Eligibility to Receive Shared Leave Sample Clauses
The 'Eligibility to Receive Shared Leave' clause defines the criteria an employee must meet to qualify for receiving donated leave from other employees. Typically, this clause outlines specific circumstances such as serious personal or family illness, injury, or other qualifying hardships that justify the need for additional leave beyond the employee's own accrued time. By establishing clear eligibility requirements, the clause ensures that shared leave is distributed fairly and only to those facing genuine need, thereby preventing misuse and supporting employees during critical times.
Eligibility to Receive Shared Leave. An employee may be eligible to receive shared leave under the following conditions:
A. The employee’s Agency Head or designee determines that the employee meets the criteria described in this Section.
B. For work related illness or injury, the employee has diligently pursued and been found to be ineligible for benefits under RCW 51.32 if the employee qualifies under Subsection 25.3.A.1.
C. The employee has abided by Agency policy regarding the use of sick leave if the employee qualifies under Subsection 25.3.A.1,A.4, or A.5.
D. The employee has abided by Agency policies regarding the use of vacation leave and paid military leave if the employee qualifies under Subsection 25.3.A.2.
E. A state of emergency has been declared anywhere within the United States by the federal or any state government if the employee qualifies under Subsection 25.3.A.3.
F. Donated leave may be transferred from employees within the same Agency, or with the approval of the heads or designees of both state agencies, higher education institutions, or school/districts/educational service districts, to an employee of another state Agency, higher education institutions, or school/districts/educational service districts.
Eligibility to Receive Shared Leave. An employee may be eligible to receive shared leave under the following conditions as determined by the Personnel Office:
A. The employee suffers from, or has a relative or household member suffering from an extraordinary or severe illness, injury, impairment, or physical or mental condition, or who has been called to service in the uniformed services, which has caused, or is likely to cause, the employee to go on leave without pay or terminate the District employment;
B. The employee's job is one which sick leave can be used or accrued;
C. The employee's absence and the use of shared leave are justified;
D. The employee has exhausted or will exhaust his/her sick leave;
E. The employee has abided by District regulations regarding sick leave use; and
F. The employee has diligently pursued and been found to be ineligible for time loss compensation under chapter 51.32 RCW (the chapter of the state Industrial Insurance Act entitled "Compensation--Right to and Amount"). Any employee who wishes to receive leave under this policy shall submit a request in writing to the personnel office. The District shall require the employee or his/her legal representative to submit, prior to approval or disapproval, documentation from a licensed physician or other authorized health care practitioner verifying the severe or extraordinary nature and expected duration of the condition. All forms of paid leave available for use by the recipient must be used prior to using shared leave. No employee may use more than 522 days of donated leave during total district employment.
Eligibility to Receive Shared Leave. An employee may be eligible to receive shared leave under the following conditions:
A. The employee’s secretary or designee determines that the employee meets the criteria described in this Section.
B. For work related illness or injury, the employee has diligently pursued and been found to be ineligible for benefits under RCW 51.32 if the employee qualifies under Subsection 25.3 (A)(1).
C. The employee has abided by agency policy regarding the use of sick leave if the employee qualifies under Subsection 25.3 (A)(1), (A)(4), or (A)(5).
D. The employee has abided by agency policies regarding the use of vacation leave and paid military leave if the employee qualifies under Subsection 25.3 (A)(2).
E. A state of emergency has been declared anywhere within the United States by the federal or any state government if the employee qualifies under Subsection 25.3 (A)(3).
F. Donated leave may be transferred from employees within the same agency, or with the approval of the heads or designees of both state agencies, higher education institutions, or school/districts/educational service districts, to an employee of another state agency, higher education institutions, or school/districts/educational service districts.
Eligibility to Receive Shared Leave. An employee may be eligible to receive shared leave if the Superintendent or designee has determined the employee meets the following conditions.
1. The employee:
a. suffers from or has a relative (WAC 392-136A-020) or household member (WAC 392- 136A-020) suffering from an illness, injury, impairment or physical or mental condition that is extraordinary or severe in nature;
b. has been called to service in the uniformed services;
c. is a victim of domestic violence, sexual assault or stalking;
d. is a current member of the uniformed armed services or a veteran as defined by RCW 41.04.005, who is attending medical appointments or treatments for a service-connected injury or disability;
e. has needed skills to assist in responding to a state of emergency which has been declared anywhere within the United States by the federal or any state government emergency, or its aftermath, and volunteers the employee’s services to either a governmental agency or to a nonprofit organization engaged in humanitarian relief in a devastated area, and the governmental agency or nonprofit organization accepts the employee's offer of volunteer services;
f. is a spouse of a current member of the uniformed armed services or a veteran as defined by RCW 41.04.005, who is attending medical appointments or treatments for a service- connected injury or disability and requires assistance while attending appointment or treatment;
g. needs time for parental leave; or
h. Is sick or temporarily disabled because of pregnancy disability.
2. The condition(s) listed above has caused, or is likely to cause, the employee to go on leave without pay or terminate District employment;
3. The employee has exhausted, or will shortly exhaust, leave otherwise available for that purpose unless that employee qualifies under A.1.g or A.1.h above, in which case the employee may retain 40 hours of leave and still seek shared leave;
4. The employee has abided by District policies regarding the use of leave otherwise available for that purpose; and
5. If the injury or illness is work-related, the employee has diligently pursued and been found to be ineligible for benefits under Chapter 51.32 RCW.
Eligibility to Receive Shared Leave. An employee may receive donated leave under the following conditions:
a. The employee meets one or more conditions listed in (J) above.
b. The employee’s job is one in which leave can be used and accrued;
c. The employee is not eligible for time loss compensation under RCW 51.32;
d. The employee has abided by District policies and procedures regarding the use of Annual Leave;
e. The employee has exhausted or will shortly exhaust their Annual Leave;
f. The condition has caused or is likely to cause the employee to go on leave without pay or terminate District employment. Employees accessing parental leave share may maintain up to forty (40) hours of leave in reserve.
g. No more leave may be donated than the recipient can use, e.g., no more than five hundred and twenty-two days (522) days during the recipient’s entire term of Washington State School District employment.
Eligibility to Receive Shared Leave. 16 7.7.2 Donation of Leave 17 7.7.3 Computation of Leave Transferred 17 7.7.4 Return of Unused Leave 17 ARTICLE 8. PROFESSIONAL DEVELOPMENT 17 8.1 Professional Meetings and Workshops 17 8.1.1 Mileage 18 8.2 Credits and Salary Advancement 18 8.3 Compensation for Credits 18 8.4 Curriculum Pay 19
Eligibility to Receive Shared Leave. 3.1 An employee may receive leave under this program if the employee meets the criteria under 2.1.
3.2 Requests to receive leave sharing benefit shall be submitted to the Director of Human Resources Department. The Human Resources Director or designee may approve the request or convene a committee comprised of one (1) employee from the Human Resources Department, one (1) management employee and one (1) non- management employee from another department, one (1) employee representing that employee’s local if applicable and, as a non-voting member, the County Occupational Health Nurses. Each Union shall provide the County with the name of their designated representative and alternate. The committee members will be appointed by the Human Resources Director and will serve for a one (1) year term in order to provide consistency in the decision-making process. The decision of the committee shall be final; however, if the decision of the committee is to deny the request, the requester has the right to petition the committee for reconsideration. The decision of the committee shall not be subject to the grievance procedure.
3.3 An employee must have exhausted his or her sick leave and vacation time before receiving shared leave. The manner in which the employee exhausted his or her sick leave or vacation time shall not effect his or her eligibility to receive Shared Leave, however, any employee who, within the twelve (12) months immediately preceding the request, is at step 5 of the Sick Leave Review process, as documented, will not be eligible to receive Shared Leave.
3.4 An employee receiving the leave sharing benefit shall receive no more than a total of 2,000 hours of such leave during the course of his or her employment with the Count 3.5 The employee's position must be one in which vacation and sick leave can be accrued and used.
Eligibility to Receive Shared Leave. 3.1 An employee may receive leave under this program if the employee meets the criteria under 2.1.
3.2 Requests to receive leave sharing benefit shall be submitted to the Director of Human Resources Department. The Human Resources Director or designee may approve the request or convene a committee comprised of one (1) employee from the Human Resources Department, one (1) management employee and one (1) non- management employee from another department, one (1) employee representing that employee’s local if applicable and, as a non-voting member, the County Occupational Health Nurses. Each Union shall provide the County with the name of their designated representative and alternate. The committee members will be appointed by the Human Resources Director and will serve for a one (1) year term in order to provide consistency in the decision-making process. The decision of the committee shall be final; however, if the decision of the committee is to deny the request, the requester has the right to petition the committee for reconsideration. The decision of the committee shall not be subject to the grievance procedure.
Eligibility to Receive Shared Leave. An employee may be eligible to receive shared leave under the conditions established in Chapter 392-136A WAC, as confirmed by the Personnel Office:
A. The employee's job is one which sick leave can be used or accrued;
B. The employee's absence and the use of shared leave are justified;
C. The employee has abided by District regulations regarding sick leave use; and
D. When relevant, the employee has diligently pursued and been found to be ineligible for time loss compensation under chapter 51.32 RCW (the chapter of the state Industrial Insurance Act entitled "Compensation--Right to and Amount"). Any employee who wishes to receive leave under this policy shall submit a request in writing to the personnel office. The District shall require the employee or his/her legal representative to submit, prior to approval or disapproval, documentation verifying the authorized purpose and expected duration of the need for shared leave. No employee may use more than 522 days of donated leave during total district employment, unless approved by the Superintendent.
Eligibility to Receive Shared Leave a. The employee must not be receiving time-loss payments as a result of an on-the-job injury or illness.
b. The employee’s position must be one in which vacation and illness leave can be accrued and used.
c. All Police Guild employees may receive leave under this program if the employee suffers from a severe or extraordinary non-job-related illness, injury, or impairment which has caused, or is likely to cause, the employee to go on leave without pay or which may cause the employee to be terminated from City employment.
d. An employee may also receive leave under this program if an immediate family member of the employee suffers from a severe or extraordinary illness or injury.
e. Requests to receive the leave-sharing benefit shall be submitted to a committee composed of one person from Human Resources, one person from the Police Department and one person representing the Police Guild. The decision of the committee shall be final; however, if the decision of the committee is to deny the request, the requester has the right to petition the committee for reconsideration. The decision of the committee shall not be subject to the grievance procedure.
f. An employee must have exhausted his/her illness leave, vacation time, compensatory time, floating holidays, and personal leave (if applicable) before receiving shared leave.
g. An employee receiving the leave sharing benefit must have abided by the City’s policies respecting illness leave. It is the responsibility of the supervisor to ensure that the employee has not abused illness leave before submitting the request.
h. For the purpose of this policy, immediate family is defined as spouse, child, parents, or other more distant relative living in the home of the employee.