Time off

Sick Leave

Incentives for attendance:

2 bonus days for perfect attendance to regular employees with a record of no sick leave for year (but this paid time off must be taken within the next year).

AIP will compensate all regular full and part-time employees after three continuous months of employment for time lost due to personal illness or injury, or for the illness or injury of a child or other (live-in) dependent up to a maximum of ten days per calendar year.

Occurrences which qualify under the Family Medical Leave and Workers Compensation policies will not be counted as absences under the Attendance Incentive policy.

For New Employees:
Hire Date: # of Sick Hours:
January 80
February 72
March 64
April 56
May 48
June 40
July 32
August 24
September 16
October 0 Hours
November 0 Hours
December 0 Hours

Sick Bank

Accrued sick leave may be used only for illnesses or injuries resulting in absences of eight or more consecutive work days. In addition, this accrued sick leave may be used only after all 10 sick days have been exhausted in that calendar year.

Vacation

Vacation is accrued (in hours) at the following rates, depending upon length of employment:

First year: a total of 96 hours per year. (New employees start accruing time from the first day worked, but earned time cannot be taken for the first six months of employment.)

Second through Fifth: a total of 120 hours per year.

Sixth and beyond: a total of 160 hours per year.

A maximum of 240 hours may be carried over from one year to the next.

Personal Days

No personal hours may be carried over into the following calendar year.

New employee:

  • Eligible for personal hours after 3 months of employment.
  • Depending on the number of official holidays in a calendar year, one or more additional personal hours are given to complete the 12-day total.
  • Hired between January and September 15 - eligible for 8 (regular full-time) more hours
  • Hired September 16 or later - no eligibility for personal hours.

Family and Medical Leave

Employees who have worked at least 1250 hours for AIP during the preceding 12 months are eligible to take up to 12 weeks of unpaid family/medical leave. This leave may be taken because of the birth or adoption of a child, because of serious illness, or in order to care for a seriously ill family member.

Military Leave of Absence

If you enter the military service of the United States, you are eligible for an unpaid military leave of absence. Present the Human Resources Division with a copy of your service papers as soon as you receive them.

During your absence, your length of service accumulates and upon application within 90 days from date of discharge from military service, you will receive the current rate of pay and other benefits which have improved during your absence.

If you are recalled to attend yearly Reserve or National Guard duty, you will be granted a temporary military leave of absence.

Bereavement Leave

Employees are eligible for paid bereavement leave for up to three working days (for long-distance travel an extra day will be granted) in the event of a death in an employee’s immediate family and one day for all other family members.

Immediate family for the purpose of this policy shall be defined as spouse, domestic partner, children, parents, grandparents, grandchildren, sisters, brothers, and parents-in-law. Where a question arises, appropriate documentation must be submitted to the employee’s supervisor to receive pay for bereavement leave.

Jury/Witness Duty

Jury/Witness Duty is a civic responsibility. All regular employees who are required to serve on a jury on a scheduled work day, will receive their regular pay from AIP for hours they are not able to work because of time served on jury/witness duty. They must present the court summons to Human Resources. In instances where the locality pays a per diem stipend, employees keep only the amount designated for transportation and returns the balance to AIP. Cottage Industry staff will be paid $40 per day up to a maximum of 3 days.

Unpaid Leave of Absence

Approval for unpaid leave may be granted, at the discretion of management, for reasons such as important personal or family matters, educational course requirements, vacation, community or public service work, religious retreat or military summer camp.

In all cases, accrued vacation time must be used before unpaid leave begins.

An employee on an approved leave without pay is entitled to continuation of the benefits which (s)he would normally be entitled, with one exception. The Institute's contribution to the retirement plan is suspended while the employee is on unpaid leave. Disability, Life Insurance and vacation entitlement are continued during an approved leave without pay; employees must pay that portion of the premium for health (medical, vision, drug and dental) benefits which would have been deducted from their pay.

For further information and details, please consult the employee handbook or check with Human Resources.