[Ord. 1384, 8/6/1992, Section 1001; amended by Ord. 2044,
8/18/2014, Section 3]
a.
Short Title. This ordinance shall be known and may be cited as "The
Personnel Regulations of the Borough of State College."
b.
Purpose and Intent. The purpose of this ordinance is to establish
a personnel system, as required by Section 502-4 of the Home Rule
Charter, setting forth uniform personnel regulations for the Borough,
based upon and embodying the following principles and policies:
(1)
Employment with the Borough shall be based on merit and shall
be free of political consideration and of discrimination as defined
by federal and state laws and regulations.
(2)
Just and equitable incentives and conditions of employment shall
be established and maintained to promote efficiency and economy in
the operation of the municipal government.
(3)
Positions having similar duties and responsibilities shall be
classified and compensated on a similar basis.
(4)
Appointments, promotions and other personnel actions shall be
based upon the application of the merit principle.
(5)
Every effort shall be made to stimulate high morale by fair
administration of this ordinance, consistent with the best interests
of the Borough and the public.
c.
Applicability and Scope. All Borough employees shall be subject to
the provisions of this ordinance, with the following exceptions:
(1)
For any employees for whom there is or shall hereafter be established
a Civil Service Commission, the rules and regulations of that Civil
Service Commission shall take precedence where a conflict exists.
(2)
The provisions of this ordinance shall not apply to employees
in positions covered by current collective bargaining agreements.
Rather, the provisions of the respective agreements shall govern those
employees.
(3)
The provisions of this ordinance shall not apply to: elected
officials; members of authorities, boards and commissions; the Borough
Manager; the Solicitor; volunteer personnel and personnel appointed
to serve without pay; school crossing guards; and consultants.
d.
Administration. The Borough Manager shall have the responsibility
for the administration of the personnel system, as established by
this ordinance. Specifically, the Manager shall:
[Ord. 1384, 8/6/1992, Section 1002; amended by Ord. 1888,
12/17/2007, Section 4; Ord. 2044, 8/18/2014, Section 3]
As used in this ordinance, the following terms shall have the
meanings assigned to them in this section:
The Borough of State College, Pennsylvania.
The Borough and the other municipalities that are members
of the Centre Region Council of Governments.
The municipal Council, as provided for in the Home Rule Charter.
To include the Director of Equity and Inclusion for the Equity
and Inclusion Department employees.
[Amended by Ord. No. 2171, 12/6/2021]
The directors or managers of the divisions or agencies of
those Departments as established in Part H, Municipal Departments.
Certain authorities and responsibilities may be granted to the division
directors or agency managers by the department head with approval
of the Manager.
An employee who is employed in an exempt position.
Department Heads, Division and Agency Directors and Managers,
professional staff and supervisory positions, as specified from time
to time by the Manager.
An employee who occupies a flexible part-time position.
A group of duties and responsibilities requiring the employment
of a person for less than 40 hours per week on a schedule which does
not specify regular days and hours the employee is expected to work,
but rather allows flexibility in scheduling.
The Home Rule Charter of the Borough effective as of January
1, 1976, with amendments thereafter lawfully adopted and approved.
All actions taken by the Borough to examine, test and evaluate
applicants for positions within the service of the Borough. Induction
begins at the time when an applicant files an application and ends
when the probationary period has been completed.
In the interpretation of this ordinance, the masculine shall
be held to include the feminine and the neuter, and the singular shall
be held to include the plural, except where the context clearly indicates
otherwise.
The Municipal Manager, as provided for in Article VIII of the Home Rule Charter.
A newly-appointed employee who has not completed the designated
probationary period for the regular full-time or regular part-time
position the employee occupies. At any time during that probationary
period, employment may be terminated without recourse by the employee
to appeal.
A trial period considered an integral part of the induction
process, during which a new employee is required to demonstrate fitness
for the position before a regular appointment is made.
The movement of an employee to a position with a higher pay
range or increased responsibilities.
A trial period for a promoted employee, during which the
employee is required to demonstrate fitness for the new position before
receiving a regular appointment to the position.
An employee who has completed the designated probationary
period and who occupies a regular full-time position.
A group of duties and responsibilities requiring the full-time
employment of one person for 40 or more hours per week on a regular
schedule throughout the year.
An employee who has completed the designated probationary
period, who has received a regular appointment and who occupies a
regular part-time position.
A group of duties and responsibilities requiring the part-time
employment of one person for at least 15 hours, but less than 30 hours,
per week on a schedule which specifies the days and hours the employee
is expected to work regularly throughout the year.
The municipal Solicitor provided for in the Home Rule Charter.
An employee who occupies a temporary position or who occupies
a regular position on a temporary basis.
A group of duties and responsibilities requiring the temporary
or seasonal employment of one person on either a full-time or part-time
basis.
[Ord. 1384, 8/6/1992, Section 1003; amended by Ord. 2044,
8/18/2014, Section 3]
The Borough is an equal employment opportunity employer and
does not discriminate against any person in recruitment, examination,
appointment, training, promotion, retention, discipline or any other
aspect of personnel administration because of political or religious
opinions or affiliations or because of race, color, sex, religion,
ancestry, national origin, sexual orientation, gender identity or
expression, familial status, family responsibility, marital status,
age, disability or handicap, use of service animals and/or mechanical
aids, or any other non-merit factors. Bona fide occupational requirements
may be observed.
[Ord. 1384, 8/6/1992, Section 1004; amended by Ord. 2044,
8/18/2014, Section 3]
The Manager shall adopt and enforce policy for the recruitment
and induction of employees. The policy shall include measures for
recruitment, appointment and required procedures for supervisors during
an employee's probationary period.
[Ord. 1384, 8/6/1992, Section 1005; amended by Ord. 1888,
12/17/2007, Section 4; Ord. 2044, 8/18/2014, Section 3]
a.
The Work Week. The work week shall begin at 12:01 a.m. Monday and
end at 12:00 midnight on the following Sunday.
Inasmuch as certain departments or positions must regularly
operate seven days per week, of those departments or in those positions
may be required to work during any day of the week at any hour of
the day. The specific arrangement and adjustment of the hours of the
work week shall be the function of the Department Head with the approval
of the Manager.
b.
Residency. Residency in the Borough shall not be a qualification
for any appointment. Department heads shall establish residency in
the Centre Region (Borough of State College, Pattan Township, Ferguson
Township, College Township, Halfmoon Township, or Harris Township)
within a period of one year from the date of employment.
[Amended by Ord. No. 2171, 12/6/2021]
c.
Political Activity.
(1)
The appointment to municipal service or the retention in municipal
service shall not be based upon the political activities or affiliations
of the employee. Municipal employees are expected to exercise the
right of suffrage as citizens and may engage in normal political activities,
except that employees may not engage in political activity while on
the job or use their position as a municipal employee for or against
any candidate for local, state or federal political office.
(2)
Political office is generally incompatible with employment by
the Borough. Any employee who seeks elective office (paid or unpaid)
must resign immediately. If a current employee holds an elective office,
they may finish their current term; however, they would not be allowed
to run for any additional terms.
[Amended by Ord. No. 2171, 12/6/2021]
d.
Restriction on Acceptance of Gifts. Solicitation of acceptance of
money, favors or gifts by an employee, when offered under circumstances
indicating the hope or expectation of receiving a favor or better
treatment than that accorded the public generally, is prohibited and
shall result in disciplinary action. The Manager shall promulgate
an administrative policy regarding gifts and favors to provide further
guidance to employees.
e.
Conflict of Interest. No employee shall have any financial interest
or appearance of a financial interest in the profits of any contract,
service or other work performed by the Borough; or shall personally
profit directly or indirectly from any contract, purchase, sale or
service between the Borough and any person or company.
f.
Ethical Standards. Employees shall be dedicated to the highest ideals
of honor and integrity in all public and personal relationships in
order that the employee may merit the respect and confidence of Borough
Council and the Mayor, of other officials and employees, and of the
public. Employees shall recognize that the chief function of local
government at all times is to serve the best interests of all the
people.
Employees shall refrain from participation in the election of
the members of the employing legislative body, and from all partisan
political activities which would impair performance of official duties.
Employees should resist any encroachment on professional responsibilities,
believing the employee should be free to carry out official policies
without interference and handle each problem without discrimination
on the basis of principle and justice.
Employees shall seek no favor; believe that personal aggrandizement
or profit secured by confidential information or by misuse of public
time is dishonest.
The Manager may promulgate rules and regulations as needed to
develop guidelines for employee conduct consistent with these standards.
[Ord. 1384, 8/6/1992, Section 1006; amended by Ord. 2044,
8/18/2014, Section 3; Ord. 2077, 8/5/2016, Section 1]
a.
Position Classification Plan. All positions in the municipal government
shall be grouped into roles and levels according to the duties and
responsibilities which have been assigned to the positions. Positions
which are similar with respect to duties, responsibilities and levels
of difficulty shall be placed in the same role and level and assigned
to the same pay range. All positions within the municipal service
shall constitute the Borough Position Classification Plan, which (along
with a position description for each position) shall be kept on file
in the Personnel Office.
b.
Changes in Classification. The position description and classification
plan shall be revised as necessary to reflect accurately the nature
of each position in the municipal service. A Department Head may institute
proceedings to alter the position description for and/or the classification
of any position in his or her department. A written request for such
change shall be filed with the Personnel Officer stating the nature
of the change desired and the reasons therefore. The Personnel Officer
shall prepare the necessary documents for the Manager's consideration
of the change. If, in the opinion of the Manager, the proposed change
is in the best interests of the Borough, the Manager shall effect
the change.
c.
Compensation Plan. Compensation for all positions shall be established
by Council. In establishing the compensation plan, the following principles
shall be observed:
(1)
Compensation shall be based upon the classification of the position
so as to accomplish equal pay for equal work.
(2)
The Borough shall attempt to offer compensation competitive
with that paid by other area employers and other public jurisdictions
so as to recruit, retain and motivate employees of the highest quality.
d.
Increases. Increases in compensation to adjust for market and inflationary
change shall be implemented at the beginning of a calendar year with
the adoption of the budget for that year. During the year, employees
shall be eligible for performance-based merit increases in accordance
with the compensation plan adopted by Council and the administrative
regulations promulgated by the Manager.
[Ord. 1384, 8/6/1992, Section 1007; amended by Ord. 2044,
8/18/2014, Section 3]
a.
Non-Exempt Employees. Non-exempt employees who are required to work
on holidays shall receive either compensatory time off for those holidays
worked or shall be paid at a rate of one and 1/2 times their regular
rate in addition to their regular pay, as directed by the Department
Head.
b.
Exempt Employees. The Manager may authorize either holiday pay or
compensatory time off for exempt employees in cases he or she believes
warrant payment or time off.
[Ord. 1384, 8/6/1992, Section 1008; amended by Ord. 1416,
7/6/1993, Section 1; Ord. 1678, 9/19/2001; Ord. 2044, 8/18/2014, Section
3]{690}
a.
Full-time, Nonexempt Employees. Full-time, nonexempt employees, who
are required by the respective Department Head or Division and Agency
Directors and Managers, to work more than 40 hours per week, shall
receive additional compensation, either in the form of additional
pay or compensatory time off, at the rate of one and one-half times
the number of overtime hours worked when the time off will not disrupt
the work schedule of the Borough. The Manager may establish an appropriate
limit on the maximum accumulation of compensatory time as well as
limit any rollover of accrued compensatory hours into a fiscal year.
b.
Flexible, Part-time Employees and Regular, Part-time Employees. Part-time
employees, who are required by the respective Department Head or Division
and Agency Directors and Managers, to work more than 40 hours per
week or eight hours per day shall receive additional compensation
at one and one-half times their regular rate of pay for all overtime
hours. Part-time employees shall not be eligible for compensatory
time.
c.
Exempt Employees. The Manager may grant reasonable periods of time
off to exempt personnel when he or she believes such time off is warranted
by the amount of time the employee is required to spend in meetings
or other assignments outside the regular work schedule.
[Ord. 1384, 8/6/1992, Section 1009; amended by Ord. 1416,
7/6/1993, Section 2; Ord. 1557, 12/23/1997; Ord. 1615, 2/29/2000;
Ord. 2044, 8/18/2014, Section 3]
a.
Medical Insurance. The Borough shall offer medical insurance to each
regular and probationary full-time employee and the employee's eligible
dependents. The Borough shall pay 90% of the cost of the insurance
and the employee shall contribute the remaining 10%. The insurance
shall consist of hospitalization and medical/surgical coverage, dental,
vision and prescription drug, all subject to the conditions outlined
in the agreements with the Borough's chosen insurance carriers; provided,
however, the Borough may change carriers and/or self-insure health
benefits, at the Borough's sole discretion. A newly-hired employee
shall be enrolled in the health insurance program as of the first
of the month following the date of employment. Regular part-time and
probationary part-time employees may elect coverage under the Borough's
medical insurance plan. For each regular part-time or probationary
part-time employee who elects coverage, the Borough shall pay half
the costs and the part-time employee shall pay the other half.
A flexible part-time employee who works an average of at least
20 hours per week may elect coverage under the Borough's medical insurance
plan following completion of the employee's probationary period. When
a flexible part-time employee elects coverage, the Borough shall pay
half the costs and the flexible part-time employee shall pay the other
half.
The Borough will continue health insurance for an employee who
retires if the employee has accrued at least 160 hours of sick leave
at the date of retirement. The length of time during which the health
insurance is continued shall be determined by calculating the length
of time the employee's sick leave would have continued had the employee
not retired. To be eligible for continuation of health insurance by
the Borough, the employee must meet the eligibility requirements for
payment of a retirement benefit under the employee's pension plan.
The pension benefit may be an early retirement, normal retirement,
late retirement, or disability retirement, but not a vested benefit.
At the end of the period of continuation, the retired employee shall
be offered the same options for continuation of health insurance as
offered to all other employees at retirement.
In lieu of continued health insurance coverage at the time of
retirement, the Borough will provide a cash option if an employee
is eligible for the benefit as described above. The amount of the
cash option would equal one-half of the premium that the Borough would
have paid for the retiring employee's continued health insurance.
The premium shall be calculated at the rate in effect on the date
of retirement.
b.
Life Insurance. The Borough shall provide group term insurance for
each regular or probationary full-time employee in the amount of one
and 1/2 times the employee's salary rounded to the next higher $1,000,
but not more than the maximum specified in the group policy document.
Employees may waive all or part of the life insurance coverage by
indicating their waiver in writing. Temporary and part-time employees
shall not be eligible for life insurance.
c.
Pension Plan. The Borough shall provide pension benefits for each eligible regular, full-time employee under the terms and conditions outlined in Part L of this chapter, "General Government Employees Pension Plan," or Part K of this chapter, "The Police Pension Plan and Pension Fund."
d.
Tuition Assistance; Repayment. If an employee who received tuition
assistance funds from the Borough leaves employment within three years
of receiving tuition assistance, the employee shall be responsible
for repaying the Borough 75% of the funds received within the first
year, 50% within the second year, and 25% within the third year. Repayment
of tuition assistance funds will be deducted from the employee's final
payroll check(s).
[Added by Ord. No. 2171, 12/6/2021]
[Ord. 1384, 8/6/1992, Section 1010; amended by Ord. 1739,
2/19/2003{680}; Ord. 2044, 8/18/2014, Section 3]
a.
Eligibility. Vacation leave with pay shall be granted in accordance
with the policies outlined in this section to all regular, full-time
employees and regular, part-time employees. Flexible part-time employees
and temporary employees shall not be eligible for vacation.
b.
Accrual.
[Amended by Ord. No. 2171, 12/6/2021]
(1)
Vacation leave shall be accrued by all full-time employees in
accordance with the following schedule:
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From the date of employment through the end of the 60th month
of employment, at the rate of 96 hours per year, or 8 hours per month;
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From the beginning of the 61st month of employment to the end
of the 120th month of employment, at the rate of 120 hours per year,
or 10 hours per month;
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From the 121st month of employment through the 180th month,
at the rate of 144 hours per year, or 12 hours per month;
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From the 181st month of employment through the 240th month,
at the rate of 168 hours per year, or 14 hours per month;
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From the beginning of the 241st month of employment through
the end of the 360th month of employment at the rate of 192 hours
per year, or 16 hours per month; and
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From the beginning of the 360th month of employment and thereafter,
at the rate of 216 hours per year, or 18 hours per month.
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(2)
Vacation leave shall be accrued by all full-time salaried employees
in accordance with the following schedule:
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From the date of employment through the end of the 60th month
of employment, at the rate of 12 days per year;
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From the beginning of the 61st month of employment to the end
of the 120th month of employment, at the rate of 15 days per year;
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From the 121st month of employment through the 180th month,
at the rate of 18 days per year;
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From the 181st month of employment through the 240th month,
at the rate of 21 days per year;
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From the beginning of the 241st month of employment through
the end of the 360th month of employment at the rate of 24 days per
year; and
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From the beginning of the 360th month of employment and thereafter,
at the rate of 27 days per year.
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c.
Accumulation. Employees may accumulate a maximum of two times their
current annual rate of accrual. Employees with vacation accrual at
the maximum shall no longer accrue vacation time.
d.
Termination of Employment. Accrued but unused vacation, to a maximum
of 384 hours, shall be paid to employees leaving Borough service in
good standing. This vacation time shall be paid at the regular rate
of pay being earned at the time of termination.
[Ord. 1384, 8/6/1992, Section 1011; amended by Ord. 2044,
8/18/2014, Section 3; Ord. 2054, 12/1/2014, Section 3]
All regular and probationary full-time employees and regular
part-time and probationary part-time employees shall be eligible for
the following paid holidays, unless specified otherwise by collective
bargaining agreements:
New Year's Day
President's Day
Independence Day
Veteran's Day
Christmas
Martin Luther King's Birthday
Memorial Day
Labor Day
Thanksgiving Day
Floating Holiday
To conform to national policy and at the discretion of the Manager,
the Borough may observe the above holidays on either Monday or Friday
of the week in which the holiday occurs. The Floating Holiday shall
be selected by the Manager to provide the most desirable combination
of time off for the employees, either at Thanksgiving or Christmas,
or at some other time during the year. Flexible part-time employees
and temporary employees shall not be eligible for paid holidays.
Individual departments or divisions of the Borough may recognize
a different holiday schedule as dictated by service requirements.
[Ord. 1384, 8/6/1992, Section 1011; amended by Ord. 2044,
8/18/2014, Section 3]
All regular and probationary full-time employees shall be eligible
for the following paid personal days, unless specified otherwise by
collective bargaining agreements:
a.
New Hires.
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Employees hired before March 31st shall be entitled to 3 personal
days during the first year;
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Employees hired after March 31st (but before June 30th) shall
be entitled to 2 personal days during the first year;
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Employees hired after June 30th (but before September 30th)
shall be entitled to 1 personal day during the first year.
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b.
Terminations.
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If an employee terminates his or her employment prior to March
31st of any calendar year, he or she shall not be entitled to any
personal days for that year.
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If an employee terminates his or her employment before June
30th of any calendar year, he or she shall be entitled to only 1 personal
day for that year.
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If an employee terminates his or her employment before September
30th of any calendar year, he or she shall be entitled to only 2 personal
days for that year.
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If an employee terminates his or her employment after September
30th of any calendar year, he or she shall be entitled to 3 personal
days.
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If, when an employee terminates his or her employment, he or
she has already taken personal days which are in excess of the days
authorized in this section or has earned, but not used, personal days,
the employee's final pay shall be adjusted by the number of hours'
pay necessary to conform to this provision.
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Regular part-time and flexible part-time employees and temporary
employees shall not be eligible for personal days.
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c.
Administration.
[Amended by Ord. No. 2171, 12/6/2021]
(1)
The
Manager shall adopt and enforce a policy for the administration of
personal leave.
(2)
Each personal day shall be eight hours of paid time off, and
may be used by hourly employees in amounts not less than 1/4 hour.
Salaried employees may use personal days in 1/2 days and/or whole
days. Employees shall schedule personal days with the respective department
head as far in advance as possible.
[Ord. 1384, 8/6/1992, Section 1012; amended by Ord. 1566,
5/21/1998, Sections 1, 2 and 3; Ord. 2044, 8/18/2014, Section 3; Ord.
2085, 12/19/2016, Section 1]
Sick leave with pay shall be accrued and may be used by employees,
as provided in this section. Temporary employees shall not be eligible
for paid sick leave.
a.
Accrual.
[Amended by Ord. No. 2171, 12/6/2021]
(1)
All full-time salaried employees shall earn sick leave at the
rate of one day of sick leave for each completed calendar month of
employment.
(2)
Full-time hourly employees shall earn sick leave at the rate
of eight hours of sick leave for each completed calendar month of
employment. Probationary and regular part-time employees shall earn
sick leave at the rate prescribed for full-time employees in proportion
to the number of hours the part-time employee is regularly scheduled
to work per week.
(3)
For hourly employees hired after January 1, 2017, full-time
hourly employees shall earn sick leave at the rate of six hours for
each completed calendar month of employment. Probationary and regular
part-time employees shall earn sick leave at the rate prescribed for
full-time employees in proportion to the number of hours the part-time
employee is regularly scheduled to work per week.
b.
Accumulation. Employees shall be permitted to accumulate unlimited
sick leave.
c.
Eligibility. Employees shall begin to accrue sick leave on the first
of the month following the date of employment.
d.
Administration. The Manager shall adopt and enforce a policy for
the administration of sick leave.
[Ord. 1384, 8/6/1992, Section 1014; amended by Ord. 2044,
8/18/2014, Section 3; Ord. 2110, 5/7/2018]
Bereavement leave of up to three working days shall be granted
to probationary and regular full-time employees and to probationary
and regular part-time employees for death in the immediate family.
“Immediate family,” for the purpose of bereavement leave,
shall include: spouse, domestic partner, parents (including step parents,
foster parents, parents-in-law, and domestic partner’s parents),
siblings, children, children of a domestic partner, step child, adopted
child, a child for whom the employee has parenting responsibilities,
and relatives residing with the employee. Not more than one day of
bereavement leave shall be granted for grandparents, grandchildren,
step relatives not residing with the employee, son-in-law, daughter-in-law,
brother-in-law, sister-in-law, aunts and uncles (including those of
a domestic partner).
An eligible part-time employee shall be paid for the number
of hours the employee was scheduled to have worked on each day of
bereavement leave.
[Ord. 1384, 8/6/1992, Section 1015; amended by Ord. 2044,
8/18/2014, Section 3]
All employees shall be granted time off for jury duty or when
subpoenaed to be a witness in court. There shall be no time limit
for jury or witness leave. The Borough shall pay the regular compensation
to probationary and regular full-time employees during jury or witness
leave, and all fees received, except for mileage allowance, shall
then be paid by the employee to the Borough.
Regular part-time employees shall be paid for the number of
hours the employee was scheduled to have worked on each day of jury
or witness leave.
[Ord. 1384, 8/6/1992, Section 1017; amended by Ord. 1416,
7/6/1993, Section 3{690}; Ord. 2044, 8/18/2014, Section 3]
Employees shall be granted up to 12 weeks of unpaid leave in
accordance with the Family and Medical Leave Act of 1993. Such leave
shall be granted only for the purposes outlined in the Act, and paid
leave time used by the employee in connection with the family or medical
leave shall be counted toward the 12 weeks. Whether the leave is paid
or unpaid, while on an approved family or medical leave, the Borough
shall continue the employee's health insurance coverage under the
same conditions that were in effect immediately prior to the leave.
Department Heads may grant leaves of absence without pay for
reasons other than family or medical leave for periods of not longer
than six months, subject to approval by the Manager. Requests for
such leaves shall be filed, in writing, with the Department Head at
least one month prior to the proposed starting date of the leave,
except that, if the reason for the leave could not have been anticipated
by the employee, the one-month requirement may be waived by the Department
Head. In considering a request for a leave of absence, the Department
Head and Manager shall grant such leave if the leave is deemed to
be in the best interests of the Borough. An employee who is granted
a leave without pay may continue his or her health and life insurance
coverage during the leave by paying the premium for such coverage
to the Borough before the first of each month.
[Ord. 1384, 8/6/1992, Section 1018; amended by Ord. 2044,
8/18/2014, Section 3]
a.
Participation in Service Organizations. With the approval of the
Manager, employees who are active volunteers in, and members of, either
the Alpha Fire Company or the Alpha Ambulance Club shall be permitted
to engage in fire-fighting, emergency ambulance trips or special training
exercises occurring during the regular working hours of the employee
without loss of pay or compensation.
b.
Military Leave. All regular full-time employees who are members of
the military reserve and are subject to annual training exercises
or related annual military duty will be granted a paid leave of absence
for military duty up to a maximum of 15 calendar days in any calendar
year, as provided by State and federal laws and regulations.
[Ord. 1384, 8/6/1992, Section 1019l; amended by Ord. 2044,
8/18/2014, Section 3]
No employee may be absent from work without the permission of
the employee's supervisor. Any employee who is absent without the
permission of the employee's supervisor shall be subject to disciplinary
action. After any three consecutive days of absence without leave,
the Manager may declare a position vacant.
