USA/MTA Paid Leave Accruals

As a full-time employee in a position covered by the USA/MTA CBA you will receive 6 (six) paid personal leave days each January for use during that calendar year. Part time employees and employees who are hired after March 31st receive a pro- rated amount during the first calendar year of employment. Your personal time must be used by the end of the calendar year or it will be forfeited. In the first year of employment those newly hired into a position covered by USA/MTA are awarded personal days based on their date of hire.

Date of Hire  -  Personal Days

Jan. 1 - March 30  -  6

April 1 - June 30  -  4

July 1 - Sept. 30  -  2

Oct. 1 - Dec. 31  -  0

As a full-time employee in a position covered by the USA/MTA CBA you accrue 2.88 hours of vacation time each pay period (2 weeks) for a total of 10 days per year. This accrual is pro-rated based on both your position’s full-time equivalency and amount of time paid.

Your vacation accruals will increase based on your years of full-time equivalent service (as follows). If your vacation balance goes above 64 days it will be converted into sick time. Upon leaving employment the balance of unused time is paid to you.

Length of Continuous full-time "Seniority"
     -  Vacation Leave Accrued

Less than 54 months (4.5 years)
     -  5/6 day per month (total of 10 days per year)

54 months but less than 114 months (4.5 - 9.5 years)
     -  1.25 days per month (total of 15 days per year)

114 months but less than 234 months (9.5 - 19.5 years)
     -  1.66 days per month (total of 20 days per year)

234 months or more (19.5+ years)
     -  2.08 days per month (total of 25 days per year)

As a full-time employee in a position covered by the USA/MTA CBA  you will accrue 3.46 hours each payroll period (2 week) for a total of 12 days per year. Sick leave accruals are pro-rated based on your position’s full-time equivalency and amount of time paid. Sick leave may be used in the following conditions:

1. When an employee cannot perform his/her duties because he/she is incapacitated by personal illness or injury.
2. When the spouse. child, parent, or sibling of either an employee, their spouse, or
   the bargaining unit member's grandparent or grandchild, or a relative living in
   the immediate household of an employee. is seriously ill. the employee may
   utilize sick leave credits up to a maximum of sixty (60) days per calendar year
   except in cases of demonstrated medical emergency or life threatening/terminal
   illness, the sixty (60) day maximum may be waived by the CEO or designee:.
3. When through exposure to contagious disease, the presence of the employee at
   his/her work location would jeopardize the health of others;.
4. To keep appointments with health care professionals. In such instances, the
   normal requirement will be at least five (5) working days advanced notice.
   However, the parties recognize that an unforeseen complication may arise from a
   regularly scheduled appointment with such a health care professional.
5. An employee may use up to a maximum of ten ( I 0) days of accrued sick leave in
   a calendar year in order to attend to necessary preparations and legal
   requirements related to the employee's adoption of a child, and up to a maximum
   of ten ( I 0) days of accrued sick leave in a calendar year for necessary
   preparations and/or legal proceedings related to foster care of DCF children, such
   as foster care reviews, court hearings and MAPS training for preadoptive parents.
   Except that in no event may an employee charge more than a total of sixty (60)
   days of accrued sick leave in a calendar year for adoption and foster care related
   purposes.

Upon evidence satisfactory to the appointing authority of the death of a spouse, child,
parent. brother. sister. step-child. step-parent. step-brother, step-sister, grandparent, or
grandchild of an employee; or parent (including step-parent, step-child) of spouse; domestic
partner; or person living in the immediate household, an employee shall be entitled to leave without loss of pay for a maximum of five (5) consecutive working days. In the event of the
death of an employee's son-in-law, daughter-in-law or of the spouse's child, brother,  sister,
grandparent. or grandchild a maximum of three (3) consecutive working days shall be available for use by an employee.

In the event that the internment of or memorial service for any of the above-named relatives is to occur at a time beyond the bereavement leave granted, the employee may request to defer any of the days to a later date not to typically within one (1) year. Supervisors shall make every effort to approve use of leave to allow employees to attend the internment or memorial services described above. Such request shall be made at the time of notification to the CEO of the death of one (1) of the above named relatives and may be granted at the discretion of the CEO but not unreasonably denied.