Requesting Sick Leave Bank Hours Sample Clauses

The 'Requesting Sick Leave Bank Hours' clause outlines the process by which employees may request to use hours from a collective sick leave bank. Typically, this involves submitting a formal request to the employer or human resources department, often accompanied by documentation such as a medical certificate or explanation of need. This clause ensures that employees have a clear and standardized method for accessing additional sick leave in times of extended illness, thereby providing a safety net for those who have exhausted their personal sick leave and promoting workplace fairness.
Requesting Sick Leave Bank Hours. An Employee who is about to exhaust all of their own accrued leave may request, in writing, that a specified number of hours be transferred from the Sick Leave Bank to the Employee’s own account. An Employee may not receive leave from the "bank" until all of the Employee’s sick, annual, and compensatory hours have been exhausted. An Employee who receives leave from this "bank" is entitled to pay at the Employee’s own rate of pay. The request should be made in writing to the Human Resources Manager, and include, at a minimum, the Employee's name and a description of the need and the expected duration. Upon receipt of a request for leave, the Human Resources Manager shall notify the Union. A Committee made up of three (3) appointees of the Union whenever possible from different departments or divisions within the City and the Human Resources Manager shall meet to review the request. The Committee may approve or deny transfer of a specified number of hours from the "bank" to the account of any Employee whom the Committee determines is eligible to receive such leave. The decision of the Committee concerning the approval of leave usage is final and is not subject to the grievance procedure. The Committee may review the status of any leave granted to an Employee and determine whether or not there is a continuing need for the granted leave. The Committee shall not grant any hours of leave from the "bank" after: a. The need ceases to exist; or b. The Employee who is receiving the leave resigns or the Employee’s employment with the appointing authority is terminated. Any leave that the Employee received from the "bank" which was not used or upon resignation or termination of the Employee must be returned to the "bank."
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Related to Requesting Sick Leave Bank Hours

  • Sick Leave Bank A. All teachers on active duty in ▇▇▇▇▇▇▇▇▇ County are eligible to contribute to a sick leave bank. Contributors will be permitted to use the bank for payment of prolonged, catastrophic, incapacitating personal illness, injury or quarantine of the teacher during the regularly scheduled duty days, which illness, injury or quarantine is not likely to permanently disable the teacher. B. Annual rates of contribution shall be as determined by the Association and certified to the Superintendent prior to July 1 of each year. ▇▇▇▇ leave properly authorized to the bank for contribution will not be returned if the member effects cancellation. Cancellation, on the proper form, may be elected at any time and the member shall not be eligible to use the bank as of the effective cancellation date. C. Teachers may join the Sick Leave Bank between July 1 and October 1. Members returning from extended leave will be permitted to contribute to the bank within thirty (30) days of return to work. New teachers will be permitted to join the bank within thirty (30) days after employment begins. D. Members of the sick leave bank are eligible to access the bank on the first scheduled duty day. The approval committee, upon receipt of a request for days, shall immediately forward to the Human Resources Division a copy of said request. The Human Resources Division shall within five (5) days inform the committee in writing of any concerns or information that may have a bearing on the committee's decision. The maximum number of sick days that can be granted in connection with any single occurrence of an illness or complications arising from such an occurrence will be equal to one (1) work year. If a member is still unable to return to work after exhaustion of all bank benefits, unpaid leave shall be made available in accordance with Article XXVIII. In lieu of said unpaid leave, the member, at his/her option, may apply for disability retirement benefits; however, in the event that a member who has been retired due to disability desires to return to active duty upon the expiration of such disability retirement benefits, the Board agrees to assign the member to a position in accordance with Article XXVIII, Section I. In no case will the granting of leave from the bank cause a member to receive more than his/her annual salary. E. Members must use all accumulated sick leave before applying for leave from the bank. Application for use of the bank shall be made on the required form and submitted to the approval committee. ▇. ▇▇ approval committee, appointed by the president of the Association, shall have the responsibility of receiving requests, verifying the validity of requests, recommending approval or denial of the request and communicating its decision to the member and the Human Resources Division. The committee shall develop its rules of procedures and shall give wide distribution of said rules upon approval of the executive committee of the Association and the Superintendent. G. Upon receipt of the decision of the approval committee, the Human Resources Division shall verify that the request is within the limits of the bank balance, that the applicant's accumulated sick leave has been exhausted and that the applicant's illness is prolonged, catastrophic, incapacitating and personal. The decision of the approval committee shall be approved by the Human Resources Division unless the decision of the approval committee is arbitrary or capricious. Upon issuance of such approval, the Human Resources Division shall forward the sick leave bank grant to the payroll office. H. Any disputes arising from this Article shall be expedited through the grievance procedure provided herein, except that the American Arbitration Association's expedited labor arbitration rules shall govern the proceedings. I. If a member does not use all of the days granted from the bank, the unused sick leave bank days will be returned to the bank. J. Non-FCTA members shall be charged an administrative fee of $200 for each sick leave bank request processed.

  • Paid Sick Leave For those jurisdictions that have passed or will pass legislation requiring Paid Sick Leave, Paid Sick Time will be billed back to Client at the straight-time bill rate for all hours taken by any Consultant assigned to Client. This section is not applicable until the effective date of such legislation has been reached.

  • Unused Sick Leave The accrual of unused sick leave hours is unlimited. The City and the Union commit to the evaluation and establishment of a mutually beneficial non-use of sick leave incentive and pay-out policy. Until such time that a policy is established, accumulated sick leave shall be compensated as follows: Upon retirement from the City service, an employee shall be paid sixty percent (60%) of his accumulated sick leave, with the rate of payment based upon his regular pay at the time he retires. Upon the death of an employee, his beneficiary shall be paid sixty percent (60%) of his accumulated unused sick leave, with the payment based upon his regular pay at the date of his death.

  • Sick Leave Bank Committee The Sick Leave Bank Committee shall consist of two (2) members appointed by the Chairperson of the School Committee, and two (2) members appointed by the bargaining unit chairperson. The Sick Leave Bank Committee shall govern all phases of the Sick Leave Bank, including the option to accept or reject applications for sick leave.

  • Paid Holidays – Long Weekends (a) When an employee is scheduled to work a weekend where a paid holiday falls on the Monday or the Friday, the Employer shall endeavour to also schedule the employee to work the paid holiday. (b) When the employee is scheduled off on a weekend where a paid holiday falls on the Monday or the Friday, the Employer shall endeavour to schedule the employee off the paid holiday. (c) In the event of a scheduling conflict, 12.07 (a) will be the deciding provision.