leave of absence may not be eligible to receive holiday pay. Additionally, CODAC will make reasonable efforts to accommodate holidays pertaining to an employee’s established beliefs that are not included in the above list. Employees should speak with their supervisors to obtain approval for taking time off to observe such holidays. PAID SICK LEAVE CODAC provides Paid Sick Leave in accordance with state law. Paid Sick Leave may be used for:  The employee’s or a family member’s physical or mental illness, injury, or medical care, including preventive appointments.  Public health emergencies, including closures of schools or workplaces, or when caring for a family member whose presence poses a health risk.  Reasons related to domestic violence, sexual assault, stalking, or harassment.

Employee Handbook v. 05.2025

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