Common use of Leave Programs Clause in Contracts

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 leave from members of Local 145 will be administered in accordance with Personnel Manual Index Code I-10 and USERRA. 7. Effective July 1, 2002, employees in the bargaining unit who have not yet entered DROP will be allowed to convert annual leave cash equivalent to retirement service credit on a pretax basis. The amount of service credited will be the employer and employee cost of that service credit as determined by the Retirement Board. Employees in the bargaining unit will no longer be eligible to exercise any cash out feature of annual leave accrued from July 1, 2002 prospectively. Since employees cannot cash out post July 1, 2002 annual leave, employees who have balances of post July 1, 2002 annual leave at the end of their DROP period, will be permitted to extend the DROP period beyond the five year maximum by that amount of post July 1, 2002 annual leave not converted to service credit prior to entering DROP. Specific procedures for implementing this benefit will be subject to Internal Revenue Service (I.R.S.) rules, as interpreted by the City Attorney’s Office. The City agrees to submit to the I.R.S. for a Private Letter Ruling the issue of applying this pre tax conversion of leave to service credit for annual leave accrued prior to July 1, 2002. The City agrees to submit such request to the I.R.S. by January 1, 2003. 8. Bereavement Leave Effective July 1, 2009, an employee who misses a work shift to attend to the death of an employee’s spouse, father, mother, brother, sister, son, daughter (including step-, ▇▇▇▇▇▇, or adopted), or state-registered domestic partner, will receive up to three days of paid bereavement leave, but not to exceed 36 hours of paid time. The paid bereavement leave benefit is limited to one eligible death per fiscal year. The City will require proof of the death as a condition of this payment. Proof of death, including but not limited to, death certificate, obituary or funeral notice, must be provided in order to receive Bereavement Leave.

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- 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-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 leave from members of Local 145 will be administered in accordance with Personnel Manual Index Code I-10 and USERRA. 7. Effective July 1, 2002, employees in the bargaining unit who have not yet entered DROP will be allowed to convert annual leave cash equivalent to retirement service credit on a pretax pre tax basis. The amount of service credited will be the employer and employee cost of that service credit as determined by the Retirement Board. Employees in the bargaining unit will no longer be eligible to exercise any cash out feature of annual leave accrued from July 1, 2002 prospectively. Since employees cannot cash out post July 1, 2002 annual leave, employees who have balances of post July 1, 2002 annual leave at the end of their DROP period, will be permitted to extend the DROP period beyond the five year maximum by that amount of post July 1, 2002 annual leave not converted to service credit prior to entering DROP. Specific procedures for implementing this benefit will be subject to Internal Revenue Service (I.R.S.) rules, as interpreted by the City Attorney’s Office. The City agrees to submit to the I.R.S. for a Private Letter Ruling the issue of applying this pre tax conversion of leave to service credit for annual leave accrued prior to July 1, 2002. The City agrees to submit such request to the I.R.S. by January 1, 2003. 8. Bereavement Leave Effective July 1, 20092006, an employee who misses a work shift to attend to the death of an employee’s spouse, father, mother, brother, sister, son, daughter (including step-, ▇▇▇▇▇▇, or adopted), or state-registered domestic partner, will receive up to three days of paid bereavement leave, but not to exceed 36 hours of paid time. The paid bereavement leave benefit is limited to one eligible death per fiscal year. The City will can require proof of the death as a condition of this payment. Proof of death, including but not limited to, death certificate, obituary or funeral notice, must be provided in order to receive Bereavement Leave.