Leave Programs Sample Clauses

Leave Programs. A. The maximum accumulation of annual leave for employees hired before July 1, 1994 with 15 or more years of service is 980 hours. The maximum accumulation of annual leave for employees hired before July 1, 1994 with less than 15 years of service is 840 hours. The maximum accumulation of annual leave for employees hired on or after July 1, 1994 and before July 1, 2016 is 552 hours. The maximum accumulation of annual leave for employees hired on or after July 1, 2016 who regularly work administrative schedules of 40-hour workweeks is 395. The maximum accumulation of annual leave for employees hired on or after July 1, 2016 who regularly work suppression schedules of 56-hour workweeks is 552. B. Effective the first full pay period following July 1, 2016 and continuing at the same time each fiscal year thereafter, the City will process a mandatory payment-in-lieu of annual leave for employees who have not reduced their accrued annual leave balances below the maximum accumulation amounts set forth in Paragraph A of this Article, as follows: 1. If an employee has more than 1,000 hours of annual leave accrued and unused on the last day of the first full pay period following July 1 of each fiscal year, the City will process a mandatory payment-in-lieu of 175 hours. 2. If an employee has more than 2,000 hours of annual leave accrued and unused on the last day of the first full pay period following July 1 of each fiscal year, the City will process a mandatory payment-in-lieu of 350 hours. 3. If an employee has more than 3,000 hours of annual leave accrued and unused on the last day of the first full pay period following July 1 of each fiscal year, the City will process a mandatory payment-in-lieu of 525 hours. C. Prior to January 1, 2019, if an employee, who has not entered DROP, has earned and unused annual leave over the maximum accumulation of annual leave amounts set forth in Paragraph A of this Article, the employee may elect to receive voluntary payment-in-lieu of annual leave for any hours above the maximum accumulation amounts. D. Effective January 1, 2019, employees, who have not entered DROP and who have 160 hours or more of accrued annual leave, may elect to receive a maximum voluntary payment-in-lieu of 125 hours per fiscal year for employees with regular work schedules of 40 hours per week and 175 hours per fiscal year for employees with regular work schedules of 56 hours per week. Voluntary payment-in-lieu of annual leave will be administered in accor...

Leave Programs. 1. An eligible employee, upon retirement (except under a deferred retirement), may request that payment for sick leave and annual leave reimbursement, for annual leave accumulated prior to July 1, 2002 only, be paid. Upon retirement, payment for distributable sick leave and annual leave shall be concurrently made in one full payment. 2. The maximum accumulation of annual leave for employees hired before 7/1/94 with 15 or more years of service shall be 700 hours for 40-hour workers and 980 hours for 56- hour workers. The maximum accumulation of annual leave for employees hired prior to 7/1/94 with less than 15 years of service shall be 600 hours for 40 hour workers, adjusted appropriately for 56 hour workers. Annual leave will be capped at 350 hours for 40-hour employees hired on or after 7/1/94, adjusted appropriately for 56-hour workers. 3. During the term of this agreement, the ability to receive Pay-in-Lieu of Annual Leave will be limited to employees with 160 hours or more of accrued annual leave who may receive a maximum payment-in-lieu of 125 hours per fiscal year adjusted as appropriate for 56 hour workers. Effective July 1, 2002, only annual leave hours accumulated prior to July 1, 2002, will be eligible for use with this Pay-in-Lieu feature. 4. Effective July 1, 1998, employees who reach their maximum permitted accumulation of annual leave on their anniversary date shall cease to accrue additional annual leave. Employees who expect to be in this situation may submit a written plan by which to reduce excess leave which will include time off and pay-in-lieu up to 125 hours per fiscal year as necessary. If the Appointing Authority denies the specific time off requested and provides no alternative time off which is acceptable to the employee, this cease-to-accrue provision shall not apply until such time as the employee is granted and takes the time off. It is the City’s intent to accommodate employees’ requests to use annual leave and avoid any loss of this benefit. 5. Benefits while on Special Leave Without Pay [SLWOP] a. All benefits will be coordinated and/or offset by benefits the employee receives under any other City program, including but not limited to Long Term Disability, and Family Medical Leave. b. After one year on SLWOP, the City may charge the employee 2% administrative fee and/or offer continuation of benefits under COBRA. c. Employees will not be eligible for City sponsored Supplemental Life Insurance while on SLWOP. 6. Military leav...

Leave Programs. Bargaining unit employees may participate, as donors and recipients, in Catastrophic Leave programs according to local campus/hospital/LBNL procedures and Article 36 - Sick Leave, Section G.

Leave Programs. During the Employment Period, the Executive shall be eligible for participation in and shall receive all benefits under leave programs provided by the Company and its affiliated companies (including, without limitation, sick leave, short-term disability, emergency leave, jury duty, military leave, and family and medical leave) to the extent applicable generally

Leave Programs. See Collective Bargaining Agreements and City of Lakewood Index 800. Practices: Additional Guidelines A. Leave Use Notification due to Illness: Lakewood Police Department employees shall provide as much advanced notice as possible, provide a telephone number where they can be reached during their absence, and adhere to the following notification practices when using illness-related leave (combination and/or major medical leave per the collective bargaining agreement and City policy. Such illness-related leave is hereafter referred to as “sick leave”).

Leave Programs. Section 10.1 All leaves of absence must be documented by the department administrator

Leave Programs. Section 40 –

Leave Programs. All leaves of absence must be documented by the department administrator for the first available payroll cycle corresponding to the employee’s absence from active work. Regular full time employees are eligible for a five (5) working day leave with pay in the event of the death of a spouse, child, parent, brother or sister, grandparent, mother-in-law or father-in-law, grandchild or stepchild. Bereavement leave associated with funeral services must be taken within seven (7) calendar days of the death. However, any remaining part of bereavement leave necessary to settle family issues associated with the death of the relative may be taken at a later time. Employees are given one (1) working day off with pay to attend the funeral of an aunt, uncle, ▇▇▇▇▇, nephew, cousin, brother-in-law or sister-in-law. A regular part time employee will be excused with pay for bereavement leave only on the days he or she is normally scheduled for work. These days must be taken within seven (7) calendar days of the death of a relative as defined above.

Leave Programs. A. An eligible employee, upon retirement (except under a deferred retirement), may request that payment for sick leave and annual leave reimbursement, for annual leave accumulated prior to July 1, 2002 only, be paid. Upon retirement, payment for distributable sick leave and annual leave shall be made in one full payment. B. The maximum accumulation of annual leave for employees hired before July 1, 1994 with fifteen or more years of service shall be seven-hundred hours for forty-hour workers and nine-hundred-eighty hours for fifty-six-hour workers. The maximum accumulation of annual leave for employees hired prior to July 1, 1994 with less than fifteen years of service shall be six-hundred hours for forty- hour workers, adjusted appropriately for fifty-six- hour workers. Annual leave will be capped at three-hundred- fifty hours for forty-hour employees hired on or after July 1, 1994, adjusted appropriately for fifty-hour workers. C. During the term of this MOU, the ability to receive payment-in-lieu annual leave will be limited to employees with one-hundred-sixty hours or more of accrued annual leave who may receive a maximum payment-in-lieu of one-hundred-twenty-five hours per fiscal year adjusted as appropriate for fifty-six hour workers. Only annual leave hours accumulated prior to July 1, 2002, will be eligible for use with this payment-in-lieu feature. D. Employees who reach their maximum permitted accumulation of annual leave on their anniversary date shall cease to accrue additional annual leave. Employees who expect to be in this situation may submit a written plan by which to reduce excess leave which will include time off and pay-in-lieu up to one-hundred-twenty-five hours per fiscal year as necessary. If the Appointing Authority denies the specific time off requested and provides no alternative time off which is acceptable to the employee, this cease-to-accrue provision shall not apply until such time as the employee is granted and takes the time off. It is City’s intent to accommodate employees’ requests to use annual leave and avoid any loss of this benefit. E. Benefits While on Special Leave Without Pay (SLWOP). 1. All benefits will be coordinated and/or offset by benefits the employee receives under any other City program, including but not limited to Long Term Disability, and Family Medical Leave. 2. After one year on SLWOP, City may charge the employee a 2 percent 3. Employees will not be eligible for City sponsored Supplemental Life Insur...