Donation of Leave (Pine County Leave Donation Policy Sample Clauses

Donation of Leave (Pine County Leave Donation Policy. It is the policy of Pine County to permit the donation of accrued paid leave from one employee to another employee requesting leave. The purpose of the Paid Time Off/Vacation Donation Program is to provide a safety net of County compensation benefits for county employees, when the recipient employee has exhausted PTO, banked sick leave, compensatory time and vacation, due to a catastrophic illness/injury or medical condition that requires the recipient employee’s absence or attendance to a spouse’s or child’s condition. 1. Must have requested donated leave due to a catastrophic illness/injury or medical condition. 2. Must have written verification of a catastrophic illness/injury or medical condition from a licensed medical practitioner. 3. Must have completed six (6) months of employment. 4. Must have PTO/vacation donation request acknowledgement from his/her department head. 5. All PTO or vacation leave transferred shall be used at the recipient’s pay rate. 6. Recipients of donated leave may have no more than five (5) days of PTO and/or sick leave available at the time leave is donated to them. 7. Other wage-replacement benefits are allowed and any use of PTO / Vacation Donation Benefits will be offset. In order to receive pay for a holiday while receiving donated leave, donated leave will need to be used for the holiday. If an employee is on an intermittent FMLA and works the full day before and the full day after a holiday, the preceding would not apply. A leave donor must meet the following criteria and requirements: 1. An irrevocable donation of not more than the donor’s current accrued PTO/vacation leave donated in increments of one hour with a minimum donation of one hour. 2. Certification that no solicitation and/or acceptance of any money, credit, gift, gratuity, thing of value or compensation of any kind has been provided, directly or indirectly, to the donor.
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Donation of Leave (Pine County Leave Donation Policy. It is the policy of Pine County to permit the donation of accrued paid leave from one employee to another employee requesting leave. The purpose of the Paid Time Off/Vacation Donation Program is to provide a safety net of County compensation benefits for county employees, when the recipient employee has exhausted PTO, banked sick leave, compensatory time and vacation, due to a catastrophic illness/injury or 1. Must have requested donated leave due to a catastrophic illness/injury or medical condition. 2. Must have written verification of a catastrophic illness/injury or medical condition from a licensed medical practitioner. 3. Must have completed six (6) months of employment. 4. Must have PTO/vacation donation request acknowledgement from his/her department head. 6. Recipients of donated leave may have no more than five (5) days of PTO and/or sick leave available at the time leave is donated to them. 7. Other wage-replacement benefits are allowed and any use of PTO / Vacation Donation Benefits will be offset. In order to receive pay for a holiday while receiving donated leave, donated leave will need to be used for the holiday. If an employee is on an intermittent FMLA and works the full day before and the full day after a holiday, the preceding would not apply. A leave donor must meet the following criteria and requirements: 1. leave donated in increments of one hour with a minimum donation of one hour.
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Related to Donation of Leave (Pine County Leave Donation Policy

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  • Education Leave If required by the Hospital, an employee shall be entitled to leave of absence with pay and without loss of seniority and benefits to write examinations to upgrade his or her employment qualifications. Where employees are required by the Hospital to take courses to upgrade or acquire new employment qualifications, the Hospital shall pay the full costs associated with the courses. Subject to operational requirements, the Hospital will make every reasonable effort to grant requests for necessary changes to an employee's schedule to enable attendance at a recognized up-grading course or seminar related to employment with the Hospital."

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  • Educational Leave of Absence Leaves of absence may be granted up to six (6) months under the above provisions only if the course would be beneficial to both the University and the employee.

  • Child Bonding Leave A prospective father, spouse, domestic partner or adoptive parent is entitled to child bonding leave of up to six (6) months, within one year of the qualifying event. Child bonding leave runs concurrently with FMLA and CFRA. The scheduling of child bonding leave (either on FMLA or CFRA) on an intermittent basis and/or requests for a reduced work schedule are subject to mutual agreement by the employee and the Agency/Department Head as allowed by law. An employee may elect to take accrued vacation or compensating time off during the period of child bonding leave, except that in the case of an employee who is regularly scheduled to work less than the normal full-time work week for the classification, paid leave shall be granted only for those days, or fractions thereof, on which such an employee would have worked but for child bonding leave. The use of sick leave during child bonding leave shall not be permitted unless the employee is otherwise eligible to use it as provided in Section 11. Reinstatement subsequent to child bonding leave of absence shall be to the same classification from which leave was taken and the Agency/Department Head shall make its best effort to return such employee to the same geographical location, shift, and where there is specialization within a classification, to the same specialization. Questions as to whether or not the Agency/Department Head has made its best effort herein, shall not be subject to the grievance procedure.

  • Educational Leave Leave without pay may be granted for educational leave for the duration of actual attendance in an educational program.

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