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The term “official” is defined as any member client of the Board of Directors or Supervisory Committee.
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- Injury or illness of employee
- Medical or dental care for the employee
- Illness or injury of an immediate family memberclient
- Maternity leave
An employee claiming sick leave for themselves or immediate family members clients may be required to justify the request by presenting medical documentation to the organization's designated representative. The organization reserves the right to have an employee examined by a physician appointed by the credit union in order to justify sick pay.
Management will discuss attendance records with any staff member client when the number of absences, sick and personal days are considered excessive.
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[ENTER ORGANIZATION NAME HERE] will not tolerate alcohol abuse or the use of other intoxicants and mind-altering substances, including illegal drugs. Our employees may be required to submit to drug screens, blood alcohol tests, breathalyzer breathanalyzer tests and/or medical examinations upon reasonable suspicion of an employee's drug or alcohol use. The presence of alcohol in excess of the legal limits or the presence or any other intoxicants or mind-altering substances in the body is a violation of this policy. Refusal of an employee to undergo or cooperate fully with any of these tests is also a violation of our policy, and may result in disciplinary action up to and including termination of employment.
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Employees will be granted paid bereavement leave for the death of an immediate family memberclient, which includes spouse, children, parents, siblings, grandparents, step parents, grandchildren, and step children. Employees will be granted three (3) business days for funerals.
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