LEAVE DONATION PLAN Sample Clauses

LEAVE DONATION PLAN a. A regular employee may donate to or receive from an unrepresented or a represented employee usable leave credits except Catastrophic Leave or sick leave credits. Participation in this plan shall be voluntary. b. All donations shall be made and accepted in writing using Authority‐provided forms. c. The donation shall be made in a minimum of four (4) hour increments of accrued time as defined in 12.12a. d. Donations shall be on an hour‐for‐hour basis, regardless of the pay rates of the donor and recipient. e. Donated hours shall be kept in a pledge status until used. Donations shall be date stamped as they are received and used in date stamped order. As needed, pledged hours shall be debited from the donor's leave balance and credited to the recipient's PTO balance. f. An employee may not donate hours to a management employee and may not receive donations from a subordinate employee where a direct supervisor/subordinate relationship exists. Any exception to this paragraph must be approved by the Library Director or designee. g. To be eligible to request donations, an employee must: (1) Be incapacitated and unable to work due to a prolonged catastrophic non‐industrial illness or injury that is estimated to last for more than thirty (30) calendar days or to provide necessary care for a family member as defined in 12.11(d), who is incapacitated for more than thirty (30) calendar days; and, (2) Have exhausted all usable leave balances except for eighty (80) hours of PTO; and, (3) Be on an approved leave of absence. h. All donated hours must be used on a continuous and uninterrupted basis and will be paid at the rate of pay and normal work schedule of the recipient, along with all usable leave hours accrued, until the earliest of the following events occurs: (1) All leave balances, including both donated and accrued leave, are exhausted; or (2) The employee returns to work at his/her normal work schedule; or (3) The employee's employment terminates. i. Donations received while a recipient is still utilizing previously donated and related accrued leave time may be used immediately thereafter. Hours donated subsequent to exhausting all donated hours shall be accumulated and utilized along with related accrued leave hours in amounts equal to the recipient's normal bi‐weekly work hours. j. Used donated leave time shall count toward the application of Authority service and benefits in the same manner as when the employee is on paid leave. k. Used donated leave time...
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LEAVE DONATION PLAN. Employees may donate their compensatory time bank hours to other employees through the City’s Employee Leave Donation Policy, V-3 of the Human Resources Policy and Procedures Manual. All other provisions of the policy remain.
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LEAVE DONATION PLAN a. A regular employee, whether represented or unrepresented, may donate to or receive from an unrepresented or a represented employee usable leave credits, except catastrophic or sick-leave credits. Participation in this plan shall be voluntary. b. All donations shall be made and accepted in writing using Authority-provided forms. c. The donation shall be made in a minimum of four (4) hour increments of accrued time. d. Donations shall be on an hour-for-hour basis, regardless of the pay rates of the donor and recipient. e. Donated hours shall be kept in a pledge status until used. Donations shall be date- stamped as they are received and used in date-stamped order. As needed, pledged hours shall be debited from the donor's leave balance and credited to the recipient's PTO balance. f. Management employees may only receive donations from management employees. A non-management employee may not receive donations from a subordinate employee where a direct supervisor/subordinate relationship exists. Any exception to this paragraph must be approved by the Library Director or designee. g. To be eligible to request donations, an employee must: (1) Be incapacitated and unable to work due to a prolonged catastrophic non- industrial illness or injury that is estimated to last for more than thirty (30) calendar days, or to provide necessary care for a family member as defined in 12.11(d) who is incapacitated for more than thirty (30) calendar days; and, (2) Have exhausted all usable leave balances except for eighty (80) hours of PTO for full-time employees or forty (40) hours PTO for part-time employees; and, (3) Be on an approved leave of absence. h. All donated hours must be used on a continuous and uninterrupted basis and will be paid at the rate of pay and normal work schedule of the recipient, along with all usable leave hours accrued, until the earliest of the following events occurs: (1) All leave balances, including both donated and accrued leave, are exhausted; or (2) The employee returns to work at his/her normal work schedule; or (3) The employee's employment terminates. i. Donations received while a recipient is still utilizing previously donated and related accrued leave time may be used immediately thereafter. Hours donated subsequent to exhausting all donated hours shall be accumulated and utilized along with related accrued leave hours in amounts equal to the recipient's normal bi-weekly work hours. j. Used donated leave time shall count toward the appl...
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Related to LEAVE DONATION PLAN

  • Leave Donation Program Employees may donate paid leave to a fellow employee who is otherwise eligible to accrue and use sick leave and is employed by the same Agency. The intent of the leave donation program is to allow employees to voluntarily provide assistance to their co-workers who are in critical need of leave due to the serious illness or injury of the employee or a member of the employee's immediate family. The definition of immediate family as provided in rule 123:1-47-01 of the Administrative Code shall apply for the leave donation program. A. An employee may receive donated leave, up to the number of hours the employee is scheduled to work each pay period, if the employee who is to receive donated leave: 1. Or a member of the employee's immediate family has a serious illness or injury; 2. Has no accrued leave or has not been approved to receive other state-paid benefits; and 3. Has applied for any paid leave, workers' compensation, or benefits program for which the employee is eligible. Employees who have applied for these programs may use donated leave to satisfy the waiting period for such benefits where applicable, and donated leave may be used following a waiting period, if one exists, in an amount equal to the benefit provided by the program, i.e. fifty six hours (56) pay period may be utilized by an employee who has satisfied the disability waiting period and is pending approval, this is equal to the seventy percent (70%) benefit provided by disability. B. Employees may donate leave if the donating employee: 1. Voluntarily elects to donate leave and does so with the understanding that donated leave will not be returned; 2. Donates a minimum of eight hours; and 3. Retains a combined leave balance of at least eighty hours. Leave shall be donated in the same manner in which it would otherwise be used except that compensatory time is not eligible for donation. C. The leave donation program shall be administered on a pay period by pay period basis. Employees using donated leave shall be considered in active pay status and shall accrue leave and be entitled to any benefits to which they would otherwise be entitled. Leave accrued by an employee while using donated leave shall be used, if necessary, in the following pay period before additional donated leave may be received. Donated leave shall not count toward the probationary period of an employee who receives donated leave during his or her probationary period. Donated leave shall be considered sick leave, but shall never be converted into a cash benefit. D. Employees who wish to donate leave shall certify: 1. The name of the employee for whom the donated leave is intended; 2. The type of leave and number of hours to be donated; 3. That the employee will have a minimum combined leave balance of at least eighty hours; and 4. That the leave is donated voluntarily and the employee understands that the donated leave will not be returned. E. Appointing authorities shall ensure that no employees are forced to donate leave. Appointing authorities shall respect an employee's right to privacy, however appointing authorities may, with the permission of the employee who is in need of leave or a member of the employee's immediate family, inform employees of their co-worker's critical need for leave. Appointing authorities shall not directly solicit leave donations from employees. The donation of leave shall occur on a strictly voluntary basis.

  • Sick Leave Donation Program A Labor Management Committee will be established for the purpose of proposing rules and procedures for a new, program. The LMC will be to develop consistent, transparent and equitable proposals for processes across all departments within the City. The LMC shall also explore proposals to lower the minimum leave bank required to donate sick leave and permit donation of sick leave upon separation from the City. The LMC must consult with the Office of Civil Rights to ensure compliance with the City’s Race and Social Justice Initiative. Once the LMC has developed its list of proposals, the City and Coalition of City Unions agrees to reopen each contract on this subject.

  • Leave Donation An employee may donate vacation leave, sick leave, or personal holiday to another employee for purposes of the leave sharing program under the following conditions: A. The College approves the employee’s request to donate a specified amount of vacation leave to an employee authorized to receive shared leave; and 1. The full-time employee’s request to donate leave will not cause their vacation leave balance to fall below eighty (80) hours. For part-time employees, requirements for vacation leave balances will be prorated; and 2. Employees may not donate excess vacation leave that they would not be able to take due to an approaching anniversary date; except when the request for vacation leave was denied and the vacation leave was deferred. B. The College approves the employee’s request to donate a specified amount of sick leave to an employee authorized to receive shared leave. The employee’s request to donate leave will not cause their sick leave balance to fall below one hundred seventy-six (176) hours after the transfer. C. The College approves the employee’s request to donate all or part of their personal holiday to an employee authorized to receive shared leave. 1. That portion of a personal holiday that is accrued, donated as shared leave, and then returned during the same calendar year to the donating employee, may be taken by the donating employee in full day increments. 2. An employee will be allowed to split the personal holiday only when donating a portion of the personal holiday to the shared leave program. D. No employee may be intimidated, threatened, coerced, or financially induced into donating leave for purposes of this program.

  • Leave Plan Effective April the Hospital agrees to introduce a leave program, funded solely by the nurse, subject to the following terms and conditions:

  • Dental Plan (a) The Employer shall pay the monthly premium for employees entitled to coverage under a mutually acceptable plan which provides: (1) Part A, 100% coverage; (2) Part B, 65% coverage (3) Part C, 55% coverage. (b) Orthodontic services are subject to a lifetime maximum payment of $3,500 per patient.

  • Salaried Employees Employees in this unit who qualify for exemption from the FLSA overtime provisions based upon duties and who are receiving the Project Manager bonus, as provided for in this MOU, shall be treated as salaried employees, in accordance with the provisions of the FLSA as identified in LAAC section 4.113(b). Salaried employees may be assigned 5/40, 4/10 9/80 or other schedules at the discretion of Management. Notwithstanding any LAAC and MOU provisions, or other City department rules and regulations to the contrary, these employees shall not be required to record specific hours of work for compensation purposes, although hours may be recorded for other purposes. These employees will be paid the predetermined salary for each biweekly pay period, as indicated in the appropriate salary appendices, and shall not receive overtime compensation. Salaried employees shall not be subject to deductions from salary or any leave banks for absences from work of less than a full workday. This provision applies to occasional partial day absences from work which are authorized by the appropriate supervisor designated by management. This provision does not apply to long-term or recurring partial day absences (e.g., intermittent leave/reduced work schedule for purposes of Family/Medical Leave). Salaried employees shall not be subject to disciplinary suspension for a period of less than a workweek (seven days; half of the biweekly pay) unless based on violations of a safety rule of major significance. This requirement shall be superseded by the revised Department of Labor FLSA regulations pertaining to disciplinary suspensions of FLSA-exempt employees on the operative date of the FLSA regulations. The appointing authority of each City department may grant time off for hours worked due to unusual situations.

  • Sick Leave Donation 10.3.1 A worker may donate days of sick leave to individual District workers who, due to a serious health condition, have exhausted all accumulated sick leave. Donating workers must retain a sixty (60) day balance of sick leave after their donation. No worker may receive more than 40 days of donated leave per year. 10.3.1.1 A “serious health condition” is defined as an illness, injury, impairment or physical or mental condition which involves inpatient care in a hospital, hospice, or residential health care facility, or continuing treatment or continuing supervision by a health care provider as defined in 29 USC 825.114(a) and as certified by a worker’s physician or other qualified medical practitioner. 10.3.1.2 The Vice Chancellor of Human Resources and the Chief Stewards by mutual agreement will verify the certification for eligibility. If the certification from the worker’s physician is insufficient, a certification by a physician of the District’s choosing may be required, at District expense. The District may require additional medical opinions. 10.3.2 Donated leave must be in one-day increments (no less than 8 hours). Recipients of donated sick leave shall be solely responsible for any state and federal taxes on the donated time. Such taxes shall be withheld at the normal rate for the recipient worker. In the event that the state or federal governments rule that tax liability is due other than as taxed, the recipient shall be solely liable for such liabilities. 10.3.2.1 The donated sick leave may be used only when the worker has exhausted accumulated sick leave and either is not eligible for long- term disability or is eligible but has not begun to receive the long-term coverage. 10.3.2.2 The Vice Chancellor of Human Resources shall be notified of solicitation of donations. Solicitations of donations may be made by the individual or his/her representative(s). 10.3.2.3 Donation of sick leave shall be authorized by a signed pledge form prepared by and filed with the District Office of Human Resources. In the event several workers donate sick leave, the sick leave shall be used in the order in which the signed pledge forms are filed with Human Resources. 10.3.2.4 If the worker does not use all donated sick leave, the sick leave shall be returned to the donating worker(s).

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