Administration of the Sick Leave Bank. The Sick Leave Bank will be administered by a three (3) member Committee comprised of two (2) members from the bargaining unit appointed by the Association and one (1) member appointed by the Superintendent of Schools. At the beginning of each school year the Association will notify the Superintendent of designee in writing of the names of the members of the Sick Leave Bank Committee and the Superintendent or designee will notify the Association of the name of his/her Sick Leave Bank Committee member. Either party shall promptly notify the other of any changes in membership. Any decision made by the Sick Leave Bank Committee, with respect to eligibility and award, is final and binding and not subject to appeal.
Administration of the Sick Leave Bank. 1. The administration of the Sick Leave Bank shall be the responsibility of the Sick Leave Bank Committee. This committee will be composed of a representative of the administration to be determined by the Superintendent, and one teacher representative from each of the elementary schools, the middle school, and high school. The teacher representatives are to be appointed by the association president. The Committee will select the chairperson.
2. Central Office personnel will present new employees with a written authorization form to allow a sick day deduction and enrollment in the Sick Bank.
3. Central Office personnel will deduct one sick leave day from each new enrollee and add the total to the existing balance of the Sick Leave Bank.
4. Central Office personnel will also deduct any repayment days due from employees who owe days to repay days used.
5. After the deductions for new enrollees have been made and after the repayment of days owed have been added to the account balance, a statement will be issued to the Sick Leave Bank Committee showing the new account balance. Steps 3, 4, and 5 will be completed by November 15th of each year.
6. By June 15th of each year, the Chairperson of the Sick Leave Bank Committee and an officer of the Association shall meet with the appropriate member of the Central Office staff to reconcile the number of any withdrawals that have been made during the year from the Sick Leave Bank Account and to compile an end-of-year account balance.
7. Copies of the final report showing the end-of-year account balance and all activity affecting the fund will be provided to the Superintendent and the President of the Association.
8. At such time as the Sick Leave Bank account falls below twenty (20) days, an obligatory assessment of one (1) sick leave day shall be made upon all current members of the Bank who have personal sick days. For those who have used all sick leave days, such assessment may need to be made the following year in order to balance the account.
9. If a member of the Bank retires, resigns, or for other reasons leaves employment before the repayment to the Bank has been completed, the debt shall be waived.
Administration of the Sick Leave Bank a. Requests that are denied may be appealed to the Chief Human Resources Officer. The employee may request a SSECCA representative be a part of the appeal process.
b. Employees applying to the Sick Leave Bank shall absolve and hold harmless in all respects SSECCA, the Board of Trustees and the Administration.
c. Human Resources will track the time available in the SSECCA Sick Leave Bank and maintain a list of eligible employees. After the annual election, Human Resources will provide SSECCA with a report indicating the participating members, number of days granted and number of days available in the bank. SSECCA may also request a report at any time during the year.
d. Any time remaining in the Sick Leave Bank at the end of the fiscal year will be rolled over into the next fiscal year.
Administration of the Sick Leave Bank. The Sick Leave Bank will be administered by a three (3) member Committee comprised of two (2) members appointed from the Union who are participants in the Sick Leave Bank and one (1) member appointed by the Superintendent of Schools to act on behalf of the School Committee and the Administration. A majority vote shall decide all questions. Any decision of the Sick Leave Bank Committee, with respect to eligibility and entitlements, will be final and shall not be grievable. Eligibility In order to be eligible to participate in the Sick Leave Bank, a member of the bargaining unit must have completed at least one year of employment in the District and must have at least ten (10) accumulated sick days. New employees who have satisfied the eligibility requirements and who wish to participate will complete a Sick Leave Bank Participant form. Participating members will be considered automatically enrolled each year during their employment unless they make a request, in writing, to the Sick Bank Committee of their desire to un-enroll by June 15th. Any employee terminating his/her participation in the Sick Leave Bank will forfeit any sick leave previously contributed to the bank. Eligibility to participate ends on termination of employment, death of the employee, or failure to provide the annual sick leave donation. Contributions Eligible members of the bargaining unit shall contribute to the Sick Leave Bank as follows: Application to the Bank Participating members may apply to the Sick Leave Bank under the following conditions:
Administration of the Sick Leave Bank. The Superintendent, or her/his designee, shall administer the Sick Leave Bank.
Administration of the Sick Leave Bank. Each year in January and August, the University will notify the Union of the total number of hours donated. UVM Human Resource Services will administer the Sick Leave Bank and shall establish a Sick Leave Bank Committee that includes up to five bargaining unit members to assist therewith. The Committee will: • Follow a regular meeting schedule; • Create forms and a process for bargaining unit members to apply for donated time; • Accept and review applications for use of donated time; • Establish fair and objective criteria to apply in determining how to distribute donated time to applicants; • Review applications for donated time in a timely fashion, and inform applicants in writing of the status of their applications
Administration of the Sick Leave Bank. The labor/management committee, as established in article 2, shall administer and track the sick bank. They are charged with reminding employees when donation periods are open, making decisions about sick leave requests, tracking the expiration of hours and the participation of employees. The labor management committee, when making decisions about sick leave bank requests, shall consider criteria including whether or not the requesting employee has used all personal sick leave, the participation of the employee in the bank, the number of days requested and the balance in the bank.
Administration of the Sick Leave Bank. The bank will be administered and maintained in the Human Resources department.
Administration of the Sick Leave Bank. A. The sick leave bank policy shall be administered by the superintendent. The licensed staff/board contribution plus those days credited from the previous year shall not exceed 150 days at any one time during one school year.
B. A report pertaining to the various transactions, if any, shall be prepared and reviewed monthly with the NEA-Kingman County president. If the sick leave bank falls below 12 days, all current members of the sick leave bank will be required to contribute one additional day to the sick leave bank in order to maintain membership. (If a licensed staff member has exhausted his/her leave, they may petition the bank to maintain membership.) It shall be the responsibility of the NEA-Kingman County president to solicit contributions to the bank in order for licensed personnel to maintain membership.
Administration of the Sick Leave Bank. The Sick Leave Bank shall be administered by a Sick Leave Bank Committee comprised of five (5) persons, three (3) appointed by the Superintendent, and two (2) by the President of the NBSSU. The decisions of the Sick Leave Bank Committee including but not limited to decisions with respect to eligibility, entitlement, and the granting of days, shall be final and binding and shall be final and shall not be subject to the grievance procedure
