2020 Archdiocese of Atlanta Employee Policy Manual/September 2020 - Manual / Resource - Page 30
Unused sick leave is transferred when an employee transfers from one Archdiocese of Atlanta
entity to another. Vacation time is not transferable and must be paid out by the prior location.
However, in determining the length of the employee’s vacation, credit is given for the years of
employment in the previous diocesan entity as long as the employee was entitled to paid time off.
Arrangements are made between both entities and the Chancery Office of Human Resources to
transfer all possible benefits without a break in service.
3.5 HOLIDAYS (REVISED FEBRUARY 2022)
A holiday schedule is prepared by the Archbishop’s Office in November for the following calendar
year. Parishes and schools are not required to adhere to this schedule. Designated parish holidays
are decided at the local level based upon the pastor’s discretion.
Employees scheduled to work no less than 1,040 hours annually are entitled to paid time off on
designated staff holidays proportionate to their normal working hours. If the holiday falls on a day
when the employee is not scheduled to work, the employee is not entitled to holiday pay. This
premium rate only applies to a non-exempt employee who is required to work on the designated
holiday.
An employee may be required to take unpaid time OR use accrued vacation time if a sick day is
requested the day before or immediately after a paid staff holiday unless the sick day(s) is certified
by the employee’s doctor.
If a nonexempt employee is required to work on a designated staff holiday, he or she will be
paid for the holiday. In addition, the employee will be paid a premium rate of time and half for
actual hours worked on the staff holiday.
3.6 FAMILY MEDICAL LEAVE ACT (FMLA)
Overview & Eligibility:
The Family and Medical Leave Act (FMLA) allow eligible employees to take up to 12 workweeks
of job- protected, unpaid leave in a 12-month period for:
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Employee’s own serious health condition that makes the employee unable to perform the
functions of the employee’s position.
Birth of a child and in order to care for that child
The placement of a child for adoption or foster care and to care for the newly placed child
To care for an employee’s child, spouse or parent with a serious health condition.
Under the FMLA, a “spouse” means a husband or wife as defined under the law in the
state of Georgia.
If a husband and wife both work for the Archdiocese (this also includes parishes, schools, and all
affiliated entities) and each wishes to take leave for the birth of a child, adoption or placement of a
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