1.9 Teleworking

at the discretion of the supervisor and Executive Director, after it has been determined that the cash‐out of PTO will not negatively affect the organization and the need qualifies as an emergency. This option is provided by the SPTHB to assist employees experiencing a financial emergency in an effort to minimize adverse effects to the employee. Please note:

1. PTO cash‐outs may be used for emergencies only 2. At minimum, 40 hours of PTO must remain after the PTO cash out 3. No more than 80 hours of PTO may be cashed out at one time 4. No more than 2 PTO cash‐outs are allowed annually, regardless of circumstances. 5. Requests may be made using the official PTO Cash Out Request Form. 6. Abuse of the PTO leave allowance system may result in disciplinary action up to and including termination. 7. PTO hours paid will not be considered when computing applicable overtime pay, according to FLSA regulations.

3.2 Holidays

The SPTHB observes designated holidays each year. Eligible employees are given a day off worth pay for each holiday observed. 1. Eleven (11) holidays and two (2) additional days are observed by the SPTHB. Full‐ time employees receive regular pay for these holidays; part‐time employees receive pay on a prorated basis, according to their average hours worked. 2. Holiday hours paid will not be considered when computing applicable overtime pay, according to FLSA regulations. 3. The following holidays are observed by the SPTHB: a. New Year’s Day b. Day after New Year’s Day (if falls on weekday) c. Martin Luther King, Jr. Birthday d. President’s Day e. Memorial Day f. Juneteenth g. Independence Day h. Labor Day i. Indigenous People’s Day (formerly Columbus Day) j. Veterans Day k. Thanksgiving Day l. Day after Thanksgiving m. Christmas Day n. Day after Christmas Day (if falls on weekday) *Other leave may be granted at the discretion of the SPTHB Executive Director. a. When a holiday falls on Saturday, it will be observed on the preceding Friday. b. When a holiday falls on a Sunday, it will be observed on the following Monday. c. Temporary employees are not eligible for holiday pay.

3.3 Benefits

The SPTHB recognizes the importance of benefits to its employees, and the SPTHB will provide approved benefits to full‐time regular employees upon successful completion of the initial review period, unless such period is waived in accordance with policy. Employees will be notified as benefits programs are established or changed. Benefits for IPA/MOA employees shall be provided per terms of the IPA/MOA agreement. 1. Retirement: The SPTHB will provide an employee with a 3% no‐match contribution per pay period to their retirement plan based on employee compensation. SPTHB will match up to 5% above the 3% contribution for a total of 8% total. 2. Health Insurance: The SPTHB shall pay the full cost of single medical coverage for eligible employees. Additionally, the SPTHB may partially cover a percentage of the cost of coverage for spouse/dependents for employee health insurance subject to the availability of funds. The coverage amount, if any, will be announced annually during open enrollment. 3. Cell phone allowance: The SPTHB may allow employees to use their personal cell phone for work‐related business. Compensation will be provided to the employee on a sliding scale basis upon Executive Director’s or TEC Director approval.

SECTION 4: Absences from Work

4.1 Attendance and Punctuality

The SPTHB expects each employee to be responsible for his or her attendance record. Good attendance and punctuality are required. 1. Recognizing that illnesses and injuries may occur, the SPTHB has established the PTO leave to compensate regular full‐time and part‐time employees for certain time lost for legitimate medical reasons. 2. Employees are expected to give advance notice to their immediate supervisor when they will be absent or late during a regular workday for medical reasons. 3. When an unexpected absence or late arrival arises because of illness or an emergency, the employee must notify his or her immediate supervisor within the first hour of the day for which they will be absent. The supervisor will decide the status of the employee’s absence 4. Failure to notify the supervisor after being absent for three consecutive working days will be considered an automatic resignation. 5. After feedback about the problem, an employee may be disciplined for excessive absences or tardiness, even though the employee submitted proper notices of the absences. Discipline for excessive absences or tardiness may include termination. 6. Tardiness occurs when an employee fails to report to work at the scheduled time. Each incidence of tardiness must be recorded on the employee’s time sheet.

4.2 Cultural Leave

The SPTHB recognizes employees’ rights to worship in any manner they choose. Furthermore, the SPTHB encourages participation in cultural/religious events in an effort to preserve each employee’s culture and heritage for future generations. Therefore, the SPTHB allows employees to use Cultural Leave when their presence is requested or required for cultural or religious events and activities. Use of Cultural Leave is allowable for ceremonies, feasts, traditional activities of a sacred or ceremonial nature, or religious observances occurring during regular business hours. Thirty‐two (32) Cultural Leave hours shall be provided annually, and prior approval must be obtained by the employee’s supervisor before use. Cultural Leave cannot be used to go to pow‐wows or other social events/activities. 4.3 Bereavement Leave

Bereavement leave is provided for employees dealing with grief connected with a death in the family. Regular full‐time and part‐time employees will be compensated for time lost from their regular work schedule when a family death occurs. 1. Paid leave will be provided in accordance with the following guideline: a. Family in this context includes spouse, parent, children, sibling, in‐laws, grandparents, or any other member of the employee’s family. b. Up to three (3) business days paid leave of absence may be granted. 2. Requests for bereavement leave should be made to the supervisor. 3. The Executive Director may grant up to five (5) additional business days leave in the case of special family relationships or extenuation circumstances, but in all such instances, any additional days granted shall be considered leave without pay.

4.4 Military Leave

Leave of absence without pay for military or reserve duty are granted to full‐time regular and part‐time regular employees in accordance with applicable federal and state laws. PTO leave will not accrue to the employee while on such leave of absence. 1. If an employee is called to active military duty or to Reserve or National Guard training, or if an employee volunteers for the same, copies of the military orders should be submitted to the supervisor. 2. Eligibility for reinstatement after the military duty or training is completed is determined in accordance with applicable federal and state laws. 3. SPTHB Employees enrolled in military service shall accrue Mi8litary Leave to be used during deployment of mandatory training. Military Leave shall accrue at a rate of Two (2) hours per pay period, and shall be used completely, prior to utilizing Paid Time Off. This allowance is given in appreciation for the employee’s service to their country.

4.5 Maternity and Paternity Leave

New mothers are provided 6 weeks paid maternity leave after the birth of a child and new fathers are allowed 4 weeks paid paternity leave after the birth of a child. Leave must be used within three months after the birth of the child.