Employee Schedule & Session Change Policy

(Call outs, lateness, etc)

Employee Schedules:

For consistency and generalization of our learner’s it’s important to have a regular schedule to the extent possible. We recognize changes may occur with both school and home cases.

 

School Session Requesting Time Off:

All days requested off during the school year, or extended summer school year, require written request to schoolcallouts@brettdassociates.com and written approval at least 7 calendar days prior to the day off. Although BDA will attempt to fulfill all requested days off, there may be unusual circumstances that negatively impact the learner resulting in an inability to approve the requested day off. We vehemently urge you to take scheduled days off during holidays and non-school days.

School Session Change Procedure:

 

If you are unable to report to your assigned school session, you MUST contact the School Call Out Team no later than 3 hours prior to your required arrival time.

 

If the call out team is not contacted 3 hours prior, you may be required to start your scheduled session until coverage is available.

 

● School Call Out Team: 609-316.7263 – Please note new number

If you are not feeling well please reach out to the School Call Out Team asap, the day before, etc to let the team know you may potentially be unavailable.

 

Punctuality requirements:

All BDA employees are required to be at the designated school or home session by the previously scheduled start time. Although it is not billable, it is recommended to arrive prior to the scheduled time (i.e 10-15 minutes early).

 

Lateness:

If you are running late for any session (i.e school, home, community, etc.), you are required to notify the assigned Behavior Consultant on the case no later than your required start time.

 

Non- School Session Change Procedure:

1. Complete the Session Change Form https://docs.google.com/forms/d/e/1FAIpQLSc7BfjxYU0t4vAMJ-x-rd7KoljPwmBvff2m3ixncpuURVoQsw/viewform 

2. Notify the Behavioral Consultant on the case prior to the start of the session for both staff and client cancellations

3. If it is a staff session change, notify the family of the change prior to the start of the session. Note that 2 or more absences or unapproved schedule changes within a one month period and/or 10 total absences within a one year period is considered excessive without the appropriate medical documentation and may result in disciplinary action up to and including termination of employment.

 

 

 

NJ Paid Sick Leave

 

Sick leave will be earned at the rate of 1 hour for every 30-hours worked, and is available to start using after 120 calendar days of employment. The maximum available sick leave to be used in a benefit year (January 1 – December 31) is 40 hours or 5 days.

 

Sick leave may be carried over from year to year up to a total of 5 days (40 hours). Unused sick leave over 5 days (40 hours) will be forfeited by January 1 of the succeeding year.

 

Pay will not be granted at the end of the benefit year in lieu of sick leave not taken.

 

Employees are not eligible to be paid for unused sick leave upon separation of employment.

 

Employees can use accrued sick leave for the following reasons:

 

o Diagnosis, care or treatment of—or recovery from—an employee's own mental or physical illness, including preventive medical care.

o Aid or care for a covered family member during diagnosis, care or treatment of—or recovery from—the family member's mental or physical illness, including preventive medical care.

o Circumstances related to an employee's or their family member's status as a victim of domestic or sexual violence (including the need to obtain related medical treatment, seek counseling, relocate or participate in related legal services).

o Closure of an employee's workplace or of a school/childcare of an employee's child because of a public official's order relating to a public health emergency.

o Time to attend a meeting requested or required by school staff to discuss a child's health condition or disability.

 

The minimum increment of sick leave time used shall be 4 hours. Any missed work under a 4 hour increment may not be used towards sick leave.

 

An employee must at least provide 7 calendar days’ notice for foreseeable sick leave.

 

An employee is prohibited from using foreseeable sick leave on the day before or after a holiday. If unforeseeable sick leave is used on the day before or after a holiday, the employee must submit reasonable documentation as to the reason. Failure to provide the required documentation may result in disciplinary action, up to and including termination.

 

Sick leave absences of 3 days or longer require reasonable documentation (such as medical documentation) that the leave is being taken for a permitted purpose. Failure to provide the required documentation may result in disciplinary action, up to and including termination.

 

Should a question arise regarding the legitimacy of a sick leave absence, a doctor’s certification may be required.

 

Sick leave shall not count or be considered time worked for purposes of calculating overtime.

 

Should a question arise regarding the legitimacy of a sick leave absence, a doctor’s certification may be required.

 

*Failure to comply with this policy and/or excessive absenteeism/ lateness may inhibit us in providing the services necessary to each learner, therefore, may result in progressive disciplinary action up to and including termination of employment. By signing below or replying to this correspondence.