Common use of Donated Time Clause in Contracts

Donated Time. ‌ (A) It is a legitimate use of SWP, SWP-F (Sick with Pay–Family, SWP-M (Sick with Pay- Maternity), or SWP-D (Sick with Pay–Death) in cases of catastrophic illness or cases that result in extreme hardship for the employee. Prior approval from the Human Resources Director must be obtained by the department for donated time to be used. (B) They have exhausted all of their own SWP, vacation, and compensatorytime. (C) Time donated is deducted from the donor’s vacation balance or comp time balance not SWP balance, unless otherwise permitted by this labor agreement. (D) The number of hours credited to the employee receiving the donation depends on the employee’s rate of pay as compared to the rate of pay earned by the donor. If the donor earns less than the donee, the hours donated will be prorated. If the donor earns more than the donee, the hours credited will be greater than those donated. The list of donors with accompanying calculations must be forwarded to the Human Resources Department for verification and a pp r o va l . (E) Employees receiving donated time do not accrue vacation or sick leave unless the employee is working part-time. Then the employee will earn vacation and sick leave under the rate of accrual for employees working less than 80 hours. In addition, employees on donated time do not receive holiday pay. No new benefits can be earned by the employee receiving donated time (e.g., vacation, sick leave, holidays). Therefore, 8 hours must be donated for any workday of the week on which a holiday falls. (F) Donated time cannot be used to prolong an employee on the payroll in order to make him/her eligible for any retirementbenefits. (G) When an employee returns to work, any donated time that has not been used will be removed from the employee’s list of donors. Upon returning to work, an employee begins to accumulate vacation and sick time that must be used before any additional donated time can be requested from otheremployees.

Donated Time. ‌ (A) It is a legitimate use of SWP, SWP-F (Sick with Pay–Family, SWP-M (Sick with Pay- Pay-Maternity), or SWP-D (Sick with Pay–Death) in cases of catastrophic illness or cases that result in extreme hardship for the employee. Prior approval from the Human Resources Director must be obtained by the department for donated time to be used. (B) They have exhausted all of their own SWP, vacation, and compensatorytimecompensatory time. (C) Time donated is deducted from the donor’s vacation balance or comp time balance not SWP balance, unless otherwise permitted by this labor agreement. (D) The number of hours credited to the employee receiving the donation depends on the employee’s rate of pay as compared to the rate of pay earned by the donor. If the donor earns less than the donee, the hours donated will be prorated. If the donor earns more than the donee, the hours credited will be greater than those donated. The list of donors with accompanying calculations must be forwarded to the Human Resources Department for verification and a pp r o va l approval. (E) Employees receiving donated time do not accrue vacation or sick leave unless the employee is working part-time. Then the employee will earn vacation and sick leave under the rate of accrual for employees working less than 80 hours. In addition, employees on donated time do not receive holiday pay. No new benefits can be earned by the employee receiving donated time (e.g., vacation, sick leave, holidays). Therefore, 8 hours must be donated for any workday of the week on which a holiday falls. (F) Donated time cannot be used to prolong an employee on the payroll in order to make him/her eligible for any retirementbenefitsretirement benefits. (G) When an employee returns to work, any donated time that has not been used will be removed from the employee’s list of donors. Upon returning to work, an employee begins to accumulate vacation and sick time that must be used before any additional donated time can be requested from otheremployeesother employees.

Donated Time. ‌ (A) It is a legitimate use of SWP, SWP-F (Sick with Pay–Family, SWP-M (Sick with Pay- Maternity), or SWP-D (Sick with Pay–Death) in cases of catastrophic illness or cases that result in extreme hardship for the employee. Prior approval from the Human Resources Director or designee must be obtained by the department for donated time to be used. (B) They The initial request for approval from the Human Resources Director or designee may be sent when the employee’s total leave balances are below 80 hours; however, donated time may not be credited to the employee until they have exhausted all of their own SWP, vacation, vacation and compensatorytimecompensatory time. (C) Time donated is deducted from the donor’s vacation balance or comp time balance not SWP balance, unless otherwise permitted by this labor agreement. (D) The number of hours credited to the employee receiving the donation depends on the employee’s rate of pay as compared to the rate of pay earned by the donor. If the donor earns less than the donee, the hours donated will be prorated. If the donor earns more than the donee, the hours credited will be greater than those donated. The list of donors with accompanying calculations must be forwarded to the Human Resources Department for verification and a pp r o va l approval. (E) Employees receiving donated time do not accrue vacation or sick leave unless the employee is working part-time. Then the employee will earn vacation and sick leave under the rate of accrual for employees working less than 80 hours. In addition, employees on donated time do not receive holiday pay. No new benefits can be earned by the employee receiving donated time (e.g., vacation, sick leave, holidays). Therefore, 8 hours must be donated for any workday of the week on which a holiday falls. (F) Donated time cannot be used to prolong an employee on the payroll in order to make him/her eligible for any retirementbenefitsretirement benefits. (G) When an employee returns to work, any donated time that has not been used will be removed from the employee’s list of donors. Upon returning to work, an employee begins to accumulate vacation and sick time that must be used before any additional donated time can be requested from otheremployeesother employees.

Donated Time. ‌ (A) It is a legitimate use of SWP, SWP-F (Sick with Pay–Family, SWP-M (Sick with Pay- Pay-Maternity), or SWP-D (Sick with Pay–Death) in cases of catastrophic illness or cases that result in extreme hardship for the employee. Prior approval from the Human Resources Director must be obtained by the department for donated time to be used. (B) They have exhausted all of their own SWP, vacation, and compensatorytimecompensatory time. (C) Time donated is deducted from the donor’s vacation balance or comp time balance not SWP balance, unless otherwise permitted by this labor agreementlaboragreement. (D) The number of hours credited to the employee receiving the donation depends on the employee’s rate of pay as compared to the rate of pay earned by the donor. If the donor earns less than the donee, the hours donated will be prorated. If the donor earns more than the donee, the hours credited will be greater than those donated. The list of donors with accompanying calculations must be forwarded to the Human Resources Department for verification and a pp r o va l approval. (E) Employees receiving donated time do not accrue vacation or sick leave unless the employee is working part-time. Then the employee will earn vacation and sick leave under the rate of accrual for employees working less than 80 hours. In addition, employees on donated time do not receive holiday pay. No new benefits can be earned by the employee receiving donated time (e.g., vacation, sick leave, holidays). Therefore, 8 hours must be donated for any workday of the week on which a holiday falls. (F) Donated time cannot be used to prolong an employee on the payroll in order to make him/her eligible for any retirementbenefitsretirement benefits. (G) When an employee returns to work, any donated time that has not been used will be removed from the employee’s list of donors. Upon returning to work, an employee begins to accumulate vacation and sick time that must be used before any additional donated time can be requested from otheremployeesother employees.