Enrollee Benefits 



The NCBA/SEE Program establishes eleven (11} paid holidays per calendar year, which are concurrent with most federal holidays. The number of hours for which an enrollee will receive holiday pay is equal to the number of hours he/she was scheduled on assignment that day.

 Example 1: Normal assignment day= 8 hours Will receive 8 hours holiday pay.

 Example 2: Normal assignment day= 6.6 hours Will receive 5.5 hours holiday pay.

Enrollees may not perform assignment or initiate travel on designated holidays. Any exceptions must be pre-approved by the EPA Monitor or Alternate and NCBA/SEE Program Director. Enrollees must be in active status both before and after a holiday in order to be paid for the holiday; i.e., an enrollee who is on leave without pay or whose last day before termination would be a holiday WILL NOT be eligible for holiday pay.

 It is recommended that the NCBA/SEE Program office be contacted if confusion occurs regarding proper accounting for paid holidays.

 The following holidays will be observed:

  1.  New Year's Day

  2. Labor Day

  3. Martin Luther King's Birthday

  4. Columbus Day

  5. George Washington's Birthday

  6. Veteran's Day

  7. Memorial Day

  8. Thanksgiving Day

  9. And the Friday following Thanksgiving Day

  10. Independence Day

  11. Christmas Day

 Additionally, enrollees will observe all holidays that are recognized by the assigned agency.

ANNUAL LEAVE

All enrollees are entitled to annual leave, which accumulates at the rate of one hour accrued for every twenty (20) hours paid. This rate is multiplied by the total number of hours reported for the enrollee to determine the current pay period accumulation. Total hours paid (vacation, sick, regular hours, etc.) will be used to compute the accrual of annual leave.

The maximum annual leave that may be accrued and carried forward at the end of each calendar year (December 31) is one (1) pay period (80 hours maximum).

Any accrued annual leave in excess of one pay period (or 80 hours) will, at the end of the calendar year, be lost to the enrollee and may not be used or paid after midnight of December 31.

Vacation time may be taken as soon as it is earned with the approval of the EPA Site Monitor. Normally, an EPA Monitor should be given at least two (2) weeks notice in writing of planned vacations. A courtesy notice to the NCBA/SEE office is recommended when vacation is planned.

Enrollees who are terminated from the program will be paid their accrued annual leave up to the day of termination.

SICK LEAVE

 All enrollees accumulate sick leave at the rate of one (1) hour for every twenty (20) hours paid. Sick leave is paid only when the enrollee is sick. An enrollee may not take a day off and claim sick leave pay when he/she is not actually sick. However, if it becomes necessary for an enrollee to take time off for a doctor's visit or a dental appointment, said time can be charged to accumulated sick leave. Accrued sick leave will not be paid to enrollees who leave the program.

 a.  Annual leave may not be used to cover sick leave unless written authorization is given by the enrollee. Original signed and dated authorization is to be attached to the initial Time and Attendance Report.

b. The EPA Monitor must immediately notify the NCBA/SEE Program Director when any enrollee whose injury or illness, incurred on or off the job, results in an absence in excess of three (3) days. All absences due to illness or injury must be reported.

 c.  A doctor's dated and signed statement to Permit an Enrollee’s Assignment Resumption After Illness Injury is  required after an absence of five (5) days. This statement is to be given to the EPA Monitor and the NCBA/SEE office BEFORE the enrollee may return to their assignment. The NCBA/SEE office is the only office permitted to authorize the enroll ee’s return to their assignment. Upon receiving authorization to return to the office/lab, the enrollee MUST be able to resume their normal assignment hours and all of their regular position duty requirements.

 d. Time and Attendance reports must be submitted throughout any enrollee's use of sick leave for an extended period. If the enrollee is unable to sign due to hospitalization, etc., a typed statement to that effect on the enrollee's signature line, on the time sheet will suffice; the Monitor must also continue signing the time and attendance reports.

 COMPENSATION FOR ABSENCE DURING ASSIGNMENT RELATED INJURY OR ILLNESS

Enrollees for whom an Employer's First Report of   Injury has been filed by the EPA Monitor and who are unable to perform their duties because of the assignment-related injury or illness, may become eligible to receive income benefits under Worker's Compensation. However, in each state there is a statutory “waiting period” before income benefits are payable under Worker's Compensation. The applicable statutory waiting period will apply as follows:

 Three (3) days in the states of: Alabama, California, Colorado, District of Columbia, Illinois, Iowa, Maine, Maryland, Missouri, New Hampshire, Oregon, Puerto Rico, Rhode Island, Washington, and Wyoming.

 Five (5) days in the states of: Idaho, Massachusetts, Mississippi, Montana, Nevada, and North Dakota.

 Six (6) days in the state of Montana.

Seven (7) days in the states of: Arkansas, Florida, Georgia, Indiana, Kansas, Kentucky, Louisiana, Michigan, Nebraska, New Jersey, New Mexico, New York, Ohio, Oklahoma, Pennsylvania, South Carolina, South Dakota, Texas, and Virginia.

In all states, the waiting period begins the day after the date of the injury or illness. During the "waiting period", enrollees should be granted use of their accumulated sick leave, vacation leave (if the enrollee so authorizes Its use in writing) or be put into an "inactive" status if neither sick nor vacation leave is available. Beginning the day after the waiting period expires, the enrollee becomes eligible to receive income benefits under Worker's Compensation if he/she is still unable to perform his/her duties; no further sick leave will be granted. At that time, the enrollee will be placed in an inactive status by the NCBA/SEE Program Director, until the attending Physician certifies and approves the SEE enrollee's return to their assignment.

  LEAVE OF ABSENCE - LEAVE WITHOUT PAY

This type of leave is designed for absence from assignment not covered by other authorized leave policy as stated in this section. This leave is for emergency purposes (such as emergency support to family members or relatives) and is to be considered on a case-by-case basis and can only be approved by NCBA/SEE Office.

Enrollee extended leave without pay may include up to sixty (60) days, either consecutive or cumulative, during a calendar year; six (6) months of paid time, starting from midnight of the sixtieth (60th} day, must accrue before any additional extended leave without pay may again be granted.

Request for such leave must be submitted in writing by the enrollee to his/her immediate EPA Monitor and to the NCBA/SEE office, stating:

 1. The reason for the leave.

2.  The expected duration of the leave.

JURY OR WITNESS DUTY

If an enrollee must serve on jury duty, he/she must immediately notify the EPA Monitor and inform the NCBA/SEE office in writing. NCBA encourages all SEE enrollees called to serve on County, Municipal or Federal juries to do so. During the time spent serving, enrollees will receive their regular rate of pay.

NCBA will pay SEE enrollees for jury duty hours that coincide with their regularly scheduled hours. In order to be paid his or her salary while on jury duty, or serving as a witness, the SEE enrollee is required to submit the official summons received for jury or witness duty.

 Jury or witness duty shall be considered in terms of whole days or half days. If the enrollee's presence is required at court for only half day, he/she is expected to report to their EPA assigned duty station for the remaining half day.