Annual Leave Usage. 11.2.4.1 Officers must submit Annual Leave requests in writing using the approved method dictated by their Department/Division. The Department/Division has the authority to approve or disapprove Annual Leave if business, operational, or customer service needs dictate such action.
Annual Leave Usage. Each appointing authority shall be responsible for scheduling the Annual Leave periods of his/her employees in such a manner as to achieve the most efficient functioning of the department or agency and of the County service. When unscheduled usage of Annual Leave occurs, verification of reason for absence may be required of the employee. Further, County may require medical certification or other substantiating evidence of illness for absences of three (3) consecutive scheduled work days for which sick time is sought. Verification of sick time may be requested of employee within a reasonable amount of time before, during, or upon the employee's return to work. Annual Leave shall be counted as hours worked for the purposes of determining overtime, with the exception of Annual Leave used for sick time.
Annual Leave Usage. Annual leave may be used for the personal needs, sickness, or vacation of the employee. Employees may request leave from the Operations Director for any periods during the work year. Requested leave will be paid on the regular pay period. Employees may not take annual leave after the end of the scheduled work year.
Annual Leave Usage. A. Each Department/Agency head shall be responsible for scheduling the annual leave periods of his employees in such a manner as to achieve the most efficient functioning of the department or agency and of the County service. The appointing authority shall determine when annual leave will be taken.
B. Employees claiming illness or injury as grounds for unscheduled usage of annual leave may be required to furnish a certificate issued by a licensed physician or nurse or other satisfactory evidence of illness. Any person absent from work shall notify his department or agency head on the first day of such leave and as often thereafter as directed by his agency or department head. The Director - Human Resources or the Department/Agency Head may request that a medically trained employee verify the employee's illness by a visit to the employee's residence.
C. An employee absent due to his illness or injury for more than five (5) consecutive work days shall not be entitled to use annual leave for his absence on any day after the five (5) days unless and until he presents to his appointing authority a certificate signed by his physician stating that he was ill or injured on each day of such absence. Any employee absent for a period of five (5) consecutive workdays due to illness or accident may, at the discretion of his appointing authority or the Director - Human Resources be required to take a physical examination before returning to active duty. Such physical examination shall be performed by a physician designated by the Director - Human Resources and shall be at County expense.
Annual Leave Usage. Annual leave may be used for employee illness, personal needs, or vacation. Personal needs and vacation times shall be mutually agreed upon by the District and the employee at such time as will least interfere with the functions of the District, but which accommodates the desires of the employee to the greatest degree feasible.
Annual Leave Usage. Employees may take annual leave in hourly or fraction of an hour increments for each hour or fraction of any hour absence. Annual leave may be taken for any purpose other than it is not to be taken to seek other employment. Leave balances carried over from any other bargaining unit may be used only after all accumulated paraeducator annual leave is exhausted. In special or emergency circumstances an exception can be made by the Assistant Superintendent of Human Resources to allow an employee usage of the remaining anticipated annual leave they anticipate receiving that school year. In case of separation of employment, used but unearned annual leave must be reimbursed to the District.
Annual Leave Usage. Each Department/Agency head shall be responsible for scheduling the annual leave periods of his/her employees in such a manner as to achieve the most efficient functioning of the department or agency and of the County service. The appointing authority shall determine when annual leave will be taken.
Annual Leave Usage. 11.2.4.1 Employees must submit Annual Leave requests in writing using the administrative program utilized by the Appointing Authority.
11.2.4.2 Requests for Annual Leave will be approved or denied by the Department/ Division as soon as practicable but no later than fifteen (15) calendar days after the request is received. It is the requesting employee’s responsibility to ensure their Annual Leave request has been received by their Department/ Division.
11.2.4.3 Unless the parties negotiate otherwise during supplemental negotiations, leave shall be granted on a first come – first serve basis.
Annual Leave Usage. Annual Leave may be used for personal reasons with the approval of the department head or designee or for illness or injury.
Annual Leave Usage. With supervisor approval, employees may take annual leave in hourly or fraction of an hour increments for each hour or fraction of any hour absence. Annual leave may be taken for any purpose. Paraeducators are encouraged to take leave accrued during the same school year that it is accrued. Unused annual leave is not intended to be used in large amounts prior to separation from the district with the exception of extenuating circumstances. Leave balances carried over from any other bargaining unit may be used only after all accumulated paraeducator annual leave is exhausted. Supervisors are encouraged to implement a reasonable process for considering leave requests. If a paraeducator believes that their leave has been unfairly denied it is recommended that they communicate their concerns to their direct supervisor via email as soon as possible. In the event that the concerns remain unresolved after discussion with the direct supervisor, and the paraeducator still believes that the leave was unfairly denied, the matter should be brought to the attention of the Human Resources department. Human Resources will work with the direct supervisor to resolve the matter.
