Crisis Lines Call Out Form

Please fill out this form if you are adjusting the time of the callout or updating coverage for the shift.

What are the start and end times of the extended mid-shift break?
(Please list them in the Pacific Time Zone):

Please troubleshoot with your supervisor. If the problem still persists, please submit a Help Desk ticket here: https://linesforlife.sd.cloud.invgate.net/portal 

HR will not be able to assess your request until you complete the HR helpdesk ticket on the next page.

 

SICK Time

This time can be used for the purpose of improving the employee’s physical, mental, or emotional wellbeing.

Eligibility: All employees.

Allowed Amounts:

• 1 hour is accrued for every 30 hours worked. 

Notification Requirements:

• Notify supervisors at least 2 hours before shift using the Time Off Form, unless verifiable emergency circumstances prevent it.
• For planned absences (e.g., surgeries scheduled far in advance), 14 days’ notice is requested.
• Medical documentation may be required for absences over 3 days or an ongoing pattern of intermittent sick time use.

Note: Collaborative communication is encouraged between employees and supervisors.

WELLNESS Days

Paid days for employee physical, mental, or emotional wellbeing.

Eligibility: All Employees

Allowed Amounts:

• Employees receive 3 wellness days on February 1st of each year. Employees hired after August 1st receive 1 wellness day for that initial calendar year.
• Must be used in full shift increments.

Notification Requirements:

• Employees are expected to provide as much notice as reasonably practicable.
• Follow the absence notice procedure which includes submitting a “Wellness Day” time off request in ADP if providing 14 days’ advance notice or filling out the Crisis Lines Time Off form if providing less notice, typically at least 2 hours before the shift.

PTO

Time off taken in connection with vacation, personal business, and holidays.

Eligibility: Employees who regularly work 20+ hours per week

Allowed Amounts:

• Non-exempt employees accrue between 0.0936 – 0.1244 hours of PTO per hour worked, depending on years of service with an annual maximum of 194.67-258.67 hours.

Notification Requirements:

• Whenever possible, PTO requests will be submitted in ADP in the Time Off section at least 14 days in advance. All requests for time off are subject to Employer approval.

Extended Illness Bank (EIB)

Paid time off hours that are accessible for family and medical statutory leaves if an employee is off for more than 3 consecutive days after exhausting accrued and available sick time.

Eligibility: All employees who have had excess hours rollover from their sick time and/or PTO hours during the annual rollover(s).

Allowed Amounts:

• Employees can bank up to 320 hours in their balance.

Bereavement

Supports employees in grieving and handling affairs following the death of a loved one.

Eligibility & Allowed Amounts:

• Employees may use up to 1 week (40 hours, prorated based upon an employee’s FTE) in the instance of death of an employee’s Family Member.
  • Family member is defined as:
    • Spouse;
    • Domestic partner;
    • Custodial, biological, adoptive, foster, or step parent;
    • Parent-in-law;
    • Parent of domestic partner;
    • Grandparent or grandchild of the employee;
    • A person with whom the employee is or was in a relationship of in loco parentis;
    • Biological, adoptive, foster, or stepchild of an employee;
    • Child of domestic partner; and
    • Any individual related by blood or affinity whose close association with the employee is the equivalent of a family relationship.
• Additionally, employees will be granted up to 40 hours, prorated based on the employee’s FTE, of paid bereavement leave for the loss of a family member not otherwise covered by the definition for Family Member above or close friend by suicide or overdose.
• Employees may take up to 1 day of paid bereavement leave to attend the funeral/memorial service of a friend not covered in the situations above with supervisor approval.

Note: Must be requested through HR Helpdesk and the supervisor.

Critical Incident

Employees who have been directly involved in a traumatic incident including of on-duty violence by a client in which the client engages in violence toward self or others while actively engaged in services provided by the employee where emergency medical services were involved, and the employee themselves was not physically injured, may make a request to their manager or supervisor to be relieved for the remainder of their shift, which shall be on paid time.

Eligibility: Must meet the critical incident definition above.

Allowed Amounts:

• May be relieved by the supervisor from the remainder of the shift with a critical incident with pay.
• Up to two (2) additional paid days per year for recovery.
• Additional time may be requested using PTO, statutory leave, or personal leaves of absence.

Note: This ensures space to emotionally recover from on-duty traumatic experiences.

Jury Duty

Covers time off when employees are called to serve on jury duty.

Eligibility: Employees who have completed their probationary period to receive paid jury duty.

Allowed Amounts:

• Up to 120 hours of paid jury duty leave per 12-month period, prorated by FTE.
• If jury service exceeds this limit, employee may use PTO or unpaid leave.

Other Notes:

• Provide jury summons to HR and daily updates to supervisor.
• Must submit certificate of attendance after service.

 

Witness Duty

For court appearances required by subpoena or court order.

Eligibility: Applies to employees who have received job-related or personal subpoenas or court orders.

Allowed Amounts:

• If testifying as part of job duties: time is paid.
• If the witness duty is on behalf of the Employer on a scheduled day off, a different day off will be granted.
• If testifying as a private individual: use PTO or request unpaid leave.

Note: Notify supervisor as soon as possible.

I don't have enough paid time (Personal Leave)

When an employee is ineligible for or has exhausted other leave options, they may request a personal leave of absence that is at the discretion of the employer to approve or deny.

Eligibility:

• Must be a regular (not temporary or contract) employee.
• Must formally request and receive approval from HR and supervisor.

Allowed Amounts:

• Up to 90 calendar days within an 18-month period.
• Accrued PTO must typically be used first.
• If leave exceeds 30 days, COBRA may be required to continue health insurance.

Note: Requests must be submitted in writing, and responses will be provided within five business days.

N/A

I don't need anything added since it's:

• a shift trade or
• I picked up shifts later this pay week or
• I'm canceling a previous form.

Inclement Weather and Disasters

Employees are expected to make every reasonable effort to work assigned shifts. When severe weather conditions or related emergencies make it unsafe or unable to telework, there is a limited amount of Inclement Weather leave available.

Eligibility: All employees.

Allowed Amounts:

• Employees are expected to telework when feasible.
• One (1) paid administrative day per year is available if telework is not possible due to emergency conditions.
• In the event that an employee has to evacuate their home due to emergency conditions, they will be provided with three (3) additional admin days.
• If additional time is needed, employees may use accrued and available PTO.

Other Notes:

• Employees must communicate with their supervisor as soon as reasonably possible.
• Employees will not be subject to disciplinary action if they are late or absent due to emergency conditions or weather.