- A. Group Insurance and Benefits
- B. Retiree Health Coverage
- C. Health Care Benefits for Part-Time Employees
- D. Holidays
- E. Vacation
- F. Sick Leave
- G. Leave of Absences
- H. Workday
- I. Overtime
- J. Pay Raises
- K. Applications for Employment
- L. Personnel Records
- M. Tenure and Promotions
- N. Customs and Practices
- O. Code of Ethics
- P. Acceptance of Gifts
A. Group Insurance and Benefits
- All full-time employees hired before 2012 are eligible for group medical insurance. For those employees, AELE presently pays the full cost for employees, but not their spouses, or dependents. Half-time employees receive half the usual benefits.
Medical Insurance – Coverage becomes effective on the first day of the first calendar month following the date an eligible employee enters or returns to active employment. - Dental Insurance – Not available, except for employees hired before Dec. 31, 2002.
- Life Insurance – None, except where coverage is part of the group medical policy.
- Social Security – All employees hired or re-hired after July 1, 1977, are under social security.
Prescription Policy - 1. Employees hired after December 31, 2002
- Their sole prescription benefits will be whatever is paid by Blue Cross (or a replacement insurance plan). AELE will not supplement those benefits.
- 2. Employees hired before December 31, 2002
- For years after 2003: AELE will continue to pay a supplement for employee prescriptions not paid by our insurance plan. There is no deductible. However, AELE will not pay a supplement for prescriptions for an employee’s spouse or dependents.
B. Retiree Health Coverage
Subject to the following Eligibility Provisions and Conditions, AELE shall continue to pay the applicable in-force health care premiums for its full-time employees:
Eligibility Provisions
Eligible persons are those, who were employed prior to 2012, and:
1. Who have worked for AELE at least 25 years as a full-time employee and who are still employed at AELE when they reach the age 65, and
2. Who either retire or work only part-time, or work in an unpaid or reduced compensation emeritus status.
C. Health Care Benefits for Part-Time Employees
1. A full-time employee is defined as a person who works 37.5 hours per week.
2. Any employee who works an average of 17.5 hours per week and who was hired before 2012, is entitled to be covered, pro rata, under our health care plans,.
D. Holidays
Full-time employees are entitled to 10 paid holidays per calendar year. Part-time employees hired before 2012 receive pro rata benefits.
E. Vacation
Full-time employees hired before 2012 will receive vacation days as follows:
- 15 days per year for the first ten years of service
- 20 days per year for ten to twenty years of service
- 25 days per year for more than twenty years of service
Part-time employees receive pro rata benefits.
Employees will obtain permission, in advance, for all vacation days to be taken, as follows:
- Three days notice for periods of one to three days; and
- Three weeks notice for longer periods.
No two or more employees shall be absent on vacation leave the same day or period, without permission from the Executive Director. Leave will be granted on a chronological basis, i.e., those who ask first have priority, unless the Executive Director establishes another priority based on unusual circumstances.
F. Sick Leave
Each employee hired before 2012 earns six sick days per year, which may be taken as vacation time if the employee is not sick. This time will be computed as if it is vacation time.
Employees will not be paid for the first day of any illness or injury, except job-related injuries or illness.
Employees will be paid for sickness or injury leave beginning with the second day of such a disability, provided they visit a health care provider and such health care professional recommends in writing against working. The maximum period of sick leave is one month. After that time, the employee is eligible for disability insurance benefits.
Sick leave may be taken to care for a family member or spouse, without compensation, provided the health care professional certifies the employee should remain home to care for the family member or spouse.
Employees may visit physicians, dentists and other health care providers during office hours, for their own or their family’s health problems or check-ups, without compensation.
G. Leave of Absences
A leave of absence will be granted for:
- Jury Duty, with pay for the difference between jury duty pay and straight time earnings while on jury duty;
- Military Leave, An employee who returns from service in the armed forces of the United States of America will be reemployed in accordance with whatever law or laws are in effect and which apply to his or her case.
- i. An employee who is a member of a reserve military organization of the United States of America or the National Guard, and who attends a regular military training camp will be given necessary time off for such training, which will not be considered vacation time.
- ii. If an employee’s military pay for the training is less than his average earnings for a like period (in previous calendar quarter), the employee will be paid enough to bring his compensation during the training period up to such average earnings.
- Personal Reasons, with the approval of the Executive Director. Personal leaves are without pay and the employee will not be paid for holidays and does not accrue vacation time.
An employee who fails to report for work three days after the expiration of his leave will be considered to have resigned, except in the case of excused absence.
Other than personal leaves, holiday pay will be paid for a holiday that occurs during a leave of absence, and vacation time will accrue during a leave of absence.
An employee returning from an indefinite leave, or returning before the expiration of a leave, is to give at least one week’s notice prior to the date of return and is required to have a doctor’s statement that he or she is able to return for a full work schedule.
Leaves of absence should be held to a minimum but will be granted for good cause. The Business Manager may grant a leave of absence for not more than two weeks. Leaves in excess of that time require the approval of the Executive Director.
In the event the employee collects benefits for lost wages, the employer must be reimbursed all sums exceeding the employee’s regular pay. Benefits include disability or accident insurance, damages and settlement of claims. For example, if the employee receives disability payments after 30 days for a six-week illness (and is entitled to six weeks of paid leave), the employer’s liability is for six weeks pay, LESS insurance benefits.
H. Workday
The normal workday for a full-time non-exempt employee is 7.5 hours, excluding any unpaid lunch period. Normal office hours are 9 a.m. to 5 p.m., Monday through Friday. “Flex-time” arrangements for different work periods are subject to approval of the management.
I. Overtime
Exemptions from overtime laws are established by federal laws and regulations, under the Fair Labor Standards Act. Non-exempt employees are not expected to work overtime. However, if overtime becomes necessary and a non-exempt employee has approval from the Business Manager, all hours worked over 40 in a regular week will be paid at time-and-a-half.
J. Pay Raises
This section was rescinded.
K. Applications for Employment
All employees fill out an application for employment as part of the hiring process. Additional personal data may be requested after employment.
L. Personnel Records
It is the responsibility of each employee to inform the Business Manager of changes in address and telephone numbers.
M. Tenure and Promotions
All employees of AELE serve at the pleasure of the Executive Director and the Executive Director serves at the pleasure of the Board of Directors. No employee has an
- Expectation of continued employment; or an
- expectation that salaries will be raised to adjust for cost-of-living increases; or an
- expectation that salaries will increase for periods of continuous service; or an
- expectation that salaries will increase if additional responsibility or duties are added; or an
- expectation that salaries will continue without reduction if the organization experiences losses or anticipated losses in revenue, or suffers or anticipates suffering increased expenses; or an
- expectation that promotions will be based on seniority or merit.
N. Customs and Practices
As a small organization, with informal contacts among coworkers, most customs, procedures and practices are unwritten and learned on-the-job. Employees should not hesitate to ask their supervisor (or the Executive Director) for clarification of their duties and responsibilities.
O. Code of Ethics
Employees and executives of AELE are expected to be truthful, to report misconduct by coworkers, if known, and to follow the Standards of Conduct adopted by the American Society of Association Executives (as customized for AELE). It is improper for any employee to seek favorable treatment, if stopped for a traffic violation, by identifying one’s employment with AELE.
P. Acceptance of gifts
Business decisions, transactions, and services should be made on an objective and professional basis. For that reason, employees shall not accept any gift or gratuity from a vendor, supplier, or other person doing business or hoping to do business with AELE. The only exception is when a vendor pays for a business lunch, and then only on an occasional basis. Gift baskets from hotels should be refused if offered, but need not be returned if found in an employee’s hotel room.
1. Office gifts and pools
Employees must not give presents to one another on a birthday or other occasion. Employees must not solicit each other for, or jointly participate in any gaming activity, such as sports bets, raffles, or lotteries.
2. Requests for donations
Employees must not solicit each other for charitable donations or to purchase candy or cookies or other products for a similar purpose.
Wayne W. Schmidt
Executive Director
Last amended: Sep. 30, 2012