---
contract_id: ale-executed-contract-2021-2027
label: "ALE Executed Contract, 2021-2027"
expanded_label: "Association of Legislative Employees (ALE) — Executed Contract, 2021-2027"
term_start: 2021
term_end: 2027
source_pdf: "https://www.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/2021-2026/ale-01-4-21-01-17-27.pdf"
pages: 37
ocr_pages: 37
pages_with_tables: 0
clauses: 58
sector: "professional"
---

# Association of Legislative Employees (ALE) — Executed Contract, 2021-2027

**Term:** 2021–2027  
**Source PDF:** [https://www.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/2021-2026/ale-01-4-21-01-17-27.pdf](https://www.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/2021-2026/ale-01-4-21-01-17-27.pdf)  
**Pages:** 37 (37 OCR-reconstructed)  
**Clauses extracted:** 58

**Workforce:** ALE Executed Contract, 2021-2027 — see contract for the full recognition clause defining covered titles.

> This Markdown export is derived from the source PDF via `pdfplumber` text extraction with `ocrmac` (macOS Vision) OCR fallback for image-only pages. Tables were detected and rendered as pipe-delimited Markdown so column boundaries survive. Pages flagged `OCR` were reconstructed from page images and may contain minor character recognition errors — verify quotations against the source PDF before publishing.

---

## Contents

- [HEADS OF CONCERNED CITY DEPARTMENTS AND AGENCIES](#heads-of-concerned-city-departments-and-agencies-p1)
- [CONTRACT](#contract-p1)
- [NYC COUNCIL STAFF AGREEMENT](#nyc-council-staff-agreement-p2)
- [Article XVI — SAVINGS CLAUSE..](#article-xvi-savings-clause-p2)
- [Article I — UNION RECOGNITION AND UNIT DESIGNATION](#article-i-union-recognition-and-unit-designation-p3)
- [Article II — DUES CHECK OFF](#article-ii-dues-check-off-p3)
- [Article III — SALARIES](#article-iii-salaries-p4)
- [TITLES](#titles-p5)
- [Section 3 — Ratification Bonus](#section-3-ratification-bonus-p5)
- [Section 4 — Wage Increase](#section-4-wage-increase-p5)
- [Article IV — WELFARE FUND](#article-iv-welfare-fund-p7)
- [Section 1 — Performance Compensation](#section-1-performance-compensation-p7)
- [Article VI — UNION ACTIVITY](#article-vi-union-activity-p7)
- [Article VII — GRIEVANCE PROCEDURE](#article-vii-grievance-procedure-p8)
- [Section 1 — Definition:](#section-1-definition-p8)
- [Section 9 — Disciplinary Procedure](#section-9-disciplinary-procedure-p10)
- [Article VIII — NEW SESSION REORGANIZATION PERIOD](#article-viii-new-session-reorganization-period-p11)
- [Article IX — COMPENSATORY TIME](#article-ix-compensatory-time-p12)
- [Article X — LEAVE POLICIES](#article-x-leave-policies-p12)
- [Section 1](#section-1-p13)
- [Section 2](#section-2-p13)
- [Section 3](#section-3-p13)
- [Section 4](#section-4-p13)
- [Article XII — DIRECT DEPOSIT](#article-xii-direct-deposit-p13)
- [Article XIII — NO STRIKES](#article-xiii-no-strikes-p13)
- [Article XIV — BARGAINING BAR DURING TERM OF AGREEMENT](#article-xiv-bargaining-bar-during-term-of-agreement-p14)
- [Article XV — APPENDICES](#article-xv-appendices-p14)
- [Article XVI — SAVINGS CLAUSE](#article-xvi-savings-clause-p14)
- [CITY OF NEW YORK AND THE](#city-of-new-york-and-the-p15)
- [ASSOCIATION OF LEGISLATIVE](#association-of-legislative-p15)
- [RENEE CAMPION](#renee-campion-p15)
- [DANIEL KROOP](#daniel-kroop-p15)
- [CONTRACT](#contract-p15)
- [ERIC EICHENHOLTZ](#eric-eichenholtz-p15)
- [BY CITY COUNCIL](#by-city-council-p16)
- [AGREED AND ACCEPTED](#agreed-and-accepted-p16)
- [DANIEL KROOP](#daniel-kroop-p16)
- [THE COUNCIL OF THE CITY OF NEW YORK](#the-council-of-the-city-of-new-york-p17)
- [ANNUAL LEAVE](#annual-leave-p17)
- [WORKING HOURS AND TARDINESS](#working-hours-and-tardiness-p19)
- [BEREAVEMENT](#bereavement-p22)
- [PARENTAL LEAVE](#parental-leave-p23)
- [JURY DUTY](#jury-duty-p26)
- [ANNUAL LEAVE ACCRUAL TABLES](#annual-leave-accrual-tables-p28)
- [ANNUAL LEAVE - MANAGEMENT AND PROFESSIONAL STAFF](#annual-leave-management-and-professional-staff-p28)
- [HOURS](#hours-p28)
- [PER WEEK](#per-week-p28)
- [THE COUNCIL OF THE CITY OF NEW YORK](#the-council-of-the-city-of-new-york-p29)
- [ANNUAL LEAVE](#annual-leave-p29)
- [SCHEDULED TO WORK 35 HOURS PER WEEK](#scheduled-to-work-35-hours-per-week-p29)
- [SCHEDULED TO WORK UNDER 20 HOURS PER WEEK](#scheduled-to-work-under-20-hours-per-week-p30)
- [SICK LEAVE](#sick-leave-p30)
- [III LEAVE FOR CARE OF FAMILY MEMBERS AND SAFE TIME](#iii-leave-for-care-of-family-members-and-safe-time-p31)
- [WORKING HOURS](#working-hours-p31)
- [WORK SCHEDULES](#work-schedules-p32)
- [HOLIDAYS](#holidays-p32)
- [FLOATING HOLIDAYS/PERSONAL DAYS](#floating-holidays-personal-days-p32)
- [PARENTAL LEAVE](#parental-leave-p33)

---

<a id="heads-of-concerned-city-departments-and-agencies-p1"></a>
### HEADS OF CONCERNED CITY DEPARTMENTS AND AGENCIES
_Page 1_ · _OCR-reconstructed_

FROM:
RENEE CAMPION, COMMISSIONER
SUBJECT: EXECUTED CONTRACT: ASSOCIATION OF LEGISLATIVE EMPLOYEES
TERM:
JANUARY 4, 2021 TO JANUARY 17, 2027
Attached for your information and guidance is a copy of the executed contract entered into by the
Commissioner of Labor Relations behalf of the City of New York and the Association of Legislative
Employees on behalf of the incumbents of positions listed in Article I of said contract.
The contract incorporates terms of an agreement reached through collective bargaining negotiations
and related procedures.
DATED: 04/16/24

<a id="contract-p1"></a>
### CONTRACT
_Page 1_ · _OCR-reconstructed_

NO:
25006
DATE:
04/16/24

<a id="nyc-council-staff-agreement-p2"></a>
### NYC COUNCIL STAFF AGREEMENT
_Page 2_ · _OCR-reconstructed_

2021-2027

<a id="article-xvi-savings-clause-p2"></a>
## Article XVI — SAVINGS CLAUSE..
_Page 2_ · _OCR-reconstructed_

.......1
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2021- 2027 NYC COUNCIL STAFF AGREEMENT
AGREEMENT entered into this I day of April 2024 by and between the City of
New York and the New York City Council pursuant to and limited to their respective election to
be covered by the New York City Collective Bargaining Law and their respective authorizations
to the City to bargain on their behalf (hereinafter referred to jointly as the "Employer"), and the
Association of Legislative Employees (hereinafter referred to as the "Union") for the period from
January 4, 2021 (for Legislative Financial Analyst and Senior Legislative Financial Analyst) and
August 13, 2021 (for Council Member Aide) to January 17, 2027.
WITNESSETH:
WHEREAS, the parties hereto have entered into collective bargaining and desire to reduce
the results thereof to writing,
NOW, THEREFORE, it is mutually agreed as follows:

<a id="article-i-union-recognition-and-unit-designation-p3"></a>
## Article I — UNION RECOGNITION AND UNIT DESIGNATION
_Page 3_ · _OCR-reconstructed_ · _Topics: recognition_

Section 1.
The Employer recognizes the Union as the sole and exclusive collective bargaining representative
for the bargaining unit set forth below, consisting of Employees of the Employer, wherever
employed, whether full-time, part-time, per annum, hourly or per diem, in the below listed title(s),
and in any successor title(s) that may be certified by the Board of Certification of the Office of
Collective Bargaining to be part of the unit herein for which the Union is the exclusive collective
bargaining representative:
94074 Council Member Aide
40507 Legislative Financial Analyst
94069 Senior Legislative Financial Analyst
Section 2.
The terms "Employee" and "Employees" as used in this Agreement shall mean only those persons
in the unit described in Section 1 of this Article.

<a id="article-ii-dues-check-off-p3"></a>
## Article II — DUES CHECK OFF
_Page 3_ · _OCR-reconstructed_ · _Topics: wages, agency-shop_

Section 1.
The Union shall have the exclusive right to the checkoff and transmittal of dues on behalf
of each Employee and the Union and Employer agree to follow the process and procedures set
forth in (i) the Mayor's Executive Order No. 98, dated May 15, 1969, entitled "Regulations
Relating to the Checkoff of Union Dues"; and (ii) the Mayor's Executive Order No. 107, dated
1
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December 29, 1986 entitled "Regulations Governing Procedures for Orderly Payroll Checkoff of
Union Dues," to the extent permitted by law.
Any Employee may consent in writing to the authorization of the deduction of dues from
the Employee's wages and to the designation of the Union as the recipient thereof. Such consent,
if given, shall be in a proper form acceptable to the City, which bears the signature of the
Employee.
Section 2.
a.
The Employer shall commence deduction of dues as soon as practicable, but in no case
later than thirty (30) days after receiving proof of a signed dues check off authorization card.
The Employer shall accept signed dues check off authorization cards, signed by means of
written and/or electronic signatures. The right to membership dues shall remain in effect until the
(i) Employee is no longer employed in a title represented by the Union or (ii) the Employee revokes
such dues check off authorization pursuant to and in accordance with the terms of the dues check
off authorization card.

<a id="article-iii-salaries-p4"></a>
## Article III — SALARIES
_Page 4_ · _OCR-reconstructed_ · _Topics: wages, hours, promotion_

Section 1.
a.
Unless otherwise specified, all salary provisions of this Agreement, including minimum
and maximum salaries, general increases and any other salary adjustments, are based upon
a normal work week of 35 hours. An Employee who works on a part-time, per annum
basis and who is eligible for any salary adjustments provided in this Agreement shall
receive the appropriate pro-rata portion of such salary adjustment computed on the
relationship between the number of hours regularly worked each week by such Employee
and the number of hours in the said normal work week, unless otherwise specified.
b.
adjustment computed as follows, unless otherwise specified:
Per diem rate
-
1/261 of the appropriate minimum basic salary.
Hourly Rate
basic salary.
35 hour week basis - 1/1827 of the appropriate minimum
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C.
The maximum salary for a title shall not constitute a bar to the payment of any salary adjustment or pay
differentials provided for in this Agreement but the said increase above the maximum shall not be deemed
a promotion.
Section 2.
Employees in the following title(s) shall be subject to the following specified salary(ies), salary adjustment (s),
and/or salary range(s):
a. Effective the Sunday after the date of ratification, the following salary ranges shall apply:
i. Minimum
ii. Maximum

<a id="titles-p5"></a>
### TITLES
_Page 5_ · _OCR-reconstructed_

Council Member Aide
Legislative Financial Analyst
Senior Legislative Financial Analyst
$55,000
$60,420
$76,320
$148,500
$70,967
$79,500

<a id="section-3-ratification-bonus-p5"></a>
### Section 3 — Ratification Bonus
_Page 5_ · _OCR-reconstructed_

A lump sum cash payment in the amount of $3,000, pro-rated for other than full time employees, shall be payable
as soon as practicable upon ratification of the Agreement to those employees who are in active payroll status and
in a title covered by this Agreement, as of the date of ratification. The lump sum cash payment shall be
pensionable, consistent with applicable law.
All full time per annum and full time per diem employees who were in active status on the date of the ratification
are entitled to receive the lump sum cash payment of $3,000. Employees who were terminated for cause, resigned,
retired, or otherwise separated from service prior to the date of ratification of this Agreement shall not be eligible
for the lump sum cash payment.
In no event shall any employee receive greater than $3,000 in bonus payments pursuant to this section.
For the purposes of this section, any employee on terminal leave at the time of ratification will not be eligible
for the ratification bonus payment.

<a id="section-4-wage-increase-p5"></a>
### Section 4 — Wage Increase
_Page 5_ · _OCR-reconstructed_ · _Topics: wages, promotion_

a. The general increases, effective as indicated, shall be:
i. Effective August 13, 2021, Employees shall receive a general wage increase of 3.00%.
3
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ii. Effective August 13, 2022, Employees shall receive a general wage increase of 3.00%.
ill. Effective August 13, 2023, Employees shall receive a general wage increase of 3.00%.
iv. Effective August 13, 2024, Employees shall receive a general wage increase of 3.00%.
V. Effective August 13, 2025, Employees shall receive a general wage increase of 3.25%.
vi. Part-time Employees and Employees whose normal work year is less than a full calendar year shall
receive the increases provided in Section 4 (a)(i) to (a)(v) on the basis of computations heretofore utilized
by the parties for all such employees.
b. The general increases provided for in this Section 4(a) shall be calculated as follows:
i. The general increase in Section 4(a)(i) shall be based upon the base rates of applicable titles in effect on
August 12, 2021;
ii. The general increase in Section 4(a)(ii) shall be based upon the base rates of applicable titles in effect on
August 12, 2022;
iii. The general increase in Section 4(a)(iii) shall be based upon the base rates of applicable titles in effect on
August 12, 2023;
iv. The general increase in Section 4(a)(iv) shall be based upon the base rates of applicable titles in effect on
August 12, 2024;
v. The general increase in Section 4(a)(v) shall be based upon the base rates of applicable titles in effect on
August 12, 2025;
Section 5.
Each general increase provided herein, effective as of each indicated date, shall be applied to the rate in effect
on the date as specified in Section 4 of this Article. In the case of a promotion or other advancement to the
indicated title on the effective date of the general increase specified in Section 4 of this Article, such general
increase shall not be applied, but the general increase, if any, provided to be effective as of such date for the
title formerly occupied shall be applied.
Section 6.
Any payments or benefits to be provided under this Agreement shall only be applicable to individuals who
are employed by the Council at the time of ratification and thereafter.
For the purposes of this section, any employee on terminal leave at the time of ratification will be eligible
for retroactive payments for general wage increases as detailed in Section 4, but will not be eligible for the
4
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ratification bonus as detailed in Section 3.

<a id="article-iv-welfare-fund-p7"></a>
## Article IV — WELFARE FUND
_Page 7_ · _OCR-reconstructed_ · _Topics: health-welfare_

Section 1.
Effective May 5, 2024, or as soon as practicable thereafter, employees will be moved from Management
Benefits Fund and into the Organization of Staff Analysts Health and Welfare Fund, pursuant to the terms of a
supplemental agreement to be reached by the parties subject to the approval of the Corporation Counsel.
ffective May 5, 2024, the City shall also increase the current active and retiree welfare fund contribution of
1,775 per annum by $50 per year, for a new total active and retiree contribution of $1.825 per annum
Effective September 6, 2026, the welfare fund contribution rate for active and retired employees shall increase
by an additional $839 per annum for a new total contribution amount of $2,664 per annum.
Section 2.
The Union agrees to provide welfare fund benefits to domestic partners of covered employees in the same
manner as those benefits are provided to spouses of married covered employees.
Section 3.
The parties acknowledge that any citywide health and welfare benefits fund changes negotiated on a citywide
basis with the Municipal Labor Committee shall apply to ALE.

<a id="section-1-performance-compensation-p7"></a>
### Section 1 — Performance Compensation
_Page 7_ · _OCR-reconstructed_ · _Topics: wages_

The Union acknowledges the Employer's right to pay additional compensation for outstanding performance.
The Employer agrees to notify the Union of its intent to pay such additional compensation.

<a id="article-vi-union-activity-p7"></a>
## Article VI — UNION ACTIVITY
_Page 7_ · _OCR-reconstructed_ · _Topics: grievance, hours_

Section 1.
Paid release time will be granted for labor-management activities (e.g. meetings of Labor-Management
Committee, discussion with management of specific grievances, participation in grievance process,
representing employees when they are interviewed or investigated, etc.).
Unpaid release time will be granted for union activities.
5
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All release time is subject to pre-approval by the Speaker's Office or a designee of the Speaker's Office
subject to the operational needs of the Council.
Section 2.
The Employer agrees not to discriminate in any way against any Employee for Union activity, but such activity
shall not be carried on during working hours or in working areas except as specifically allowed by the
provisions of this Agreement.
Section 3.
Individual Employee grievants shall be granted leave with pay for such time as is necessary to testify at
arbitration hearings.
Leave with pay shall be granted to three Employees who are named grievants in a group arbitration
proceeding, for such time as is necessary for them to testify at their group arbitration hearings.
Section 4.
During the first thirty (30) calendar days from the date of hire, the Employer shall allow the Union to meet
with a new employee for a reasonable amount of time during the employee's work time without charge to
leave credits, provided that such meeting does not disrupt the operations of the Division or Council Member
Office in which the employee works. The meeting may happen in person or virtually. Where practicable, this
requirement may be satisfied by allowing the Union a reasonable amount of time during a formal employee
orientation program to provide membership information to employees.

<a id="article-vii-grievance-procedure-p8"></a>
## Article VII — GRIEVANCE PROCEDURE
_Page 8_ · _OCR-reconstructed_ · _Topics: grievance_

Effective upon the full execution of this collective bargaining agreement, the following grievance procedure shall
apply to ALE-represented employees:

<a id="section-1-definition-p8"></a>
### Section 1 — Definition:
_Page 8_ · _OCR-reconstructed_ · _Topics: grievance, discipline, hours, recognition_

The term "Grievance" shall mean:
a. A dispute concerning the application or interpretation of the terms of this collective bargaining agreement.
b. An alleged wrongful disciplinary action taken against a member of the bargaining unit, except for members
with the in-house title of "Chief of Staff"'.
6
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Section 2.
For a grievance brought under Section 1(a), the following grievance procedure shall apply:
Employees may at any time informally discuss with their supervisors a matter which may become a grievance. If
the results of such a discussion are unsatisfactory, the Employees may present the grievance at Step I.
Step I
Step II
Step III
Step IV
The Employee and/or Union shall present the grievance in the form of a memorandum to a designee of the New York
City Council's Personnel Services Division, not later than 120 days after the date on which the grievance arose. The
Employee may also request an appointment to discuss the grievance. The person so designated by the Personnel Services
Division shall take any steps necessary for a proper disposition of the grievance and shall reply in writing regarding the
disposition by the end of the tenth (10") work day following the date of submission. Such writing shall be provided to
the Employee and the Union.
An appeal from an unsatisfactory decision at Step I shall be presented in writing to the person designated by the New
York City Council's Office of the General Counsel for such purpose. The appeal must be made within six (6) working
days of the receipt of the Step I decision. The person designated to receive the appeal at this Step shall meet with the
Employee and/or the Union for review of the grievance and shall issue a written reply to the Employee and the Union
by the end of the tenth (10"h) work day following the day on which the appeal was filed.
An appeal from an unsatisfactory decision at Step II shall be presented in writing to a designee of the New York City
Council's Speaker's Office. The appeal must be made within six (6) working days of the receipt of the Step II decision.
The Speaker's Office's designee shall meet with the Employee and/or the Union for review of the grievance and shall
issue a decision by the end of the tenth (10"*) work day following the date on which the appeal was filed. Such decision
shall be provided to the Employee and the Union.
An appeal from an unsatisfactory decision at Step III may be brought by the Union or the Employer to the
Office of Collective Bargaining for impartial arbitration within ten (10) working days of the receipt of the
Step III decision. Such arbitration shall be conducted by an arbitrator designated from a panel maintained by the Office
of Collective Bargaining in accordance with applicable law, rules and regulations. A copy of the notice requesting
impartial arbitration shall be forwarded to the Commissioner of Labor Relations. The costs and fees of such arbitration
including the cost of a stenographer, if any, shall be borne equally by the Union and the New York City Council. The
decision or award of the arbitrator shall be final and binding, to the extent permitted by and in accordance with applicable
law and shall be limited solely to the application and interpretation of this Agreement, rule, regulation, existing policy
or order of the New York City Council and shall not add to, subtract from, or modify such Agreement, rule, regulations,
written policy or order.
Section 3.
As a condition to the right of the Union to invoke impartial arbitration set forth in this Article, the Employee or
Employees and the Union shall be required to file with the Director of the Office of Collective Bargaining a
written waiver of the right, if any, of the Employee or Employees and the Union to submit the underlying dispute
to any other administrative or judicial tribunal except for the purpose of enforcing the arbitrator's award.
Section 4.
Any grievance of a general nature affecting a large group of Employees and which concerns the claimed
misinterpretation, inequitable application, violation, or failure to comply with the provisions of this Agreement
shall be filed at the option of the Union at Step II of the grievance procedure, without resort to previous steps.
7
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All other individual grievances in process concerning the same issue shall be consolidated with the "group"
grievance.
Section 5.
If a decision satisfactory to the Union at any level of the grievance procedure is not implemented within a
reasonable time, the Union may institute a grievance at Step II of the grievance procedure.
Section 6.
If the Employer exceeds any time limit prescribed at any step in the grievance procedure, the grievant and/or the
Union may invoke the next step of the procedure.
Section 7.
The Employer shall notify the Union in writing of all grievances filed by Employees, all grievance hearings and
all determinations. The Union shall have the right to have a representative present at any grievance hearing and
shall be given 48 hours' notice of all grievance hearings.
Section 8.
Each of the steps in the grievance procedure, as well as time limits prescribed at each step of this grievance
procedure, may be waived by mutual agreement of the parties.

<a id="section-9-disciplinary-procedure-p10"></a>
### Section 9 — Disciplinary Procedure
_Page 10_ · _OCR-reconstructed_ · _Topics: grievance, discipline_

For a grievance brought under Section 1(b), the following grievance procedure shall apply:
Prior to any disciplinary action, a designee of the New York City Council's Personnel Services Division may
discuss complaints or disciplinary problems with an Employee when such discussions are deemed necessary.
2. After service upon an Employee of written charges of incompetence or misconduct, a meeting with
the Employee and, unless waived in writing by the Employee, a Union representative shall be held
with respect to such charges by a designee of the Personnel Services Division, on behalf of the
New York City Council. The Personnel Services designee shall not be a direct supervisor or co-
worker of the Employee. The Employee and the Union shall be served with written charges at least
six (6) days prior to the meeting. The Employee and/or the Union shall have the right to examine
any witnesses) and to present a defense to the charges. A written decision shall be issued by the
designee of the Personnel Services Division by the end of the tenth (10") working day after the
meeting. Disciplinary action, if any, shall be imposed consistent with the written decision.
b. The Union or Employee may appeal the Personnel Services designee's decision to the New York
City Council's Office of the General Counsel's designee. Such appeal shall be made within six
(6) working days of the receipt of the decision. The Office of the General Counsel's designee shall
review such appeal and a written decision shall be issued by the end of the tenth (104) working
25006


day from the date the appeal is received.
c. An appeal from an unsatisfactory decision from the Office of the General Counsel's designee may
be brought by the Union to the Office of Collective Bargaining for impartial arbitration within ten
(10) working days of the receipt of the decision. Such arbitration shall be conducted by an
arbitrator designated from a panel maintained by the Office of Collective Bargaining in accordance
accordance with applicable law.
d. The period of an Employee's suspension without pay, pending hearing and determination of
charges, shall not exceed thirty (30) days.
Section I1.
a. Employees will not have access to the above disciplinary grievance process in Section 9 of this Article
for the first nine (9) months of their employment. This will also be applicable for the first nine (9) months
of a transfer to a Member's Office or to the Finance Division.
However, employees who have worked continuously in a Member's Office or the Finance Division up
until the execution of this initial collective bargaining agreement, shall have that previous service time
count toward the nine (9) month probationary period for that particular Member's Office or the Finance
Division, respectively.
b. Moreover, once an individual Council Member is no longer an elected member of the New York City
Council, their Union-represented staff shall no longer be entitled to the disciplinary process in Section 9 of
this Article and they shall not be entitled to grieve their termination under this collective bargaining
agreement. Any pending grievance arising from a dispute occurring prior to the Council Member no longer
being an elected member of the New York City Council, will continue to be processed, except that
reinstatement will not be an available remedy in the case of a termination.
C.
All Member Aides who are working for a Council Member that leaves office before completion of the term
will be given the opportunity to remain employed as a "Legislative Assistant" on Central staff for 60
calendar days, immediately after which they will be subject to the separation process.

<a id="article-viii-new-session-reorganization-period-p11"></a>
## Article VIII — NEW SESSION REORGANIZATION PERIOD
_Page 11_ · _OCR-reconstructed_ · _Topics: overtime, holidays, vacation, sick-leave, other-leave, discipline_

In the event a Council Member serves successive terms, at the beginning of the new term, any employee that had
worked for the Member's Office in the previous term for at least 9 months and continued to remain employed at
the end of that term will be subject to a new session reorganization period for the new term. The duration of this
period will be 60 calendar days, starting from the first day of the Member's new term. A Council Member may
separate staff from service during this 60-day period without employee access to the disciplinary procedure
described in Article VII, Section 9.
9
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If an employee is separated due to a reorganization during this period, they will be permitted to remain on Council
payroll after their last day of work at full pay for a period of 14 consecutive calendar days. Thereafter, if the
employee has any accrued and unused annual leave time, the employee will be given an option to select a lump-
sum payout of time or be paid out that time on consecutive Council paydays at the employee's last regular rate of
pay on the employee's last day of work. The employee will not be entitled to additional accruals of annual and
sick leave, earn compensatory time or receive pay for holidays or jury duty service after the employee's last day
of work.
This Article shall be applicable to all ALE-represented employees working for a Council Member's Office,
including those who have been designated by a Council Member to have the in-house title of "Chief of Staff".

<a id="article-ix-compensatory-time-p12"></a>
## Article IX — COMPENSATORY TIME
_Page 12_ · _OCR-reconstructed_ · _Topics: wages, overtime, holidays, sick-leave_

Effective the Sunday after the date of ratification, the following compensatory time rules shall apply for full-time
employees:
a.
Employees shall earn straight time (IX) compensatory for hours worked in excess of the employee's
normal workweek (35 hours).
b.
Employees shall earn time and one-half (1.5X) compensatory time for hours worked in excess of the
employee's normal workweek (35 hours) on weekends and Council holidays.
C.
Employees will only be eligible to accrue compensatory time during the months of January through
September of each calendar year.
d.
Compensatory time accrued must be used by December 31" of each calendar year or it will be rolled over
to sick time hours.
e.
Only employees with a salary of less than $79,501 will be eligible to accrue compensatory time. This
amount will increase each calendar year following ratification of the contract in accordance with the
f.
percentage increases to wages described in Article III, Section IV.
No employee shall be eligible to accrue more than a total of 91 hours (13 workdays) of compensatory time
in any calendar year.
g. Use of any compensatory time will be subject to prior approval from the employee's supervisor or manager.
This Article shall supersede any language regarding compensatory time in any leave policies referenced in

<a id="article-x-leave-policies-p12"></a>
## Article X — LEAVE POLICIES
_Page 12_ · _OCR-reconstructed_ · _Topics: holidays, vacation, sick-leave_

The absence and leave rules for Legislative Financial Analysts and Senior Legislative Financial Analysts,
including but not limited to, annual leave, sick leave, and holidays, shall be governed by the New York City
Council Absence and Leave Policies for Central staff, dated March 16, 2023, which is attached in an Appendix
to this collective bargaining agreement.
The absence and leave rules for Council Member Aides, including but not limited to, annual leave, sick leave,
and holidays shall be governed by the New York City Council Absence and Leave Policy for Council Member
Office Staff, dated October 12, 2023, which is attached in an Appendix to this collective bargaining agreement.
10
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If there is a conflict between the attached leaved policies and this collective bargaining agreement, the terms of
this collective bargaining agreement shail be controlling.

<a id="section-1-p13"></a>
### Section 1
_Page 13_ · _OCR-reconstructed_

The Employer and the Union, having recognized that cooperation between management and employees is
indispensable to the accomplishment of sound and harmonious labor relations, shall, upon full execution of this
collective bargaining agreement, create a joint labor-management committee.

<a id="section-2-p13"></a>
### Section 2
_Page 13_ · _OCR-reconstructed_

The labor-management committee shall consist of six members who shall serve for the term of this
Agreement. The Union shall designate three members and the Employer shall designate three members.

<a id="section-3-p13"></a>
### Section 3
_Page 13_ · _OCR-reconstructed_ · _Topics: grievance, safety, telework_

The labor-management committee shall discuss and consider changes in the working conditions of the employees
who are covered by this Agreement. Discussions may also include, but not be limited to, workplace health and
safety matters, and work flexibility measures, including remote work. However, matters subject to the Grievance
Procedure shall not be appropriate items for consideration by the labor-management committee.

<a id="section-4-p13"></a>
### Section 4
_Page 13_ · _OCR-reconstructed_

The labor-management committee shall meet at the call of either the Union or the Employer at times mutually
agreeable to both parties. At least one week in advance of a meeting, the party calling the meeting shall provide,
to the other party, a written agenda of matters to be discussed.
There will also be regularly scheduled quarterly meetings.

<a id="article-xii-direct-deposit-p13"></a>
## Article XII — DIRECT DEPOSIT
_Page 13_ · _OCR-reconstructed_

Effective upon the full execution of this collective bargaining agreement, the Employer may require that all newly
hired employees be paid exclusively through direct deposit or electronic funds transfer. For employees on direct
deposit, the employer may provide pay stubs electronically except where the employee has requested in writing
to receive a printed pay stub.
Further, the parties shall work together regarding incumbent employees' enrollment in direct deposit, with the
objective of 100% of employees being paid electronically.

<a id="article-xiii-no-strikes-p13"></a>
## Article XIII — NO STRIKES
_Page 13_ · _OCR-reconstructed_

In accordance with the New York City Collective Bargaining Law, as amended, neither the Union nor any
Employee shall induce or engage in any strikes, slowdowns, work stoppages, or mass absenteeism, or induce any
11
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mass resignations during the term of this Agreement. If during the term of this Agreement, Employees
independently engage in any conduct prohibited by this Article, the Union shall exert its best efforts to cause such
Employees to return to work.

<a id="article-xiv-bargaining-bar-during-term-of-agreement-p14"></a>
## Article XIV — BARGAINING BAR DURING TERM OF AGREEMENT
_Page 14_ · _OCR-reconstructed_

Section 1.
The parties acknowledge that they have raised and negotiated in good faith concerning all mandatory subjects of
collective bargaining and that the terms of this Agreement represent their entire agreement after such negotiations.
All subjects not provided for herein were disposed of in the course of negotiations; and the parties accordingly
acknowledge that there remains no further duty to bargain concerning them unless consented to in writing.
Section 2.
Nothing herein shall authorize or require collective bargaining between the parties during the term of this
Agreement, except that the parties may mutually agree to engage in collective bargaining where (a) the matter
was not specifically covered by the Agreement or raised as an issue during the negotiations out of which such
agreements arose and (b) there shall have arisen a significant change in circumstances with respect to such matter
which could not reasonably have been anticipated by both parties at the time of the conclusion of negotiations.
Section 3.
There shall be no resumption of negotiations during the term of an agreement upon the claim that the agreement
is not consummated or not executed or that one of the parties promised to resume negotiations on any particular
matter unless such claim is substantiated by a written document signed by the party against whom the claim is
made.

<a id="article-xv-appendices-p14"></a>
## Article XV — APPENDICES
_Page 14_ · _OCR-reconstructed_

The Appendix or Appendices, if any, attached hereto and initialed by the undersigned shall be deemed a part of
this collective bargaining agreement as if fully set forth herein.

<a id="article-xvi-savings-clause-p14"></a>
## Article XVI — SAVINGS CLAUSE
_Page 14_ · _OCR-reconstructed_

In the event that any provision of this Agreement is found to be invalid, such invalidity shall not impair the validity
and enforceability of the remaining provisions of this Agreement.
12
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WHEREFORE, we have hereunto set our hands and seals this 16 day of April, 2024

<a id="city-of-new-york-and-the-p15"></a>
### CITY OF NEW YORK AND THE
_Page 15_ · _OCR-reconstructed_

NEW YORK CITY COUNCIL:

<a id="association-of-legislative-p15"></a>
### ASSOCIATION OF LEGISLATIVE
_Page 15_ · _OCR-reconstructed_

EMPLOYEES:
BY:_

<a id="renee-campion-p15"></a>
### RENEE CAMPION
_Page 15_ · _OCR-reconstructed_

Commissioner, Office of Labor Relations
BY:
dullens

<a id="daniel-kroop-p15"></a>
### DANIEL KROOP
_Page 15_ · _OCR-reconstructed_

President
NEW YORK CITY COUNCIL:
ADRIENNE E. ADAM
Speaker, New York City Council

<a id="contract-p15"></a>
### CONTRACT
_Page 15_ · _OCR-reconstructed_

APPROVED AS TO FORM:
BY:_
Lic Eidelito

<a id="eric-eichenholtz-p15"></a>
### ERIC EICHENHOLTZ
_Page 15_ · _OCR-reconstructed_

Acting Corporation Counsel
NO:
25006
DATE:
04/16/24
UNIT: NEW YORK CITY COUNCIL STAFF
TERM: January 4, 2021 (for Legislative Financial Analyst and Senior Legislative Financial Analyst)
and August 13, 2021 (for Council Member Aide) through January 17, 2027
13


The
New York
Renee Campion
Commissioner
Daniel Pollak
First Deputy Commissioner
Nicole Andrade
Generol Counsel
Office of Labor Relations
22 Cortlandt Street, New York, NY 10007
nyc.gov/olr
Claira Levitt
Deputy Commissioner
Health Care Strategy
Georgette Gestely
Director, Employee Benefits Program
April 16, 2024
Dan Kroop
President
Association of Legislative Employees
c/o Dina Kolker
Steptoe LLP
1114 Avenue of the Americas
New York, NY 10036
Re: Chiefs of Staff
Dear Mr. Kroop,
This letter confirms the parties' mutual understanding that individual Council Members will be permitted to
designate up to one employee at any given time to serve in the in-house title of "Chief of Staff". The New York
City Council will notify individual Council Members accordingly.
If the above conforms to your understanding, please execute below.
Sincerely,
Renee Campion
Commissioner
NYC Office of Labor Relations

<a id="by-city-council-p16"></a>
### BY CITY COUNCIL
_Page 16_ · _OCR-reconstructed_

Adriense I. Als
ADRIENNE E. AD
Speaker, New York City Council

<a id="agreed-and-accepted-p16"></a>
### AGREED AND ACCEPTED
_Page 16_ · _OCR-reconstructed_

BY ALE:
Dallims

<a id="daniel-kroop-p16"></a>
### DANIEL KROOP
_Page 16_ · _OCR-reconstructed_

President
14
25006

<a id="the-council-of-the-city-of-new-york-p17"></a>
### THE COUNCIL OF THE CITY OF NEW YORK
_Page 17_ · _OCR-reconstructed_

250 BROADWAY
NEW YORK, N.Y. 10007
New York City Council
Absence and Leave Policies
The Council recognizes that employees have diverse needs for time off from work. Leave Policies have been established and
are applicable to all full-time and part-time Central staff employees.
L.

<a id="annual-leave-p17"></a>
### ANNUAL LEAVE
_Page 17_ · _OCR-reconstructed_ · _Topics: holidays, vacation, sick-leave, discipline, hours, safety_

It is important to your health and well-being to take time away from work and we encourage all employees to use their annual
leave. Annual leave is accrued on a monthly basis, effective the 15th day of each month, and may be utilized for any purpose
All time used is calculated in 15 minute increments. Accrual tables for annual leave may be found on page 12 of this
document.
Newly hired employees who begin employment on or before the 5th day of the month will accrue hours on the 15th of the
month. Newly hired employees who begin employment on the 6th day through the last day of the month will accrue hours on
the 15th of the following month.
For employees with previous service with the City of New York, Personnel Services will advise on any service credit
eligibility regarding annual leave accruals.
To schedule annual leave, employees must make every effort to submit their requests to their supervisors at least two weeks
before the anticipated leave. Employees must ensure that they have enough accrued leave available to cover the dates
requested.
Annual leave will be approved if the employee is in a positive time accrual position and there is no conflict in coverage for
the employee's area. An employee who has a negative time balance may not be approved to take annual leave pending
correction of any disciplinary issue or until the employee is in a positive time balance position. If a request is made by a
newly hired employee to approve an already scheduled vacation, this must be discussed with the Director of Personnel
Services before a decision is reached with the employee.
Employees may not carry over more than 54 days (378 hours) into the next calendar year. On December 31st, annual leave
hours over the limit will be lost unless carrying into subsequent year is authorized by the Speaker's Office.
II. SICK LEAVE
As each person is an important member of the Council team, an employee's absence can disrupt the operations of an entire
unit. When possible, employees are expected to schedule planned medical appointments so as to minimize disruption of
workflow. However, the Council recognizes that employees will need days off from work periodically to address their
medical needs or emergencies. Sick leave can be used when: (1) an employee is sick; and/or (2) for an employee's preventive
medical appointment.
A. Employee
For employees who are regularly scheduled to work, at minimum, twenty (20) hours per week, sick leave is accrued at
the rate of seven (7) hours per month, effective the 15th day of each month.
For employees who are regularly scheduled to work less than twenty (20) hours per week, the rate of accrual is one (1)
hour for every thirty (30) hours worked.
If you are absent from work for more than four (4) consecutive workdays, you are required to provide written
documentation from a licensed healthcare provider upon your return to work. Documentation must meet the following
criteria:
Page 1 of 12
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Issue Date: 3/16/2023


• Be on healthcare provider's official stationery, and include the name, address and phone number of the
healthcare provider.
Include the signature or stamp of the healthcare provider.
• Include the date the document was generated.
Include the employee's name.
• Have the dates of the absence and indicate when the employee was able to return to work.
Failure to provide required documentation may result in the time out being deducted from annual leave. In addition, upon
the exhaustion of sick leave, continued absence hours due to non-work-related illness or injury will be deducted from
available leave.
B. Reporting an Absence
If you are unable to come to work, you must inform the appropriate person as early as possible, but no later than your
regular starting time.
If an employee is absent due to a medical emergency, the employee (or a designee) must contact the employee's
supervisor or the Payroll Unit in Personnel Services within twenty-four (24) hours of the event.
All absence types are to be recorded on your timesheet. Timesheets must be submitted on a weekly basis. If Personnel
Services is not otherwise informed of the absence type, the time out will be automatically deducted from annual leave
If an absence due to illness will result in an employee's extended absence, the supervisor or the employee must notify the
Payroll Unit in Personnel Services promptly.
C. Misuse of Sick Leave
A pattern of absence due to illness may result in being required to produce documentation from a licensed healthcare
provider, even in cases where the absence is less than four (4) consecutive workdays.
Examples of patterned absences are:
• Repeated use of unscheduled sick leave on or adjacent to weekends, regularly scheduled days off, holidays,
vacation, or payday.
• Taking leave on days when other leave has been denied.
• A pattern of taking leave on days when the employee is scheduled to work earlier/later than the employee's
regular schedule or perform duties perceived as undesirable.
• Evidence that an employee engaged in an activity that is not consistent with: (1) the employee being sick; or (2)
the employee using sick leave for a preventive medical appointment.
D. Healthcare Provider Documentation
Any healthcare provider documentation required in connection with using sick leave, special health-related leaves,
workers' compensation or health insurance should be provided directly to Personnel Services. Any healthcare provider
documentation required for a reasonable accommodation under the Council's Anti-Discrimination and Harassment
Policy should be provided directly to the EEO Office. Supervisors should not request such documentation from staff
under any circumstances.
III. LEAVE FOR CARE OF FAMILY MEMBERS AND SAFE TIME
Employees may use up to 30 sick days (210 hours) per calendar year to care for family members and may use up to 30 sick
days (210 hours) per calendar year for safe time. Care for a family member includes, but is not limited to, a family member
who needs medical diagnosis, care, or treatment of an illness, injury, or health condition, elective surgery or who needs
preventive medical care. Safe time is paid leave for an employee who has either been the victim of a family, sexual, stalking,
or human trafficking offense; or who has a family member that has been the victim of such an offense. Please consult with
the Payroll Unit in Personnel Services if you require additional time.
Leave taken will be deducted from your sick leave hours. Employees will continue to accrue sick leave at their usual rates.
Page 2 of 12
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Family members are defined as:
Child (biological, adopted, or foster child; legal ward; child of an employee standing in loco parentis)
• Child or parent of an employee's spouse or domestic partner
• Domestic partner
Grandchild
• Grandparent
• Parent
Sibling (including a half, adopted, or step sibling)
• Spouse
• Any other individual related by blood to the employee
• Any other individual whose close association with the employee is the equivalent of a family
If you are absent from work for more than four (4) consecutive workdays, we may ask you to voluntarily provide written
verification of the use of these leave hours.
Continuous Extended Usage
Any employee needing to utilize leave for 5 or more continuous full workdays to care for a family member and/or for safe
time will be permitted to work remotely up to 1 hour each such workday instead of utilizing such leave for up to that 1 hour.
Such remote work must be authorized by the employee's supervisor. Please contact the Payroll Unit in Personnel Services for
more information.
IV.

<a id="working-hours-and-tardiness-p19"></a>
### WORKING HOURS AND TARDINESS
_Page 19_ · _OCR-reconstructed_ · _Topics: overtime, holidays, vacation, discipline, hours, telework_

It is imperative that employees report to work each day at their scheduled start time. Employees are expected to allow
sufficient time for travel delays.
A. Standard Workweek
For full-time employees, the standard workweek is comprised of thirty-five (35) hours and begins on a Sunday and ends
on the following Saturday. You must work five (5) days within the standard workweek at your scheduled location.
B. Workday Credit (full-time employees only)
In order to receive credit for a day, employees must be at work for at least 3.5 hours during that day.
C. Workday Absence
For non-management/non-professional employees, if you are absent for a day, leave time equivalent to 7 hours will be
charged.
For management/professional employees, if you are absent for a day, leave time equivalent to 3.5 hours or 7 hours will
be charged. If you have completed at least 31.5 hours during the other days of the workweek and are absent for a day, 3.5
hours will be charged. If you have not completed at least 31.5 hours during the other days of the workweek, 7 hours will
If an employee has no leave time available, you will be subject to leave without pay for the day.
D. Grace Period
A ten-minute grace period is granted to all employees. An employee arriving later than ten minutes after the employee's
scheduled start time may be required to utilize compensatory or annual leave.
Page 3 of 12
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E. Late Arrivals
On the day that you are delayed, you may:
• Make up the time during the workday, as authorized by your supervisor;
• Charge it to your annual or compensatory time balance; or,
• In the event your late arrival is due to transportation delays, you will need to indicate such on your timesheet
and provide documentation from the transit authority to the Payroll Unit in Personnel Services within thirty (30)
days of the late arrival. If no documentation is received, compensatory time hours or annual leave hours will be
deducted, as necessary, from current available balances.
Excessive tardiness may result in appropriate disciplinary action being taken.
F. Inclement Weather
The Council remains open and operational during snowstorms and other weather emergencies; however, where
extraordinary conditions exist, due to weather or other unforeseen interruptions, you will be notified via the NYCC
Emergency Alert System by e-mail or text message if you should report to work.
To access the Council's e-mail via the web, please go to http://mail.council.nyc.gov and use your work credentials for
login.
V. WORK SCHEDULES
A. Regular Work Schedule
Employees must follow established workweek schedules. Employees will be informed of work schedules by their
immediate supervisors.
B. Flexible Work Schedule (Flextime)
Management and professional staff are permitted to utilize flextime schedules if approved by the division head. Flextime
is a variable daily work schedule set by the employee.
C. Alternate Workweek Schedule
The availability of an Alternative Workweek Schedule (AWS) varies by division for full-time employees whose job
responsibilities regularly fall on a Saturday, Sunday or holiday. Your actual workweek schedule is at the discretion of
your supervisor.
• Your schedule of reporting to and leaving work can vary each day; however, you must work five (5) days and
complete thirty-five (35) hours within each workweek. The standard workweek begins on a Sunday and ends on
the following Saturday.
You must work a minimum of 3.5 hours per day.
• If an employee does not work at least 3.5 hours during the day or does not work five (5) days, leave time
equivalent to 3.5 hours or 7 hours will be charged. If the employee has no leave time available, the employee
will be subject to leave without pay for the day.
• If you are eligible to accrue compensatory time and work more than seven (7) hours daily, you may apply
compensatory hours to complete the thirty-five (35) hour workweek requirement.
If you are not eligible for compensatory time, hours worked in excess of thirty-five (35) hours do not carry over
to the following week and cannot be held for future use.
Page 4 of 12
Issue Date: 3/16/2023
25006


D. Meal Periods
Any employee working six or more hours during their standard workday is entitled to at least thirty minutes off (free
from any work duties) between 11 AM and 2 PM for lunch within that period.
Furthermore, any employee who starts working before 11 AM and ends working after 7 PM is entitled to an additional
20 minutes off (free from any work duties) between 5 PM and 7 PM for an additional meal during that period.
Any employee working six or more hours starting between I PM and 6 AM is entitled to at least 45 minutes off (free
from any work duties) for a meal period at a time midway between their work schedule.
VI. COMPENSATORY TIME GUIDELINES
Compensatory time is paid time off given to eligible employees for extra hours worked outside of their normal work
schedules. Management and professional staff members are not eligible to accrue compensatory time.
A. Overview
Eligible regular full-time employees accrue compensatory time. Eligibility is set based on the current salary cap
directive. Employees will be advised in writing on their first day if they are eligible for compensatory time accruals.
Authorized work hours that result in an employee working in excess of the employee's regularly scheduled workday, is
compensated in time off at the rate of straight time (1x). Time is accrued in 15-minute increments.
When an employee, who is eligible for compensatory time, is required to work on a day observed as a Council holiday,
the employee shall be entitled to compensatory time for such time worked at one and one-half times (1 1/2x) in addition
to credit for the holiday. When an employee works on Saturday or Sunday, the employee shall be entitled to
compensatory time for such time worked at one and one-half times (1 1/2x).
B. Usage
• All compensatory time earned between January 1" and September 304 must be used by the employee prior to
December 31" of the calendar year.
• All compensatory time earned between October 1* and December 31 must be used by the employee prior to March
31" of the following calendar year.
C. Accrual Cap
The cap for compensatory time per calendar year is 210 hours (30 days). Any compensatory time not used by the
employee within the specified time frame shall be lost.
D. Meal Money
A meal money allowance is payable to regular full-time, compensatory time eligible employees who work two or more
continuous hours over the employee's scheduled daily departure time. Meal money forms must be authorized by the
employee's manager.
E. Professional/Managerial Status Change
When an employee's salary rate changes and brings them over the maximum allowed to be eligible to accrue
compensatory time, the following applies:
• For status changes between January 1* and September 30th, compensatory time must be taken by the employee prior
to December 31" of the calendar year.
• For status changes between October 1ª and December 31ª compensatory time must be used by March 31" of the
following calendar year.
Any compensatory time not used by the employee during the specified time frame shall be lost.
Page 5 of 12
Issue Date: 3/16/2023
25006


VII. HOLIDAYS
The Council observes the following regularly paid holidays:
Holiday
New Year's Day
Martin Luther King, Jr.'s Birthday
Washington's Birthday
Memorial Day
Juneteenth
Independence Day
Labor Day
Columbus Day
Election Day
Veterans Day
Thanksgiving Day
Christmas Day
Observed
January 1
Third Monday in Januar
Third Monday in Februar
Last Monday in May
June 19
July 4
First Monday in September
Second Monday in October
The Tuesday following the first Monday in November
DecenTer day in November
When a holiday falls on a Saturday, it shall be observed on the preceding Friday. When a holiday falls on a Sunday, it shall
be observed on the following Monday.
VIII. FLOATING HOLIDAYS/PERSONAL DAYS
Employees will be eligible to accrue up to four floating holidays per calendar year in addition to other types of leave.
Floating holidays will allow employees to have additional paid leave to cover the observance of Lincoln's Birthday, absences
for personal reasons, such as religious observances, parent-teacher conferences, important family events or to supplement
annual, sick and holiday leave. Generally, reasonable notice must be given and appropriate approvals obtained; however,
floating holidays may be used for emergency situations.
Floating holidays must be used in three and a half (3.5) hour or seven (7) hour increments only.
• Floating holidays are available on January 1st or date of hire for employees hired after January 1*.
Subsequently, employees accrue one floating holiday effective the 1" day of every quarter.
• For employees who are regularly scheduled to work, at minimum, twenty (20) hours per week, a floating
holiday is accrued at the rate of seven (7) hours per quarter, effective the Ist day of each quarter.
• For employees who are regularly scheduled to work less than twenty (20) hours per week, a floating
holiday is accrued at the rate of three and a half (3.5) hours per quarter, effective the Ist day of each
quarter.
Floating holidays must be taken within the calendar year in which they are given. Under no circumstances will these days be
carried over to the next calendar year, nor may they be paid out upon the end of your Council employment, your transfer to
an agency of the City of New York or your transfer to a Council Member Office.
IX.

<a id="bereavement-p22"></a>
### BEREAVEMENT
_Page 22_ · _OCR-reconstructed_ · _Topics: vacation, other-leave_

Immediate Family
Absence, not to exceed five workdays, shall be granted in the case of death in the immediate family. Days may be taken
intermittently and must be used within three months of the death. Immediate family shall be defined for this purpose as:
Aunt or Uncle
•
Brother or sister
Child (biological, adopted, or foster child; legal ward; child of an employee standing in loco parentis;
stillbirth; or miscarriage)
..
Child or parent of an employee's spouse or domestic partner
Domestic partner
:
Father-in-law or mother-in-law
Grandchild
Page 6 of 12
Issue Date: 3/16/2023
25006


Grandchild of a domestic partner
Grandparent
Natural, Foster or Step-Parent
Sibling (including a half, adopted, or step sibling)
Spouse
• Any relative, relative-in-law or domestic partner relative residing in the employee's household
Other Family
Absence, not to exceed two workdays, shall be granted in the case of the death of any relative or relative-in-law not residing
in the household.
Employees may use annual leave when more time is needed or in the event of a death other than those noted above.
Documentation
If you are unable to provide documentation, please bring this to the attention of the Payroll Unit.
X.

<a id="parental-leave-p23"></a>
### PARENTAL LEAVE
_Page 23_ · _OCR-reconstructed_ · _Topics: wages, vacation, sick-leave, parental-leave, other-leave, training_

Upon request, an employee may take a parental leave of absence in connection with the birth of a child or the placement of a
child with the employee for adoption or foster care. As described below, an employee's parental leave of absence may
include paid parental leave in conjunction with other forms of leave (paid or unpaid), up to 80 workdays (560 hours) within
12 months.
When an employee's use of paid parental leave is foreseeable, the employee must provide at least thirty calendar days'
advance notice to their supervisor prior to the beginning of the leave period.
A. Paid Parental Leave Benefit
•
Parental leave eligibility begins on the day after the parental event.
• All paid employees with less than five months of continuous service with the City of New York are eligible for up
to 30 workdays (210 hours) of paid parental leave.
• All paid employees with five months or more of continuous service with the City of New York are eligible for up
to 60 workdays (420 hours) of paid parental leave.
The weekly paid parental leave benefit paid to any employee shall be equal to that employee's usual weekly rate of pay.
B. Usage
The start date of an employee's use of paid parental leave is at the employee's option. However, the employee must use
the paid parental leave by the first anniversary (12 months) of the child's birth or placement. Paid parental leave not used
within the 12 months of the birth or placement will be forfeited.
Employees may use paid parental leave once per a rolling 12-month period, which is the 12-month period measured
backward from the date the employee begins using paid parental leave.
C. Documentation
An employee's eligibility for paid parental leave is contingent on the employee providing appropriate documentation as
requested by the Council.
E. Combining with Annual Leave and Sick Leave
• Paid parental leave may be used in conjunction with accrued annual and/or sick leave, up to a maximum of 80
workdays (560 hours) of total paid leave. At the discretion of the employee's supervisor, the employee may be
allowed to combine additional annual leave accruals with paid parental leave beyond this maximum.
Use of sick leave to combine with paid parental leave will be subject to applicable leave provisions regarding sick
leave (see Section II).
• An employee may also use paid parental leave without using accrued annual and/or sick leave.
Page 7 of 12
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• An employee will accrue annual and sick leave during the paid parental leave period in accordance with the
applicable leave provisions.
F. Combining with Unpaid Leave
• Paid parental leave may also be used in conjunction with unpaid leave after the employee has exhausted all other
forms of applicable leave, up to a maximum of 80 workdays (560 hours) of total leave (paid and unpaid). This
maximum may be increased at the discretion of the employee's supervisor.
.
An employee's health and management benefits coverage may be impacted by the use of unpaid leave. Employees
seeking to use unpaid leave should consult with the Human Resources Unit in Personnel Services to learn more
about the employee's health and management benefits coverage while on unpaid leave.
G. Intermittent Use
At the discretion of an employee's supervisor, an employee may use paid parental leave intermittently in units of at least one
hour. Other forms of leave that an employee may combine with paid parental leave (as described above) may also be used
intermittently in the same manner.
H. Position Restoration
An employee who returns from a parental leave of absence taken in accordance with the procedures above must be restored
to the employee's previous position or to an equivalent position.
1. Further Details
For further details regarding taking a parental leave of absence, please contact the Human Resources Unit in Personnel Services.
XI. MILITARY LEAVE
Military orders, when received, must be honored and the employee placed on a leave of absence for the duration of the
orders. New York State Military Law defines ordered military duty as "Any military duty performed in the service of the
state or of the United States, including but not limited to attendance at any service school or schools conducted by the armed
forces of the United States, by a public officer or employee as a member of any force of the organized militia or of any
reserve force or reserve component of the armed forces of the United States, pursuant to orders issued by competent state or
federal authority, with or without the consent of such public officer or employee. Participation in routine reserve officer
training corps training is not considered to be military duty except when performing advanced training duty as a member of a
reserve component of the armed forces."
Paid Leave Time
Employees will receive their Council salary while on leave for "ordered military duty" for a period of time not to exceed 30
normally scheduled workdays in any one calendar year and not to exceed 30 normally scheduled workdays in any one
continuous period of absence. This includes travel to and from such duty.
Documentation
An employee is responsible for submitting appropriate documentation to the Payroll Unit in Personnel Services prior to the
beginning of the leave of absence.
Work Schedule
To the extent practicable, an employee's normal work schedule should be set to avoid conflicting with drills scheduled during
an employee's working hours.
Extended Military Benefits Program
Employees that have exhausted their statutory entitlement and who have been called up for "ordered military duty" may be
eligible for enrollment in the Extended Military Benefits Program (EMBP). To qualify, an employee must be performing
"ordered military duty" in connection with a covered operation. Covered operations are those military operations designated
by the federal government of the United States, in support of "Operation Enduring Freedom," "Operation Iraqi Freedom,"
"Operation Noble Eagle," or successors thereto, or operations specifically connected by federal designation, action or
implication with homeland security. Employees who participate in the EMBP shall receive the difference between their
Council salary and military pay where the military pay is less than the Council salary, during the period of coverage. An
employee whose military pay is greater than their Council salary will not receive any differential pay, but if such employee is
Page 8 of 12
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serving in a covered operation, will continue to accrue leave balances and continue receiving their preexisting healthcare
benefits. Further information about the EMBP can be found at http://www.nyc.gov/html/dcas/html/employees/embp.shtml.
XII. LEAVE CREDITS FOR DONATING BLOOD OR VOLUNTEERING
Blood Donation at Council Blood Drive
All employees are permitted to participate in Council blood drives held at 250 Broadway and City Hall, up to two times a
calendar year. Employees are only excused for the amount of time it takes to donate blood (including going to and returning
from the donation site) and recovery.
All employees who successfully donate blood at a Council blood drive at 250 Broadway or City Hall will be granted three
hours of blood drive credit for each time in the calendar year that they donate, up to two times a calendar year. Blood drive
credit must be used within one year of the blood drive donation or it will be forfeited.
Additional Council blood drives may be added to aid in emergency situations or extenuating circumstances. Employees will
be excused for the amount of time it takes to donate blood (including going to and returning from the donation site) and
recover.
The maximum amount of blood drive credit granted per calendar year is six hours. Under no circumstances will blood drive
credit be paid out upon the end of your Council employment or your transfer to an agency of the City of New York.
Volunteering
Employees who do not give blood may alternatively receive up to a maximum of six hours of volunteer leave credit per
calendar year by volunteering for organizations that serve New Yorkers, subject to the Council's Outside Activity process.
The amount of leave credit granted will be commensurate with the amount of hours volunteered.
Personnel Services will require documentation from the organization confirming the amount of time volunteered.
Some volunteer opportunities within NYC can be found here: https://www.nycservice.ory/search/. Employees need to
review the Conflicts of Interest Board rules on volunteering, which can be found here: https://www1.nyc.gov/site/coib/thc-
law/volunteering.page.
The volunteer leave credit must be used within one year of the volunteer date with the organization or it will be forfeited.
Under no circumstances will this credit be paid out upon the end of your Council employment or your transfer to an agency
of the City of New York.
If you are interested in applying for volunteer leave credit, please contact the Team Relationship Manager in Personnel
Services prior to volunteering with an organization.
Combined Leave Credits
Combined blood and volunteer leave credits for each calendar year may not exceed a total of six credits.
XIII. EXCUSED LEAVE TIME FOR CANCER SCREENINGS
Employees are granted paid leave to undertake a cancer screening for up to four (4) hours per calendar year. This leave shall
include travel time to and from an applicable screening facility. In no event may this leave be used for a screening that took
place on a day or time outside of the employee's regularly scheduled work hours.
Employees must provide timely documentation of the screening, as requested by the Council. The leave may be applied
retroactively following receipt and verification of the documentation.
XIV. TIME OFF FOR CERTAIN PERSONAL EVENTS
In addition to any other leave that may be applicable, employees are granted up to two days of unpaid leave per calendar year
to address certain personal events such as:
• the need to provide care to a minor child or care recipient;
• the need to attend a legal proceeding or hearing for subsistence benefits to which the employee, a family member
or the employee's care recipient is a party; or
Page 9 of 12
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• any circumstance that would constitute a basis for use of safe time or sick leave (as provided in Section II and
Section Ill above).
Instead of utilizing unpaid leave in relation to the above, employees may also obtain another temporary scheduling
adjustment or work location adjustment. Employees are entitled to a temporary scheduling adjustment to address any of the
above-mentioned personal events up to two times per calendar year.
Employees should contact the Payroll Unit in Personnel Services for additional information.
XV.

<a id="jury-duty-p26"></a>
### JURY DUTY
_Page 26_ · _OCR-reconstructed_ · _Topics: wages, overtime, holidays, vacation, sick-leave, other-leave, discipline, training_

When an employee is called for Jury Duty, the employee is excused from their employment for the time spent in actual jury
duty as well as necessary travel time. In addition, the following procedures must be followed:
:
Discussion with the supervisor so that the supervisor is made aware of the upcoming absence.
A copy of the Jury Duty Notice must be submitted to the Payroil Unit in Personnel Services before the employee
leaves for such service.
After Jury Duty has been served, a receipt showing the number of days served must be given to the Payroll Unit in Personnel
Services.
XVI. PROHIBITION AGAINST RETALIATION FOR REQUESTING OR USING LEAVE
Retaliation against any employee who requests or utilizes leave in accordance with any section of these Absence and Leave
Policies is prohibited. Retaliation includes, but is not limited to, any adverse employment action (i.e. termination of
employment, demotion, discipline, etc.).
Any individual who believes they have been retaliated against for requesting or utilizing leave in accordance with these
Absence and Leave Policies should contact the Team Relationship Manager in Personnel Services.
XVII. DISCIPLINARY ACTIONS AND LEAVE TIME
The Council reserves the right to take disciplinary action against an employee for non-compliance with procedural
guidelines, any falsification of hours on the timesheet, non-submission of multiple timesheets and other absence or timesheet
abuses. Furthermore, if acceptable documentation for absences (such as jury duty, bereavement, etc.) is not received in a
timely manner, absence hours will be deducted from available leave balances until acceptable documentation is produced. If
there are no leave time hours available for usage, the hours absent will not be paid.
In addition, employees who fail to comply with the Council's mandatory training requirements may be subject to disciplinary
action including, but not limited to, the loss of annual leave time.
Unauthorized absences of four or more consecutive days, without notice, shall be considered a voluntary resignation from the
Council.
XVIII. SEPARATION GUIDELINES (TERMINAL LEAVE)
After an employee's last day of work, if the employee has any accrued and unused annual leave time, the employee will be
given an option to select a lump-sum payout of time or be paid out that time on consecutive Council paydays at the
employee's last regular rate of pay on the employee's last day of work. If an employee has continuous City service for 10
years or more, the employee will be eligible for a 50% payout of available, unused sick leave as of their last day worked. The
employee will not be entitled to additional accruals of annual and sick leave, earn compensatory time or receive pay for
holidays or jury duty service after the employee's last day of work.
If an employee will be transferring to a City agency, the rollover of any and all time is at the discretion of the new City
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***
The types of leave detailed above are not exhaustive. For further information related to leave that may be available,
employees should contact the Payroll Unit in Personnel Services.
Page 11 of 12
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<a id="annual-leave-accrual-tables-p28"></a>
### ANNUAL LEAVE ACCRUAL TABLES
_Page 28_ · _OCR-reconstructed_ · _Topics: vacation_

ANNUAL LEAVE - REGULAR STAFF SCHEDULED TO WORK 35 HOURS PER WEEK
Length of Service
Monthly Accrual
Monthly Accrual
Calendar Year
Amount (in hours)
Amount (in days)
Accrual Amount
(in hours)
Beginning of 1st year
Beginning of 5th year
8.75
1.250
105.00
1.666
140.04
11.67
14.58
Beginning of 8th year
Beginning of 15th year
2.083
174.96
15.75
2.25
189.00
ANNUAL LEAVE - REGULAR STAFF SCHEDULED TO WORK 20 to 34 HOURS PER WEEK
Length of Service
Monthly Accrual
Monthly Accrual
Calendar Year
Amount (in hours)
Amount (in days)
Accrual Amount
(in hours)
63.00
Calendar Year
Accrual Amount
(in days)
15
20
25
27
Calendar Year
Accrual Amount
(in days)
Beginning of 1st year
Beginning of 5th year
5.25
8.75
105.00

<a id="annual-leave-management-and-professional-staff-p28"></a>
### ANNUAL LEAVE - MANAGEMENT AND PROFESSIONAL STAFF
_Page 28_ · _OCR-reconstructed_ · _Topics: vacation_

Length of Service
Monthly Accrual
Monthly Accrual
Amount (in hours)
Amount (in days)
Beginning of 1st year
11.67
1.666
Beginning of 8th year
14.58
2.083
Calendar Year
Accrual Amount
(in hours)
140.04
174.96
Calendar Year
Accrual Amount
(in days)
20
25
Beginning of 15th year
15.75
2.250
189.00
27
ANNUAL LEAVE - PROFESSIONAL STAFF SCHEDULED TO WORK 20 to 34 HOURS PER WEEK
Length of Service
Monthly Accrual
Monthly Accrual
Calendar Year
Accrual Amount
Amount (in hours)
Amount (in days)
(in hours)
Calendar Year
Accrual Amount
(in days)
Beginning of Ist year
Beginning of 5th year
7.00
84.00
8.75
105.00
ANNUAL LEAVE - REGULAR & PROFESSIONAL STAFF SCHEDULED TO WORK UNDER 20

<a id="hours-p28"></a>
### HOURS
_Page 28_ · _OCR-reconstructed_

Length of Service
Beginning of Ist year

<a id="per-week-p28"></a>
### PER WEEK
_Page 28_ · _OCR-reconstructed_

Monthly Accrual
Amount (in hours)
2.917
Monthly Accrual
Amount (in days)
Calendar Year
Accrual Amount
(in hours)
35.00
Calendar Year
Accrual Amount
(in days)
Page 12 of 12
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<a id="the-council-of-the-city-of-new-york-p29"></a>
### THE COUNCIL OF THE CITY OF NEW YORK
_Page 29_ · _OCR-reconstructed_

Absence and Leave Policies
Council Member Office Staff
The Council recognizes that employees have diverse needs for time off from work. Leave policies have been established and
are applicable to all full-time and part-time Council Member Office staff.
I.

<a id="annual-leave-p29"></a>
### ANNUAL LEAVE
_Page 29_ · _OCR-reconstructed_ · _Topics: vacation, discipline, hours_

It is important to your health and well-being to take time away from work and we encourage all employees to use their annual
leave. Annual leave is accrued on a monthly basis, effective the 15th day of each month, and may be utilized for any purpose.
All time used is calculated in 15 minute increments.
Newly hired employees who begin employment on or before the 5th day of the month will accrue hours on the 15th of the
month. Newly hired employees who begin employment on the 6th day through the last day of the month will accrue hours on
the 15th of the following month.
For employees with previous service with the City of New York, Personnel Services will advise on any service credit
eligibility regarding annual leave accruals.
To schedule annual leave, employees must make every effort to submit their requests to their supervisors at least two weeks
before the anticipated leave. Employees must ensure that they have enough accrued leave available to cover the dates
requested.
Annual leave will be approved if the employee is in a positive time accrual position and there is no conflict in coverage for
the employee's area. An employee who has a negative time balance may not be approved to take annual leave pending
correction of any disciplinary issue or until the employee is in a positive time balance position. If a request is made by a
newly hired employee to approve an already scheduled vacation, this should be discussed with the Director of Personnel
Services before a decision is reached with the employee.
Employees may not carry over more than 54 days (378 hours) into the next calendar year. On December 3 Ist, annual leave
hours over the limit will be lost.

<a id="scheduled-to-work-35-hours-per-week-p29"></a>
### SCHEDULED TO WORK 35 HOURS PER WEEK
_Page 29_ · _OCR-reconstructed_

Length of Service
Monthly Accrual
Amount (in hours)
Monthly Accrual
Amount (in days)
Beginning of 1st year
Beginning of 8th year
Beginning of 15th year
11.67
14.58
1.666
2.083
15.75
2.250
Calendar Year
Accrual Amount
(in hours)
140.04
174.96
Calendar Year
Accrual Amount
(in days)
20
25
189.00
27
SCHEDULED TO WORK 20 to 34 HOURS PER WEEK
Length of Service
Monthly Accrual
Amount (in hours
Monthly Accrual
Amount (in days)
Calendar Year
Accrual Amount
(in hours)
84.00
Calendar Year
Accrual Amount
(in days)
Beginning of 1st year
Beginning of 5th year
7.00
8.75
105.00
Page 1 of 9
Effective Date: 10-12-23
25006

<a id="scheduled-to-work-under-20-hours-per-week-p30"></a>
### SCHEDULED TO WORK UNDER 20 HOURS PER WEEK
_Page 30_ · _OCR-reconstructed_

Length of Service
Monthly Accrual
Amount (in hours)
Monthly Accrual
Amount (in days)
Beginning of 1st year
2.917
Calendar Year
Accrual Amount
(in hours)
35.00
Calendar Year
Accrual Amount
(in days)
II.

<a id="sick-leave-p30"></a>
### SICK LEAVE
_Page 30_ · _OCR-reconstructed_ · _Topics: wages, holidays, vacation, sick-leave, health-welfare, hours, safety, diversity_

As each person is an important member of the Council team, an employee's absence can disrupt the operations of an entire
unit. When possible, employees are expected to schedule planned medical appointments so as to minimize disruption of
workflow. However, the Council recognizes that employees will need days off from work periodically to address their
medical needs or emergencies. Sick leave can be used when: (1) an employee is sick; and/or (2) for an employee's preventive
medical appointment.
A. Employee
For employees who are regularly scheduled to work, at minimum, twenty (20) hours per week, sick leave is accrued at
the rate of seven (7) hours per month, effective the 15th day of each month.
For employees who are regularly scheduled to work less than twenty (20) hours per week, the rate of accrual is one (1)
hour for every thirty (30) hours worked.
If you are absent from work for more than four (4) consecutive workdays, you are required to provide written
documentation from a licensed healthcare provider upon your return to work. Documentation must meet the following
criteria:
• Be on healthcare provider's official stationery, and include the name, address and phone number of the
healthcare provider.
Include the signature or stamp of the healthcare provider.
Include the date the document was generated.
.
Include the employee's name.
• Have the dates of the absence and indicate when the employee was able to return to work.
Failure to provide required documentation may result in the time out being deducted from annual leave. In addition, upon
the exhaustion of sick leave, continued absence hours duc to non-work-related illness or injury will be deducted from
available leave.
B. Reporting an Absence
If you are unable to come to work, you must inform the appropriate person as early as possible, but no later than your
regular starting time.
If an employee is absent due to a medical emergency, the employee (or a designee) must contact the employee's
supervisor or the Payroll Unit in Personnel Services within twenty-four (24) hours of the event.
All absence types are to be recorded on your timesheet. Timesheets must be submitted on a weekly basis. If Personnel
Services is not otherwise informed of the absence type, the time out will be automatically deducted from annual leave.
If an absence due to illness will result in an employee's extended absence, the supervisor or the employee must notify the
Payroll Unit in Personnel Services promptly.
C. Misuse of Sick Leave
A pattern of absence due to illness may result in being required to produce documentation from a licensed healthcare
provider, even in cases where the absence is less than four (4) consecutive workdays.
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Examples of patterned absences are:
• Repeated use of unscheduled sick leave on or adjacent to weekends, regularly scheduled days off, holidays,
vacation, or payday.
• Taking leave on days when other leave has been denied.
• A pattern of taking leave on days when the employee is scheduled to work earlier/later than the employee's
regular schedule or perform duties perceived as undesirable.
• Evidence that an employee engaged in an activity that is not consistent with: (1) the employee being sick; or (2)
the employee using sick leave for a preventive medical appointment.
D. Healthcare Provider Documentation
Any healthcare provider documentation required in connection with using sick leave, special health-related leaves,
workers' compensation or health insurance should be provided directly to Personnel Services. Any healthcare provider
documentation required for a reasonable accommodation under the Council's Anti-Discrimination and Harassment
Policy should be provided directly to the EEO Office. Supervisors should not request such documentation from staff
under any circumstances.

<a id="iii-leave-for-care-of-family-members-and-safe-time-p31"></a>
### III LEAVE FOR CARE OF FAMILY MEMBERS AND SAFE TIME
_Page 31_ · _OCR-reconstructed_ · _Topics: sick-leave, safety_

Employees may use up to 30 sick days (210 hours) per calendar year to care for family members and may use up to 30 sick
days (210 hours) per calendar year for safe time. Care for a family member includes, but is not limited to, a family member
who needs medical diagnosis, care, or treatment of an illness, injury, or health condition, elective surgery or who needs
preventive medical care. Safe time is paid leave for an employee either who has been the victim of a family, sexual, stalking
or human trafficking offense; or who has a family member that has been the victim of such an offense. Please consult witł
Leave taken will be deducted from your sick leave hours. Employees will continue to accrue sick leave at their usual rates.
Family members are defined as:
• Child (biological, adopted, or foster child; legal ward; child of an employee standing in loco parentis)
• Child or parent of an employee's spouse or domestic partner
• Domestic partner
• Grandchild
• Grandparent
Parent
.
Sibling (including a half, adopted, or step sibling)
• Spouse
• Any other individual related by blood to the employee
• Any other individual whose close association with the employee is the equivalent of a family member
if you are absent from work for more than four (4) consecutive workdays, we may ask you to voluntarily provide writter
verification of the use of these leave hours
IV.

<a id="working-hours-p31"></a>
### WORKING HOURS
_Page 31_ · _OCR-reconstructed_ · _Topics: hours_

It is imperative that employees report to work at their scheduled start time. Employees are expected to allow sufficient time
for travel delays.
For full-time employees, the standard workweek is comprised of thirty-five (35) hours and begins on a Sunday and ends on
the following Saturday. You must work five (5) days within the standard workweek.
Page 3 of 9
Effective Date: 10-12-23
25006


V.

<a id="work-schedules-p32"></a>
### WORK SCHEDULES
_Page 32_ · _OCR-reconstructed_

Employees must follow established workweek schedules. Employees will be informed of work schedules by their immediate
supervisors.
Meal Periods

<a id="holidays-p32"></a>
### HOLIDAYS
_Page 32_ · _OCR-reconstructed_ · _Topics: holidays, hours_

The Council observes the following regularly paid holidays:
Any employee working more than six hours during their standard workday is entitled to at least thirty minutes off (free
from any work duties) between 11 AM and 2 PM for lunch within that period.
Furthermore, any employee who starts working before 11 AM and ends working after 7 PM is entitled to an additional 20
minutes off (fee from any work duties) between 5 PM and 7 PM for an additional meal during that period.
Any employee working more than six hours starting between 1 PM and 6 AM is entitled to at least 45 minutes off (fe
Tom any work duties) for a meal period at a time midway between their work schedule
VI.
Holiday
New Year's Day
Martin Luther King, Jr.'s Birthday
Washington's Birthday
Memorial Day
Juneteenth
Independence Day
Labor Day
Columbus Day
Election Day
Veterans Day
Thanksgiving Day
Christmas Day
Observed
January 1
Third Monday in January
Third Monday in February
Last Monday in May
June 19
July 4
First Monday in September
Second Monday in October
The Tuesday following the first Monday in November
November 11
Fourth Thursday in November
December 25
When a holiday falls on a Saturday, it shall be observed on the preceding Friday. When a holiday falls on a Sunday, it shall
be observed on the following Monday.
VIL.

<a id="floating-holidays-personal-days-p32"></a>
### FLOATING HOLIDAYS/PERSONAL DAYS
_Page 32_ · _OCR-reconstructed_ · _Topics: holidays, vacation, other-leave_

Employees will be granted six (6) floating holidays per calendar year in addition to other types of leave.
loating holidays will allow employees to have additional paid leave to cover the observance of Lincoln's Birthday, absence
for personal reasons, such as religious observances, parent-teacher conferences, and important family events or to supplemen
annual, sick and holiday leave. Generally, reasonable notice must be given and appropriate approvals obtained; however,
floating holidays may be used for emergency situations.
Floating holidays must be used in three and a half (3.5) hour or seven (7) hour increments only.
Floating holidays must be taken within the calendar year in which they are given. Under no circumstances will these days b
arried over to the next calendar year, nor may they be paid out upon the end of your Council employment, your transfer t
an agency of the City of New York, or your transfer to Central Staff.
VIII. BEREAVEMENT
Immediate Family
Absence, not to exceed five workdays, shall be granted in the case of death in the immediate family. Days may be taken
intermittently and must be used within three months of the death. Immediate family shall be defined for this purpose as:
Page 4 of 9
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25006


• Aunt or Uncle
• Brother or sister
• Child (biological, adopted, or foster child; legal ward; child of an employee standing in loco parentis; stillbirth;
or miscarriage)
• Child or parent of an employee's spouse or domestic partner
• Domestic partner
• Father-in-law or mother-in-law
• Grandchild
• Grandchild of a domestic partner
• Grandparent
• Natural, Foster or Step-Parent
Sibling (including a half, adopted, or step sibling)
• Spouse
• Any relative, relative-in-law or domestic partner relative residing in the employee's household
Other Family
Absence, not to exceed two workdays, shall be granted in the case of the death of any relative or relative-in-law not residing
in the household.
Employees may use annual leave when more time is needed or in the event of a death other than those noted above.
Documentation
If you are unable to provide documentation, please bring this to the attention of the Payroll Unit.
IX.

<a id="parental-leave-p33"></a>
### PARENTAL LEAVE
_Page 33_ · _OCR-reconstructed_ · _Topics: wages, vacation, sick-leave, parental-leave, other-leave, training_

Upon request, an employee may take a parental leave of absence in connection with the birth of a child or the placement of a
child with the employee for adoption or foster care. As described below, an employee's parental leave of absence may
include paid parental leave in conjunction with other forms of leave (paid or unpaid), up to 80 workdays (560 hours) within
When an employee's use of paid parental leave is foreseeable, the employee must provide at least thirty calendar days'
advance notice to their supervisor prior to the beginning of the leave period.
A. Paid Parental Leave Benefit
:
Parental leave eligibility begins on the day after the parental event.
All paid employees with less than five months of continuous service with the City of New York are eligible for up to
30 workdays (210 hours) of paid parental leave.
.
All paid employees with five months or more of continuous service with the City of New York are eligible for up to
60 workdays (420 hours) of paid parental leave.
The weekly paid parental leave benefit paid to any employee shall be equal to that employee's usual weekly rate of pay.
B. Usage
The start date of an employee's use of paid parental leave is at the employee's option. However, the employee must use
he paid parental leave by the first anniversary (12 months) of the child's birth or placement. Paid parental leave not use
rithin the 12 months of the birth or placement will be forfeited
Employees may use paid parental leave once per a rolling 12-month period, which is the 12-month period measured
backward from the date the employee begins using paid parental leave.
C. Documentation
An employee's eligibility for paid parental leave is contingent on the employee providing appropriate documentation as
requested by the Council.
Page 5 of 9
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D. Combining with Annual Leave and Sick Leave
• Paid parental leave may be used in conjunction with accrued annual leave, up to a maximum of 80 workdays (560
hours) of total paid leave. At the discretion of the employee's supervisor, the employee may be allowed to combine
additional annual leave accruals with paid parental leave beyond this maximum.
• Use of sick leave to combine with paid parental leave will be subject to applicable leave provisions regarding sick
leave (see Section II).
• An employee may also use paid parental leave without using accrued annual and/or sick leave.
• An employee will accrue annual and sick leave during the paid parental leave period in accordance with the
applicable leave provisions.
E. Combining with Unpaid Leave
• Paid parental leave may also be used in conjunction with unpaid leave after the employee has exhausted all other
forms of applicable leave, up to a maximum of 80 workdays (560 hours) of total leave (paid and unpaid). This
maximum may be increased at the discretion of the employee's supervisor.
• An employee's health and management benefits coverage may be impacted by the use of unpaid leave. Employees
seeking to use unpaid leave should consult with the Human Resources Unit in Personnel Services to learn more
about the employee's health and management benefits coverage while on unpaid leave.
F. Intermittent Use
At the discretion of an employee's supervisor, an employee may use paid parental leave intermittently in units of at least
one hour. Other forms of leave that an employee may combine with paid parental leave (as described above) may also be
used intermittently in the same manner.
G. Position Restoration
An employee who returns from a parental leave of absence taken in accordance with the procedures above must be
restored to the employee's previous position or to an equivalent position.
H. Further Details
For further details regarding taking a parental leave of absence, please contact the Human Resources Unit in Personnel
Services.
X. MILITARY LEAVE
Military orders, when received, must be honored and the employee placed on a leave of absence for the duration of the
orders. New York State Military Law defines ordered military duty as "Any military duty performed in the service of the
state or of the United States, including but not limited to attendance at any service school or schools conducted by the arme
forces of the United States, by a public officer or employee as a member of any force of the organized militia or of any
reserve force or reserve component of the armed forces of the United States, pursuant to orders issued by competent state or
rederal authority, with or without the consent of such public officer or employee. Participation in routine reserve office
training corps training is not considered to be military duty except when performing advanced training duty as a member of
reserve component of the armed forces."
Paid Leave Time
Employees will receive their Council salary while on leave for "ordered military duty" for a period of time not to exceed 30
normally scheduled workdays in any one calendar year and not to exceed 30 normally scheduled workdays in any one
continuous period of absence. This includes travel to and from such duty.
Documentation
An employee is responsible for submitting appropriate documentation to the Payroll Unit in Personnel Services prior to the
beginning of the leave of absence.
Work Schedule
To the extent practicable, an employee's normal work schedule should be set to avoid conflicting with drills scheduled during
an employee's working hours.
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Extended Military Benefits Program
Employees who have exhausted their statutory entitlement and who have been called up for "ordered military duty" may be
eligible for enrollment in the Extended Military Benefits Program (EMBP). To qualify, an employee must be performing
"ordered military duty" in connection with a covered operation. Covered operations are those military operations designated
by the federal govemment of the United States, in support of "Operation Enduring Freedom," "Operation Iraqi Freedom,"
"Operation Noble Eagle," or successors thereto, or operations specifically connected by federal designation, action or
implication with homeland security. Employees who participate in the EMBP shall receive the difference between their
Council salary and military pay where the military pay is less than the Council salary, during the period of coverage. An
employee whose military pay is greater than their Council salary will not receive any differential pay, but if such employee is
serving in a covered operation, will continue to accrue leave balances and continue receiving their preexisting healthcare
benefits. Further information about the EMBP can be found at https://www.nyc.gov/site/dcas/agencies/extended-military-
benefits.page.
XI. LEAVE CREDITS FOR DONATING BLOOD OR VOLUNTEERING
Blood Donation at Council Blood Drive
All employees are permitted to participate in Council blood drives held at 250 Broadway and City Hall, up to two times a
calendar year. Employees are only excused for the amount of time it takes to donate blood (including going to and returning
from the donation site) and recovery.
All employees who successfully donate blood at a Council blood drive at 250 Broadway or City Hall will be granted three
hours of blood drive credit for each time in the calendar year that they donate, up to two times a calendar year. Blood drive
credit must be used within one year of the blood drive donation or it will be forfeited.
Additional Council blood drives may be added to aid in emergency situations or extenuating circumstances. Employees will
be excused for the amount of time it takes to donate blood (including going to and returning from the donation site) and
recover.
The maximum amount of blood drive credit granted per calendar year is six hours. Under no circumstances will blood drive
credit be paid out upon the end of your Council employment or your transfer to an agency of the City of New York.
Volunteering
Employees who do not give blood may alternatively receive up to a maximum of six hours of volunteer leave credit per
calendar year by volunteering for organizations that serve New Yorkers, subject to the Council's Outside Activity process.
The amount of leave credit granted will be commensurate with the amount of hours volunteered.
Personnel Services will require documentation from the organization confirming the amount of time volunteered.
Some volunteer opportunities within NYC can be found here: https://www.nycservice.org/search/. Employees need to
review the Conflicts of Interest Board rules on volunteering, which can be found here: https://wwwl.nyc.gov/site/coib/the-
law/volunteering.page.
The volunteer leave credit must be used within one year of the volunteer date with the organization or it will be forfeited.
Under no circumstances will this credit be paid out upon the end of your Council employment or your transfer to an agency
of the City of New York.
If you are interested in applying for volunteer leave credit, please contact the Team Relationship Manager in Personnel
Services prior to volunteering with an organization.
Combined Leave Credits
Combined blood and volunteer leave credits for each calendar year may not exceed a total of six credits.
XII. EXCUSED LEAVE TIME FOR CANCER SCREENINGS
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Employees must provide timely documentation of the screening, as requested by the Council. The leave may be applied
retroactively following receipt and verification of the documentation.
XIII. TIME OFF FOR CERTAIN PERSONAL EVENTS
In addition to any other leave that may be applicable, employees are granted up to two (2) days of unpaid leave per calendar
year to address certain personal events such as:
:
The need to provide care to a minor child or care recipient;
The need to attend a legal proceeding or hearing for subsistence benefits to which the employee, a family member or
the employee's care recipient is a party; or
• Any circumstance that would constitute a basis for use of safe time or sick leave (as provided in Section II and
Section III above).
Instead of utilizing unpaid leave in relation to the above, employees may also obtain another temporary scheduling
adjustment or work location adjustment. Employees are entitled to a temporary scheduling adjustment to address any of the
above-mentioned personal events up to two times per calendar year.
Employees should contact the Payroll Unit in Personnel Services for additional information.
XIV. JURY DUTY
When an employee is called for Jury Duty, the employee is excused from their employment for the time spent in actual jury
duty as well as necessary travel time. In addition, the following procedures must be followed:
..
Discussion with the supervisor so that the supervisor is made aware of the upcoming absence.
A copy of the Jury Duty Notice must be submitted to the Payroll Unit in Personnel Services before the employee
leaves for such service.
After Jury Duty has been served, a receipt showing the number of days served must be given to the Payroll Unit in Personnel
Services.
XV. PROHIBITION AGAINST RETALIATION FOR REQUESTING OR USING LEAVE
Retaliation against any employee who requests or utilizes leave in accordance with any section of these Absence and Leave
Policies is prohibited. Retaliation includes, but is not limited to, any adverse employment action (i.e. termination of
employment, demotion, discipline, etc.).
Any individual who believes they have been retaliated against for requesting or utilizing leave in accordance with these
Absence and Leave Policies should contact the Team Relationship Manager in Personnel Services.
XVI. DISCIPLINARY ACTIONS AND LEAVE TIME
The Council reserves the right to take disciplinary action against an employee for non-compliance with procedural
guidelines, any falsification of hours on the timesheet, non-submission of multiple timesheets and other absence or timesheet
abuses. Furthermore, if acceptable documentation for absences (such as jury duty, bereavement, etc.) is not received in a
timely manner, absence hours will be deducted from available leave balances until acceptable documentation is produced. If
there are no leave time hours available for usage, the hours absent will not be paid.
In addition, employees who fail to comply with the Council's mandatory training requirements may be subject to disciplinary
action including, but not limited to, the loss of annual leave time.
Unauthorized absences of four or more consecutive days, without notice, shall be considered a voluntary resignation from the
Council.
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XVII. SEPARATION GUIDELINES (TERMINAL LEAVE)
After an employee's last day of work, if the employee has any accrued and unused annual leave time, the employee will be
given an option to select a lump-sum payout of time or be paid out that time on consecutive Council paydays at the
employee's last regular rate of pay on the employee's last day of work. If an employee has continuous City service for 10
years or more, the employee will be eligible for a 50% payout of available, unused sick leave as of their last day worked. The
employee will not be entitled to additional accruals of annual and sick leave, earn compensatory time or receive pay for
holidays or jury duty service after the employee's last day of work.
If an employee will be transferring to a City agency, the rollover of any and all time is at the discretion of the new City
agency.
***
The types of leave detailed above are not exhaustive. For further information related to leave that may be available,
employees should contact the Payroll Unit in Personnel Services.
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_End of contract. Source PDF: <https://www.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/2021-2026/ale-01-4-21-01-17-27.pdf>_
