33 | STEVENS EMPLOYEE MANUAL Stevens adheres to all state-specific requirements regarding paid sick leave to ensure compliance with applicable laws and to support employee well-being. Employees will receive paid sick leave benefits in accordance with the laws of the state in which they work. Stevens’ employees working in New Jersey are covered by New Jersey’s Earned Sick Leave Law. For purposes of sick leave calculation, Stevens’ “benefit year” is January 1 through December 31. Staff Allotment, Accrual and Carryover All full-time staff will be credited 12 sick days annually on January 1 of each year. Seventy-two unused sick days may be carried over from year-to-year. Sick days will be prorated based on an employee’s start-date. Part-time staff, including student workers, will accrue one hour of sick leave for every 30 hours worked, up to a maximum accrual of 40 hours. A maximum of 40 unused sick hours may be carried over from year-to-year. Employees will not receive payment for unused sick hours. Purposes for Use of Sick Leave Sick leave may be used for the following purposes: • Diagnosis, care, treatment or recovery for the employee’s own mental or physical illness, injury or health condition (including preventive care); • Diagnosis, care, treatment or recovery for a family member’s mental or physical illness, injury or health condition (including preventive care); • Time needed because of an employee’s or family member’s status as a victim of domestic or sexual violence (including treatment, counseling, legal services or participation in or preparation for any related civil or criminal proceedings); • Time to attend school-related conferences, meetings or events regarding the employee’s child’s education; or to attend a school-related meeting regarding the employee’s child’s health; or • Time when the employer’s business closes due to a public health emergency or the employee needs to care for a child whose school or childcare provider is closed due to a public health emergency and the employee is unable to work from home. For purposes of this Manual and pursuant to applicable law, a family member includes a child, spouse, domestic or civil union partner, parent-in-law, sibling, grandparent, grandchild, any other individual related by 8.3 PAID SICK LEAVE or long- or short-term disability). • Vacation time cannot be donated to another employee. • Effective July 1, 2026, vacation accruals will be subject to a maximum accrual limit equal to an employee’s annual vacation entitlement. Employees may accrue vacation up to, but not beyond, this amount. If an employee’s accrued balance reaches this maximum, further accrual will pause and will resume once the employee uses vacation and the balance falls below the limit. No existing vacation balances will be reduced when this change takes effect; employees who are already at or above the maximum on July 1, 2026 will simply not accrue additional vacation until their balance falls below the cap. • Employees can use this worksheet link to visualize how the new rollover and vacation accrual cap will work. • Upon separation from employment, no more than ten (10) days of accrued, unused vacation may be paid out, subject to applicable state law.
