Accrual Cap. A full time employee may accumulate unused sick leave up to a maximum of nine hundred and sixty (960) hours. A part-time employee may accumulate unused sick leave up to a maximum, equal to ten percent (10%) of each eight (8) hours in pay status per two-week pay period. Accruals will cease whenever the maximum level is met, and will resume whenever the balance is below the maximum. In the case of an extended illness of the employee or a member of the employee's immediate family (as defined in the Agreement Definitions Article), an employee who has exhausted her/his sick leave and who has previously ceased to accrue sick leave because of reaching the maximum accrual level may apply to the Manager of Human Resources to have additional sick leave. The Manager of Human Resources at her/his discretion may authorize use of all or any part of the sick leave which the employee would have accrued but for reaching the accrual limit.
Accrual Cap. 18.7.1 Once a California employee accrues that maximum amount of PTO, he/she will not accrue additional PTO hours until hours are used and accruals can resume.
Accrual Cap. An employee may accumulate annual leave credits up to a maximum of 500 hours of annual leave. Accrual shall cease until the annual leave balance falls below the 500 hour annual leave cap.
Accrual Cap. Employees may accumulate "flexible" vacation leave up to a maximum of 160 hours.
Accrual Cap. Effective upon Board adoption of this 2018-21Memorandum of Understanding, the accumulation of CTO in any single fiscal year will be limited to a maximum of sixty (60) hours. Employees may carry over their unused CTO hours from fiscal year to fiscal year. However, at no time may the employee receive CTO in lieu of overtime pay that would cause the employee’s accumulated CTO balance to exceed one hundred twenty hours (120). Compensatory time off may be taken upon the employee’s request, subject to approval by the scheduling supervisor. The Agency shall not unreasonably deny the employee’s request (i.e. grant the request unless the requested time off would unduly disrupt the Agency’s operations). Employees who are subpoenaed to testify before a court or in an administrative agency proceeding must notify their supervisor as soon as practicable of the date and time of the required appearance and provide a copy of the subpoena. If the appearance is scheduled to occur during the employee’s workweek but not on the employee’s shift, the agency will attempt to alter the employee’s schedule to provide the employee a reasonable period of rest on the night before or after the appearance (or both) as reasonably determined by the Agency Director to be reasonably necessary. If the appearance and the accommodation of reasonable rest, as determined by the Agency Director, dictates that the employee miss a portion or the entirety of his or her scheduled shift and it cannot be rescheduled within the employee’s normal workweek, the employee will be granted administrative leave with pay for the portion of the shift missed. This paragraph applies only to appearances concerning circumstances within the course and scope of the employee’s Agency employment and to which the employee is not a plaintiff against the Agency or its member agencies.
Accrual Cap. Vacation benefits shall not accrue for any employee in excess of double that employee's annual accrual.
Accrual Cap. Vacation accrual shall be limited to 500 hours. Employees are allowed to exceed the 500-hour ceiling only during the succeeding calendar year. For an example, an employee with a vacation balance of 500 hours on January 1 may continue to build vacation hours during the calendar year. However, by December 31, they will be required to have reduced the accrued vacation, which includes the December accrual, to 500 hours or less. Any accrued but unused vacation above 500 hours on January 1st will be deducted from the employee's vacation balance. Employees who are in jeopardy of losing accrued vacation leave in excess of their ceiling shall request to take vacation during the calendar year by means of a written request to their supervisor. Such requests shall be made at the beginning of the calendar year so that the scheduling of alternative vacation times can be considered if necessary due to the operating needs of the department. If a mutually agreeable time cannot be established, employees will be assigned vacation options. If the supervisor, with the concurrence of the department head, is unable to grant the requested vacation considering all alternatives throughout the year, the affected employee shall be paid for vacation that exceeds their ceiling as of December 31 on the employee's January 5 paycheck. Employees may request an estimate of their end of the year vacation balance from the Human Resources Department at any time throughout the year.
