Common use of DONATED/LEAVE SHARING Clause in Contracts

DONATED/LEAVE SHARING. The County may permit an employee to receive vacation, alternative leave, substitute holiday hours, or comp time donated by other County employees if the appointing authority finds that the employee meets all of the following criteria: A. the employee has a need for leave that would qualify under sick leave usage which is of an extraordinary or severe nature and which has caused, or is likely to cause, the employee to either go on leave without pay status or terminate employment; and B. the employee's absence and the use of shared leave are justified; and C. the employee has depleted or will shortly deplete vacation leave, alternative leave, floating holiday, compensatory time, sick leave reserves, and substitute holiday reserves; and D. the employee does not qualify for or has exhausted their paid benefit under the Washington Paid Family and Medical Leave program; and E. the employee has abided by the policies regarding sick leave use. The County shall determine the amount of leave, if any, the employee may receive under this Article and the time period in which the employee may receive leave. The leave must be donated before it is used by the employee. An employee who has an accrued vacation or alternative leave balance of more than eighty (80) hours may transfer a specified amount of vacation or alternative leave to another employee authorized to receive leave under Section 1 of this Article. In no event may an employee transfer an amount of leave that would result in an annual leave balance of fewer than eighty (80) hours. An employee who is on leave transferred under this Article shall continue to be classified as a regular employee and shall receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if in paid status. The hours of leave transferred under this Article which remain unused shall be returned to the employee or employees who transferred the leave when the County finds that the leave is no longer needed or will not be needed at a future time in connection with the illness or injury for which the leave was transferred. To the extent administratively feasible, hours transferred shall be returned to the donor on a last donated, first returned basis. This program provides for the transfer of annual leave on an hour-for-hour basis. No consideration will be given to the dollar value of the leave donated. In all determinations made under this Article, the decision of the appointing authority shall be final.

DONATED/LEAVE SHARING. The County appointing authority may permit an employee to receive vacation, alternative leave, substitute holiday hours, annual leave or comp compensatory time donated by other County employees if the appointing authority finds that the employee meets all of the following criteriaif: A. a. the employee has a need for leave that would qualify under sick leave usage usage, which is of an extraordinary or severe nature and which has caused, or is likely to cause, the employee to either to: (1) go on leave without pay status status; or (2) terminate employment; and B. b. the employee's ’s absence and the use of shared leave are justified; and C. c. the employee has depleted or will shortly deplete vacation leave, alternative leave, floating holiday, compensatory time, his or her annual leave and sick leave reserves, floating holiday(s), compensatory time reserve and substitute holiday reservesbank reserve; and D. the employee does not qualify for or has exhausted their paid benefit under the Washington Paid Family and Medical Leave program; and E. d. the employee has abided by the policies rules regarding sick leave use; and e. the employee has been found to be ineligible for benefits under Chapter 51.32 RCW (Workers’ Compensation) and Chapter 50A.04 RCW (Washington Paid Family & Medical Leave). The County appointing authority shall determine the amount of leave, if any, the which an employee may receive under this Article and the time period in which the employee may receive leaveArticle. The leave must be donated before it is used by the employee. An employee who has an accrued vacation or alternative annual leave balance of more than eighty (80) hours may transfer a specified amount of vacation annual leave or alternative leave compensatory time to another employee authorized to receive leave under Section 1 of this Article. In no event may an employee transfer an amount of leave that would result in an annual leave balance of fewer than eighty (80) hours. An employee who is on leave leave, transferred under this Article Article, shall continue to be classified as a regular employee and shall receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if in paid statususing accrued annual or sick leave. The hours of leave transferred under this Article which remain unused shall be returned to the employee or employees who transferred the leave when the County Employer finds that the leave is no longer needed or will not be needed at a future time in connection with the illness or injury for which the leave was transferred. To the extent administratively feasible, hours transferred shall be returned to the donor on a last donated, first returned basis. This program provides for the transfer of annual leave or comp time leave on an hour-for-hour basis. No consideration will be given to the dollar value of the leave donated. In all determinations made under this Article, the decision of the appointing authority shall be final.

DONATED/LEAVE SHARING. The County appointing authority may permit an employee to receive vacation, alternative leave, substitute holiday hours, annual leave or comp compensatory time donated by other County employees if the appointing authority finds that the employee meets all of the following criteriaif: A. a. the employee has a need for leave that would qualify under sick leave usage usage, which is of an extraordinary or severe nature and which has caused, or is likely to cause, the employee to either to: (1) go on leave without pay status status; or (2) terminate employment; and B. b. the employee's absence and the use of shared leave are justified; and C. c. the employee has depleted or will shortly deplete vacation leave, alternative leave, floating holiday, compensatory time, his or her annual leave and sick leave reserves, floating holiday(s), compensatory time reserve and substitute holiday reservesbank reserve; and D. the employee does not qualify for or has exhausted their paid benefit under the Washington Paid Family and Medical Leave program; and E. d. the employee has abided by the policies rules regarding sick leave use; and e. the employee has been found to be ineligible for benefits under Chapter 51.32 RCW (Workers' Compensation) and Chapter 50A.05 RCW (Washington Paid Family & Medical Leave). The County appointing authority shall determine the amount of leave, if any, the which an employee may receive under this Article and the time period in which the employee may receive leaveArticle. The leave must be donated before it is used by the employee. An employee who has an accrued vacation or alternative annual leave balance of more than eighty (80) hours may transfer a specified amount of vacation or alternative annual leave to another employee authorized to receive leave under Section 1 of this Article. In no event may an employee transfer an amount of leave that would result in an annual leave balance of fewer than eighty (80) hours. An employee who is on leave leave, transferred under this Article Article, shall continue to be classified as a regular employee and shall receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if in paid statususing accrued annual or sick leave. The hours of leave transferred under this Article which remain unused shall be returned to the employee or employees who transferred the leave when the County Employer finds that the leave is no longer needed or will not be needed at a future time in connection with the illness or injury for which the leave was transferred. To the extent administratively feasible, hours transferred shall be returned to the donor on a last donated, first returned basis. This program provides for the transfer of annual leave or comp time leave on an hour-for-hour basis. No consideration will be given to the dollar value of the leave donated. In all determinations made under this Article, the decision of the appointing authority shall be final.

DONATED/LEAVE SHARING. The County may permit an employee to receive vacation, alternative leave, substitute holiday hours, or comp compensatory time donated by other County employees if the appointing authority finds that the employee meets all of the following criteria: A. the employee has a need for leave that would qualify under sick leave usage which is of an extraordinary or severe nature and which has caused, or is likely to cause, the employee to either go on leave without pay status or terminate employment; and B. the employee's absence and the use of shared leave are justified; and C. the employee has depleted or will shortly deplete vacation leave, alternative leave, floating holiday, compensatory time, sick leave reserves, and substitute holiday reserves; and D. the employee does not qualify for or has exhausted their paid benefit under the Washington State Paid Family and Medical Leave program; and E. the employee has abided by the policies regarding sick leave use. The County shall determine the amount of leave, if any, the employee may receive under this Article and the time period in which the employee may receive leave. The leave must be donated before it is used by the employee. An employee who has an accrued vacation or alternative leave balance of more than eighty (80) hours may transfer a specified amount of vacation or alternative leave to another employee authorized to receive leave under Section 1 of this Article. In no event may an employee transfer an amount of leave that would result in an annual leave balance of fewer than eighty (80) hours. An employee who is on leave transferred under this Article shall continue to be classified as a regular employee and shall receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if in paid status. The hours of leave transferred under this Article which remain unused shall be returned to the employee or employees who transferred the leave when the County finds that the leave is no longer needed or will not be needed at a future time in connection with the illness or injury for which the leave was transferred. To the extent administratively feasible, hours transferred shall be returned to the donor on a last donated, first returned basis. This program provides for the transfer of annual leave on an hour-for-hour basis. No consideration will be given to the dollar value of the leave donated. In all determinations made under this Article, the decision of the appointing authority shall be final.

DONATED/LEAVE SHARING. The County Employer may permit an employee to receive vacation, alternative leave, substitute holiday hours, annual leave or comp time donated by other County TCOMM911 employees if the appointing authority Employer finds that the employee meets all of the following criteria: A. the The employee has a need for leave that would qualify under sick leave usage usage, or qualifies as a serious health condition under FMLA, which is of an extraordinary or severe nature and which has caused, or is likely to cause, the employee to either to: (1) go on leave without pay status status; or (2) terminate employment; and B. the The employee's ’s absence and the use of shared leave are justified; and C. the The employee has depleted or will shortly deplete vacation his or her available leave including any sick leave, alternative annual leave, floating personal holiday, compensatory time, sick leave reserves, and substitute holiday bank and compensatory time reserves; and D. the employee does not qualify for or has exhausted their paid benefit under the Washington Paid Family and Medical Leave program; and E. the The employee has abided by the policies rules regarding sick leave use. . E. The County Employer shall determine the amount of leave, if any, the which an employee may receive under this Article and the time period in which the employee may receive the leave. The leave must be donated before it is used by the employee, and can be applied retroactively to the recipient’s leave bank during the period of need so long as it occurs within the same payroll cycle. If there is a lapse of time between the request for leave and the approval of the leave, the Employer shall allow donated leave to be used, retroactively to cover the days between the request and the approval. F. An employee who has an accrued vacation or alternative annual leave balance of more than eighty (80) hours may transfer a specified amount of vacation or alternative annual leave to another employee authorized to receive leave under Section 1 of this Article. In no event may an employee transfer an amount of leave that would result in an annual leave balance of fewer than eighty (80) hours. Employees who are terminating employment with the Employer may not donate shared leave once they have given their written resignation notice. G. An employee who is on leave transferred under this Article shall continue to be classified as a regular employee and shall receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if in paid status. . H. The hours of leave transferred under this Article which remain unused shall be returned to the employee or employees who transferred the leave when the County authorized period expires or the Employer finds that the leave is no longer needed or will not be needed at a future time in connection with the illness or injury for which the leave was transferred. To the extent administratively feasible, hours transferred shall be returned to the donor on a last donated, first returned pro rata basis. This . I. The program provides for the transfer of annual leave or comp-time on an hour-for-for- hour basis. No consideration will be given to the dollar value of the leave donated. . J. In all determinations made under this ArticleSection, the decision of the appointing authority Employer shall be final.

DONATED/LEAVE SHARING. The County appointing authority may permit an employee to receive vacation, alternative leave, substitute holiday hours, annual leave or comp compensatory time donated by other County employees if the appointing authority finds that the employee meets all of the following criteriaif: A. a. the employee has a need for leave that would qualify under sick leave usage usage, which is of an extraordinary or severe nature and which has caused, or is likely to cause, the employee to either to: (1) go on leave without pay status status; or (2) terminate employment; and B. b. the employee's absence and the use of shared leave are justified; and C. c. the employee has depleted or will shortly deplete vacation leave, alternative leave, floating holiday, compensatory time, his or her annual leave and sick leave reserves, floating holiday(s), compensatory time reserve and substitute holiday reservesbank reserve; and D. the employee does not qualify for or has exhausted their paid benefit under the Washington Paid Family and Medical Leave program; and E. d. the employee has abided by the policies rules regarding sick leave use; and e. the employee has been found to be ineligible for benefits under Chapter 51.32 RCW (Workers' Compensation). The County appointing authority shall determine the amount of leave, if any, the which an employee may receive under this Article and the time period in which the employee may receive leaveArticle. The leave must be donated before it is used by the employee. An employee who has an accrued vacation or alternative annual leave balance of more than eighty (80) hours may transfer a specified amount of vacation or alternative annual leave to another employee authorized to receive leave under Section 1 of this Article. In no event may an employee transfer an amount of leave that would result in an annual leave balance of fewer than eighty (80) hours. An employee who is on leave leave, transferred under this Article Article, shall continue to be classified as a regular employee and shall receive the same treatment in respect to salary, wages, and employee benefits as the employee would normally receive if in paid statususing accrued annual or sick leave. The hours of leave transferred under this Article which remain unused shall be returned to the employee or employees who transferred the leave when the County Employer finds that the leave is no longer needed or will not be needed at a future time in connection with the illness or injury for which the leave was transferred. To the extent administratively feasible, hours transferred shall be returned to the donor on a last donated, first returned pro rata basis. This program provides for the transfer of annual leave or comp time leave on an hour-for-hour basis. No consideration will be given to the dollar value of the leave donated. In all determinations made under this Article, the decision of the appointing authority shall be final.