Common use of Annual Leave and Compensatory Time Clause in Contracts

Annual Leave and Compensatory Time. A. Both parties agree to the current regulations provided in Personnel Manual Index Codes I-2 and I-3. B. Employees on authorized leave shall have the option of using accumulated compensatory time prior to charging any time off with pay to any other account. C. Management approval of leave requests shall be reasonable in order to allow employees to utilize accrued leave as time off from work. D. Once a vacation has been requested and approved it shall not be changed except by mutual agreement or in case of emergency. In the case of rescheduling due to an emergency, the vacation will be rescheduled immediately. E. In the event the employee terminates for any reason, the employee shall be paid in full for all unused annual leave credits. Unused accrued leave shall be paid to employees on the next scheduled pay day following employment separation. F. Employees on approved annual leave, compensatory time off, or industrial leave, shall have leave time counted as time worked for purposes of benefit computations. G. If a department approves a scheduled leave request and subsequently rescinds the approval, resulting in an employee losing leave credits because of going beyond the accrual limit, credits lost would be reinstated for a period of three months during which time the department would mandate a leave for the employee. H. As far as practicable, employees should be permitted to schedule annual leave at times most acceptable to the employee. In larger departments or divisions, the choice of vacation times should be scheduled according to seniority. I. Overtime will be paid or compensatory time given at the discretion of the Department Head subject to the availability of funds and workload considerations, and in accordance with the provisions of Personnel Manual Index Code H-4, Overtime Compensation.. J. Should the City for good and sufficient reason, judge that an employee is abusing the sick leave or family leave provision, the City may request a bona fide doctor’s statement from the employee to substantiate an illness. The parties agree that the City will apply this sick leave policy in a fair and equitable manner City-wide. K. Compensatory time may be accumulated up to a maximum of one hundred and twenty L. The maximum accumulation of annual leave for employees with fifteen (15) or more years of service is seven hundred (700) hours. The maximum accumulation of annual leave for employees with less than fifteen (15) years of service, whose hire date is prior to July 1, 1993, is six hundred (600) hours. For employees hired on or after July 1, 1993, the maximum accumulation of annual leave is three hundred and fifty (350) hours. M. Employees may receive maximum pay-in-lieu of annual leave of one hundred and twenty-five N. 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 and twenty-five (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 O. Leave provisions included under paragraphs P and Q will be accounted for separately. P. Pre-approved annual, sick, or compensatory leave properly used for personal, family or dependent illnesses should not be subject to disciplinary action. Q. Approved unscheduled annual or sick leave properly used for family, dependent or domestic partner illnesses shall be considered as a separate category when reviewing employee performance with regard to attendance and/or absenteeism issues. Should the City, for good and sufficient reason, determine that an employee is abusing this leave provision, the City may request a bona fide doctor’s statement from the employee to substantiate illness. R. Employees are covered under the Family Medical Leave Act (FMLA) effective February 5, 1994. Eligible employees are entitled to take up to twelve (12) weeks of leave each year for medically related reasons such as the birth or adoption of a child, to care for an immediate family member with a serious illness, or for the employee’s own serious illness. Eligible employees are those with twelve (12) months of cumulative service with the City who have worked at least half time for the past year. All FMLA eligible absences from work will count against the twelve (12) week period. The City will be required to provide group health coverage to the employee at the same level and conditions as for similarly situated active employees. Hourly employees do not receive paid health benefits. S. The City agrees to conduct a comprehensive review of the current sick leave use policies in consultation with the Labor Management Committee, with a goal of improving consistency and equity.

Annual Leave and Compensatory Time. A. 1. Both parties agree to the current regulations provided in Personnel Manual Index Codes Regulations I-2 and I-3. B. 2. Employees on authorized leave shall have the option of using accumulated compensatory time prior to charging any time off with pay to any other account. C. Management approval of leave requests 3. Employees shall be reasonable in order to allow employees to utilize accrued leave as granted vacation and/or compensatory time off from workin incre- ments of one (1) day or less with prior notice and Management approval. D. 4. Once a vacation has been requested and approved it shall not be changed except by mutual agreement or in case of emergency. In the case of rescheduling due to an emergency, the vacation will be rescheduled immediately. E. 5. In the event the employee terminates for any reason, the employee shall be paid in full for all unused annual leave credits. Unused accrued leave shall be paid to employees on the next scheduled pay day following employment separation. F. 6. Employees on approved annual leave, compensatory time off, or industrial leave, shall have leave time counted as time worked for purposes of benefit computationscomputa- tions. G. 7. If a department approves should approve a scheduled leave request and subsequently rescinds the approvaldeny it, resulting in an employee losing leave credits because of going beyond the accrual limit, credits lost would be reinstated for a period of three months during which time the department would mandate a leave for the employee. H. As far 8. Insofar as practicable, employees should be permitted to schedule annual leave at times most acceptable to the employee. In larger departments or divisions, the choice of vacation times should be scheduled arranged according to seniority. I. 9. Overtime will be paid or compensatory time given at the discretion of the Department De- partment Head subject to the availability of funds and workload considerations, and in accordance with the provisions of Personnel Manual Index Code Regulation H-4, Overtime Compensation..Overtime. J. 10. Should the City for good and sufficient reason, judge that an employee is abusing abus- ing the sick leave or and/or family leave provision, the City may request a bona fide doctor’s doctorʼs statement from the employee to substantiate an illness. The parties agree that the City will apply this sick leave policy in a fair and equitable manner man- ner City-wide. K. 11. Compensatory time shall be reduced to 45 hours as of June 30 each year unless an exception is granted by the City Managerʼs Office. This time frame may be modified in exceptional circumstances. Compensatory time may be accumu- lated up to a maximum of 120 hours during the fiscal year as long as the above provisions are complied with. However, based on workload and operational consideration Department Heads or their designees may set a lower midyear accumulation limit after meeting and discussing the proposed limit with Local 127. In any event overtime will be paid or compensatory time given as outlined in number 9 above. This time frame may be modified in exceptional circum- stances. Compensatory time may be accumulated up beyond 45 hours during the fiscal year as long as the above provisions are complied with. The parties agree to a maximum study, during the term of one hundred and twentythe MOU, the equitable application & determination of mid-year adjustments related to comp-time. L. 12. The maximum accumulation of annual leave for employees with fifteen (15) 15 or more years of service is seven hundred (700) 700 hours. The maximum accumulation of annual leave for employees with less than fifteen (15) 15 years of service, whose who hire date is prior to July 1, 1993, is six hundred (600) 600 hours. For employees hired on or after July 1, 1993, the maximum accumulation of annual leave is three hundred and fifty (350) 350 hours. M. . Employees may receive a maximum pay-in-lieu of annual leave of one hundred and twenty-five125 hours per fiscal year. N. Employees 13. Effective July 1, 1997, employees who reach their maximum permitted accumulation of annual leave on their anniversary date shall cease to accrue additional ad- ditional 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 and twenty-five (125) 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 Cityʼs intent to accommodateaccommodate employeesʼ requests to use annual leave and avoid any loss of this benefit. Once an employee reduces his or her annual leave to a level below the maximum permitted on their anniversary date, he or she shall immediately begin to accrue additional leave. O. 14. Leave provisions included under paragraphs P items 15 and Q 16 below will be accounted for separately. P. 15. Pre-approved annual, sick, or compensatory leave properly used for personal, family or dependent illnesses should not be subject to disciplinary action. Q. 16. Approved unscheduled annual or sick leave properly used for family, dependent or domestic partner significant other/co-tenant illnesses shall be considered as a separate category when reviewing employee performance with regard to attendance and/or absenteeism absen- teeism issues. Should the City, for good and sufficient reason, determine that an employee is abusing this leave provision, the City may request a bona fide doctor’s doctorʼs statement from the employee to substantiate illness. R. 17. Employees are covered under the Family Medical Leave Act (FMLA) effective effec- tive February 5, 1994. Eligible employees are entitled to take up to twelve (12) 12 weeks of leave each year for medically related reasons such as the birth or adoption of a child, to care for an immediate family member with a serious illness, or for the employee’s employeeʼs own serious illness. Eligible employees are those with twelve (12) 12 months of cumulative service with the City who have worked at least half time for the past year. All FMLA eligible absences from work will count against the twelve (12) 12 week period. The City will be required to provide group health coverage to the employee at the same level and conditions as for similarly situated active employees. Hourly employees do not receive paid health benefits. S. 18. The City agrees to conduct a comprehensive review of the current sick leave use policies in consultation with the Labor Management Committee, with a goal of improving consistency and equity.

Annual Leave and Compensatory Time. A. 1. Both parties agree to the current regulations provided in Personnel Manual Index Codes Regulations I-2 and I-3. B. 2. Employees on authorized leave shall have the option of using accumulated compensatory time prior to charging any time off with pay to any other account. C. 3. Management approval of leave requests shall be reasonable in order to allow employees to utilize accrued leave as time off from work. D. 4. Once a vacation has been requested and approved it shall not be changed except by mutual agreement or in case of emergency. In the case of rescheduling due to an emergency, the vacation will be rescheduled immediately. E. 5. In the event the employee terminates for any reason, the employee shall be paid in full for all unused annual leave credits. Unused accrued leave shall be paid to employees on the next scheduled pay day following employment separation. F. 6. Employees on approved annual leave, compensatory time off, or industrial leave, shall have leave time counted as time worked for purposes of benefit computations. G. 7. If a department approves should approve a scheduled leave request and subsequently rescinds the approvaldeny it, resulting in an employee losing leave credits because of going beyond the accrual limit, credits lost would be reinstated for a period of three months during which time the department would mandate a leave for the employee. H. As far 8. Insofar as practicable, employees should be permitted to schedule annual leave at times most acceptable to the employee. In larger departments or divisions, the choice of vacation times should be scheduled arranged according to seniority. I. 9. Overtime will be paid or compensatory time given at the discretion of the Department Head subject to the availability of funds and workload considerations, and in accordance with the provisions of Personnel Manual Index Code Regulation H-4, Overtime Compensation..Overtime. J. 10. Should the City for good and sufficient reason, judge that an employee is abusing the sick leave or and/or family leave provision, the City may request a bona fide doctor’s statement from the employee to substantiate an illness. The parties agree that the City will apply this sick leave policy in a fair and equitable manner City-wide. K. 11. Compensatory time shall be reduced to forty-five (45) hours as of June 30 each year unless an exception is granted by the Human Resources Department. This time frame may be modified in exceptional circumstances. Compensatory time may be accumulated up to a maximum of one hundred and twentytwenty (120) hours during the fiscal year as long as the above provisions are complied with. However, based on workload and operational consideration Department Heads or designees may set a lower mid-year accumulation limit after meeting and discussing the proposed limit with the Union. In any event overtime will be paid or compensatory time given as outlined in number 9 above. This time frame may be modified in exceptional circumstances. Compensatory time may be accumulated beyond forty-five (45) hours during the fiscal year as long as the above provisions are complied with. The parties agree to study, during the term of the MOU, the equitable application & determination of mid-year adjustments related to comp-time. L. 12. The maximum accumulation of annual leave for employees with fifteen (15) or more years of service is seven hundred (700) hours. The maximum accumulation of annual leave for employees with less than fifteen (15) years of service, whose hire date is prior to July 1, 1993, is six hundred (600) hours. For employees hired on or after July 1, 1993, the maximum accumulation of annual leave is three hundred and fifty (350) hours. M. . Employees may receive maximum pay-in-lieu of annual leave of one hundred and twenty-fivefive (125) hours per fiscal year. N. Employees 13. Effective July 1, 1997, 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 and twenty-five (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 accommodateaccommodate employees’ requests to use annual leave and avoid any loss of this benefit. Once an employee reduces his or her annual leave to a level below the maximum permitted on their anniversary date, he or she shall immediately begin to accrue additional leave. O. 14. Leave provisions included under paragraphs P items 15 and Q 16 below will be accounted for separately. P. 15. Pre-approved annual, sick, or compensatory leave properly used for personal, family or dependent illnesses should not be subject to disciplinary action. Q. 16. Approved unscheduled annual or sick leave properly used for family, dependent or domestic partner significant other/co-tenant illnesses shall be considered as a separate category when reviewing employee performance with regard to attendance and/or absenteeism issues. Should the City, for good and sufficient reason, determine that an employee is abusing this leave provision, the City may request a bona fide doctor’s statement from the employee to substantiate illness. R. 17. Employees are covered under the Family Medical Leave Act (FMLA) effective February 5, 1994. Eligible employees are entitled to take up to twelve (12) weeks of leave each year for medically related reasons such as the birth or adoption of a child, to care for an immediate family member with a serious illness, or for the employee’s own serious illness. Eligible employees are those with twelve (12) months of cumulative service with the City who have worked at least half time for the past year. All FMLA eligible absences from work will count against the twelve (12) week period. The City will be required to provide group health coverage to the employee at the same level and conditions as for similarly situated active employees. Hourly employees do not receive paid health benefits. S. 18. The City agrees to conduct a comprehensive review of the current sick leave use policies in consultation with the Labor Management Committee, with a goal of improving consistency and equity. 19. The parties agree that, effective May 23, 2010, Terminal Leave is eliminated.