Common use of Leave Donation Program Clause in Contracts

Leave Donation Program. ‌ (a) A Leave Donation Program shall be implemented to allow employees to donate vacation, compensatory, discretionary holiday and sick time hours to a Leave Donation Program for use by other employees in the bargaining unit, or other eligible City of Toledo employees outside of the bargaining unit, subject to the provisions of this section and any applicable provisions of the recipient employee’s Collective Bargaining Agreement or the Toledo Municipal Code. The Program allows employees to voluntarily provide assistance to eligible bargaining unit members and other eligible City of Toledo employees outside of the bargaining unit who are in need of paid leave due to a serious illness of the employee, a member of their immediate family, or birth of an employee’s own child. For the purposes of this section, immediate family is defined as the employee’s spouse, children (biological, adopted, step or xxxxxx), parents, siblings, or grandparents. (b) In order for an employee to donate paid leave time to the Program, the employee must: 1. Be a permanent full-time or part-time employee of the City of Toledo. 2. At the time of donation, have accumulated two hundred forty (240) hours of paid leave, and 3. Specify in writing the source (vacation, compensatory, discretionary holiday and sick time) from which leave time is to be utilized for the donation, and 4. Specify in writing the eligible recipient employee on the approved donation list for the Program to whom they are donating leave, 5. Knowingly and voluntarily waive, in writing, his/her right to any claims on the paid leave time which he/she donates. The donor employee will not ever be able to have the donated paid leave time restored, and will not at any time be paid for the donated leave time, including at the time of retirement or separation or use it for his/her own purposes after the paid leave time has been donated. (c) Any consequence of the employee’s donation of any paid leave time is borne solely by the donating and recipient employees, including tax and retirement implications, if any. By participation in the Program, both the Donor and Recipient employees and TPPA agree to hold the City of Toledo harmless. (d) Leave may be donated to the Program only in eight (8) hour increments. An employee may donate leave to the Program only if the employee has accumulated two hundred forty (240) hours of leave. The maximum number of hours that can be donated in a calendar year is eighty (80) hours. (e) Leave that has been donated to the Program and used shall not be returned to the donating employee, and the employee donating the leave shall not be compensated for the donated leave, including at the time of retirement or separation. In addition, the recipient employee shall not be compensated or receive any monetary value for any donated time received through this Program at the time of retirement or separation. (f) Sick leave hours donated to the Program shall not be counted against the employee donating the leave for the purpose of “Bonus Days”. (g) In order to receive leave donated through the Program an employeemust: 1. Have completed his or her probationary period; and 2. Have no paid leave available for use including but not limited to sick leave, vacation leave, compensatory time and discretionary holiday time and 3. Not be receiving any other disability related benefit such as worker’s compensation; and 4. Be absent for a period of at least seven (7) consecutive work days for a serious illness of the employee or a member of their immediate family or be absent for a period of at least seven (7) consecutive work days for the birth of an employee’s own child; and 5. Employees shall not have an active disciplinary record in their personnel file for excessive use of sick time, abuse of sick time, unauthorized absence or a pattern of sick leave abuse. (h) Employees shall be eligible to receive a maximum of one thousand forty (1,040) hours of leave donated under the Program during the entirety of their employment with the City of Toledo. However, after an employee exhausts the one thousand forty (1,040) hours, an employee may submit a written request for an extension of the one thousand forty (1,040) hours to a Joint Labor- Management Committee. The Committee will include two (2) representatives from Management and two (2) representatives from the Union. Further, the Committee may agree to extend the one thousand forty (1,040) hours on a case-by-case basis. The final decision will be based on the consensus of the Committee. If consensus cannot be reached, the request is denied. (i) Employees using leave under the Program shall continue to accrue sick leave and vacation leave and be entitled to all other benefits under this agreement. When a recipient employee returns to work and has donated paid time remaining, any donated time shall be utilized prior to utilizing any other accrued paid time. Employees who use donated leave will have those hours counted as absences for the purpose of “Bonus Days,” unless otherwise prohibited by law. (j) The provisions of the Family and Medical Leave Act shall supersede the provisions of this section. (k) The Department of Human Resources shall enact, with the approval of the Mayor, an Administrative Policy and Procedure to implement the Program. The employee shall be paid bi-weekly every other Friday. Shift workers on the second or third shifts and/or an employee not scheduled to work on a Friday payday shall have the right to receive his check after 2:00 p.m. on Thursday. (a) In the event that an error has occurred which results in a substantial shortage in the employee's pay, and the amount owed is not in dispute, then a special check shall be prepared immediately so that an employee receives his full pay when due. (b) If any minor error is made in an employee's pay, it shall be corrected no later than the next paycheck. If not corrected on the next paycheck, then a voucher shall be issued immediately to correct the error, providing the employee sorequests. (c) In the event that payday falls on a holiday, the employees shall receive their paychecks on the day prior to the holiday. When the nine (9) major holidays fall on Thursday and payday would be on Friday of that week, then the employees shall receive their paychecks on Wednesday prior to the holiday. (d) In the event that an error has occurred which results in overpayment to an employee, the City will deduct said overpayment from thenext paycheck. (e) When an employee elects to receive his bonus payment and/or accumulated compensatory time in lieu of days off as provided in Section 2129.52 “Compensatory Time,” he shall receive such payment in a separate check on a quarterly basis. The Commissioner of Accounts will determine said dates of payment.

Leave Donation Program. ‌ (a) A Leave Donation Program shall be implemented to allow employees to donate vacation, compensatory, discretionary holiday and sick time hours to a Leave Donation Program for use by other employees in the bargaining unit, or other eligible City of Toledo employees outside of the bargaining unit, subject to the provisions of this section and any applicable provisions of the recipient employee’s Collective Bargaining Agreement or the Toledo Municipal Code. The Program allows employees to voluntarily provide assistance to eligible bargaining unit members and other eligible City of Toledo employees outside of the bargaining unit who are in need of paid leave due to a serious illness of the employee, a member of their immediate family, or birth of an employee’s own child. For the purposes of this section, immediate family is defined as the employee’s spouse, children (biological, adopted, step or xxxxxx), parents, siblings, or grandparents. (b) In order for an employee to donate paid leave time to the Program, the employee must: 1. Be a permanent full-time or part-time employee of the City of Toledo. 2. At the time of donation, have accumulated two hundred forty (240) hours of paid leave, and 3. Specify in writing the source (vacation, compensatory, discretionary holiday and sick time) from which leave time is to be utilized for the donation, and 4. Specify in writing the eligible recipient employee on the approved donation list for the Program to whom they are donating leave, 5. Knowingly and voluntarily waive, in writing, his/her right to any claims on the paid leave time which he/she donates. The donor employee will not ever be able to have the donated paid leave time restored, and will not at any time be paid for the donated leave time, including at the time of retirement or separation or use it for his/her own purposes after the paid leave time has been donated. (c) Any consequence of the employee’s donation of any paid leave time is borne solely by the donating and recipient employees, including tax and retirement implications, if any. By participation in the Program, both the Donor and Recipient employees and TPPA agree to hold the City of Toledo harmless. (d) Leave may be donated to the Program only in eight (8) hour increments. An employee may donate leave to the Program only if the employee has accumulated two hundred forty (240) hours of leave. The maximum number of hours that can be donated in a calendar year is eighty (80) hours. (e) Leave that has been donated to the Program and used shall not be returned to the donating employee, and the employee donating the leave shall not be compensated for the donated leave, including at the time of retirement or separation. In addition, the recipient employee shall not be compensated or receive any monetary value for any donated time received through this Program at the time of retirement or separation. (f) Sick Xxxx leave hours donated to the Program shall not be counted against the employee donating the leave for the purpose of “Bonus Days”. (g) In order to receive leave donated through the Program an employeemust: 1. Have completed his or her probationary period; and 2. Have no paid leave available for use including but not limited to sick leave, vacation leave, compensatory time and discretionary holiday time and 3. Not be receiving any other disability related benefit such as worker’s compensation; and 4. Be absent for a period of at least seven (7) consecutive work days for a serious illness of the employee or a member of their immediate family or be absent for a period of at least seven (7) consecutive work days for the birth of an employee’s own child; and 5. Employees shall not have an active disciplinary record in their personnel file for excessive use of sick time, abuse of sick time, unauthorized absence or a pattern of sick leave abuse. (h) Employees shall be eligible to receive a maximum of one thousand forty (1,040) hours of leave donated under the Program during the entirety of their employment with the City of Toledo. However, after an employee exhausts the one thousand forty (1,040) hours, an employee may submit a written request for an extension of the one thousand forty (1,040) hours to a Joint Labor- Management Committee. The Committee will include two (2) representatives from Management and two (2) representatives from the Union. Further, the Committee may agree to extend the one thousand forty (1,040) hours on a case-by-case basis. The final decision will be based on the consensus of the Committee. If consensus cannot be reached, the request is denied. (i) Employees using leave under the Program shall continue to accrue sick leave and vacation leave and be entitled to all other benefits under this agreement. When a recipient employee returns to work and has donated paid time remaining, any donated time shall be utilized prior to utilizing any other accrued paid time. Employees who use donated leave will have those hours counted as absences for the purpose of “Bonus Days,” unless otherwise prohibited by law. (j) The provisions of the Family and Medical Leave Act shall supersede the provisions of this section. (k) The Department of Human Resources shall enact, with the approval of the Mayor, an Administrative Policy and Procedure to implement the Program. The employee shall be paid bi-weekly every other Friday. Shift workers on the second or third shifts and/or an employee not scheduled to work on a Friday payday shall have the right to receive his check after 2:00 p.m. on Thursday. (a) In the event that an error has occurred which results in a substantial shortage in the employee's pay, and the amount owed is not in dispute, then a special check shall be prepared immediately so that an employee receives his full pay when due. (b) If any minor error is made in an employee's pay, it shall be corrected no later than the next paycheck. If not corrected on the next paycheck, then a voucher shall be issued immediately to correct the error, providing the employee sorequests. (c) In the event that payday falls on a holiday, the employees shall receive their paychecks on the day prior to the holiday. When the nine (9) major holidays fall on Thursday and payday would be on Friday of that week, then the employees shall receive their paychecks on Wednesday prior to the holiday. (d) In the event that an error has occurred which results in overpayment to an employee, the City will deduct said overpayment from thenext paycheck. (e) When an employee elects to receive his bonus payment and/or accumulated compensatory time in lieu of days off as provided in Section 2129.52 “Compensatory Time,” he shall receive such payment in a separate check on a quarterly basis. The Commissioner of Accounts will determine said dates of payment.

Leave Donation Program. ‌ (a) A Leave Donation Program shall be implemented to allow employees to Employees in the Union covered by this agreement may donate vacation, compensatory, discretionary holiday and sick time hours to a Leave Donation Program (“Program”) for use by other employees in the bargaining unit, or other eligible City of Toledo employees outside of the bargaining unit, subject to the provisions of this section and any applicable provisions of the recipient employee’s Collective Bargaining Agreement or the Toledo Municipal Code. The Program allows employees to voluntarily provide assistance to eligible bargaining unit members and other eligible City of Toledo employees outside of the bargaining unit who are in need of paid leave due to a serious illness of the employee, or a member of their immediate family, or the birth of an employee’s own child. For the purposes of this section, immediate family is defined as the employee’s spouse, children (biological, adopted, step or xxxxxx), parents, siblings, siblings or grandparents. (b) In order for an employee to donate paid leave time to the Program, the employee must: (1. ) Be a permanent full-time or part-time employee of the City of Toledo.Toledo who, at all times relevant to donation of paid leave time, holds a position classified in the AFSCME Local 7 Main Unit bargaining unit, and (2. ) At the time of donation, have accumulated two hundred forty (240) hours of paid leave, and (3. ) Specify in writing the source (vacation, compensatory, discretionary holiday and sick time) from which leave time is to be utilized for the donation, and (4. ) Specify in writing the eligible recipient employee on the approved donation list for the Program to whom they are donating leave, (5. ) Knowingly and voluntarily waive, in writing, his/her right to any claims on the paid leave time which he/she donates. The donor employee will not ever be able to have the donated paid leave time restored, and will not at any time be paid for the donated leave time, including at the time of retirement or separation in accordance with Section 2117.118 “Termination and Severance Pay,” or use it for his/her own purposes after the paid leave time has been donated. (c) Any consequence of the employee’s donation of any paid leave time is borne solely by the donating and recipient employees, including tax and retirement implications, if any. By participation in the Program, both the Donor and Recipient employees and TPPA Local 7 agree to hold the City of Toledo harmless. (d) Leave may be donated to the Program only in eight (8) hour increments. An employee may donate leave to the Program only if the employee has accumulated two hundred forty (240) hours of leave. The maximum number of hours that can be donated in a calendar year is eighty (80) hours. (e) Leave that has been donated to the Program and used shall not be returned to the donating employee, and the employee donating the leave shall not be compensated for the donated leave, including at the time of retirement or separation. separation in accordance with Section 2117.118 “Termination and Severance Pay.” In addition, the recipient employee shall not be compensated or receive any monetary value for any donated time received through this Program at the time of retirement or separationseparation in accordance with Section 2117.118 “Termination and Severance Pay.” (f) Sick Xxxx leave hours donated to the Program shall not be counted against the employee donating the leave for the purpose of “Bonus Days”” in Section 2117.98. (g) In order to receive leave donated through the Program an employeemustemployee must: (1. ) Have completed his or her probationary period; and (2. ) Have no paid leave available for use including but not limited to sick leave, vacation leave, compensatory time and discretionary holiday time and (3. ) Not be receiving any other disability related benefit such as worker’s compensation; and (4. ) Be absent for a period of at least seven (7) consecutive work days for a serious illness of the employee or a member of their immediate family or be absent for a period of at least seven (7) consecutive work days for the birth of an employee’s own child; and (5. ) Employees shall not have an active disciplinary record in their personnel file for excessive use of sick time, abuse of sick time, unauthorized absence or a pattern of sick leave abuse. (h) Employees shall be eligible to receive a maximum of one thousand forty (1,040) hours of leave donated under the Program during the entirety of their employment with the City of Toledo. However, after an employee exhausts the one thousand forty (1,040) hours, an employee may submit a written request for an extension of the one thousand forty (1,040) hours to a Joint Labor- Labor-Management Committee. The Committee will include two (2) representatives from Management and two (2) representatives from the Union. Further, the Committee may agree to extend the one thousand forty (1,040) hours on a case-by-case basis. The final decision will be based on the consensus of the Committee. If consensus cannot be reached, reached the request is denied. (i) Employees using leave under the Program shall continue to accrue sick leave and vacation leave and be entitled to all other benefits under this agreement. When a recipient employee returns to work and has donated paid time remaining, any donated time shall be utilized prior to utilizing any other accrued paid time. Employees who use donated leave will have those hours counted as absences for the purpose of Section 2117.98 “Bonus Days,” unless otherwise prohibited by law. (j) The provisions of the Family and Medical Leave Act shall supersede the provisions of this section. (k) The Department of Human Resources shall enact, with the approval of the Mayor, an Administrative Policy and Procedure to implement the Program. The employee shall be paid bi-weekly every other Friday. Shift workers on the second or third shifts and/or an employee not scheduled to work on a Friday payday shall have the right to receive his check after 2:00 p.m. on Thursday. (a) In the event that an error has occurred which results in a substantial shortage in the employee's pay, and the amount owed is not in dispute, then a special check shall be prepared immediately so that an employee receives his full pay when due. (b) If any minor error is made in an employee's pay, it shall be corrected no later than the next paycheck. If not corrected on the next paycheck, then a voucher shall be issued immediately to correct the error, providing the employee sorequests. (c) In the event that payday falls on a holiday, the employees shall receive their paychecks on the day prior to the holiday. When the nine (9) major holidays fall on Thursday and payday would be on Friday of that week, then the employees shall receive their paychecks on Wednesday prior to the holiday. (d) In the event that an error has occurred which results in overpayment to an employee, the City will deduct said overpayment from thenext paycheck. (e) When an employee elects to receive his bonus payment and/or accumulated compensatory time in lieu of days off as provided in Section 2129.52 “Compensatory Time,” he shall receive such payment in a separate check on a quarterly basis. The Commissioner of Accounts will determine said dates of payment.

Leave Donation Program. ‌ (a) A Leave Donation Program shall be implemented to allow employees to donate vacation, compensatory, discretionary holiday and sick time hours to a Leave Donation Program for use by other employees in the bargaining unit, or other eligible City of Toledo employees outside of the bargaining unit, subject to the provisions of this section and any applicable provisions of the recipient employee’s Collective Bargaining Agreement or the Toledo Municipal Code. The Program allows employees to voluntarily provide assistance to eligible bargaining unit members and other eligible City of Toledo employees outside of the bargaining unit who are in need of paid leave due to a serious illness of the employee, a member of their immediate family, or birth of an employee’s own child. For the purposes of this section, immediate family is defined as the employee’s spouse, children (biological, adopted, step or xxxxxx), parents, siblings, or grandparents. (b) In order for an employee to donate paid leave time to the Program, the employee must: 1. Be a permanent full-time or part-time employee of the City of Toledo. 2. At the time of donation, have accumulated two hundred forty (240) hours of paid leave, and 3. Specify in writing the source (vacation, compensatory, discretionary holiday and sick time) from which leave time is to be utilized for the donation, and 4. Specify in writing the eligible recipient employee on the approved donation list for the Program to whom they are donating leave, 5. Knowingly and voluntarily waive, in writing, his/her right to any claims on the paid leave time which he/she donates. The donor employee will not ever be able to have the donated paid leave time restored, and will not at any time be paid for the donated leave time, including at the time of retirement or separation or use it for his/her own purposes after the paid leave time has been donated. (c) Any consequence of the employee’s donation of any paid leave time is borne solely by the donating and recipient employees, including tax and retirement implications, if any. By participation in the Program, both the Donor and Recipient employees and TPPA agree to hold the City of Toledo harmless. (d) Leave may be donated to the Program only in eight (8) hour increments. An employee may donate leave to the Program only if the employee has accumulated two hundred forty (240) hours of leave. The maximum number of hours that can be donated in a calendar year is eighty (80) hours. (e) Leave that has been donated to the Program and used shall not be returned to the donating employee, and the employee donating the leave shall not be compensated for the donated leave, including at the time of retirement or separation. In addition, the recipient employee shall not be compensated or receive any monetary value for any donated time received through this Program at the time of retirement or separation. (f) Sick Xxxx leave hours donated to the Program shall not be counted against the employee donating the leave for the purpose of “Bonus Days”. (g) In order to receive leave donated through the Program an employeemust: 1. Have completed his or her probationary period; and 2. Have no paid leave available for use including but not limited to sick leave, vacation leave, compensatory time and discretionary holiday time and 3. Not be receiving any other disability related benefit such as worker’s compensation; and 4. Be absent for a period of at least seven (7) consecutive work days for a serious illness of the employee or a member of their immediate family or be absent for a period of at least seven (7) consecutive work days for the birth of an employee’s own child; and 5. Employees shall not have an active disciplinary record in their personnel file for excessive use of sick time, abuse of sick time, unauthorized absence or a pattern of sick leave abuse. (h) Employees shall be eligible to receive a maximum of one thousand forty (1,040) hours of leave donated under the Program during the entirety of their employment with the City of Toledo. However, after an employee exhausts the one thousand forty (1,040) hours, an employee may submit a written request for an extension of the one thousand forty (1,040) hours to a Joint Labor- Management Committee. The Committee will include two (2) representatives from Management and two (2) representatives from the Union. Further, the Committee may agree to extend the one thousand forty (1,040) hours on a case-by-case basis. The final decision will be based on the consensus of the Committee. If consensus cannot be reached, the request is denied. (i) Employees using leave under the Program shall continue to accrue sick leave and vacation leave and be entitled to all other benefits under this agreement. When a recipient employee returns to work and has donated paid time remaining, any donated time shall be utilized prior to utilizing any other accrued paid time. Employees who use donated leave will have those hours counted as absences for the purpose of “Bonus Days,” unless otherwise prohibited by law. (j) The provisions of the Family and Medical Leave Act shall supersede the provisions of this section. (k) The Department of Human Resources shall enact, with the approval of the Mayor, an Administrative Policy and Procedure to implement the Program. The employee shall be paid bi-weekly every other Friday. Shift workers on the second or third shifts and/or an employee not scheduled to work on a Friday payday shall have the right to receive his check after 2:00 p.m. on Thursday. (a) In the event that an error has occurred which results in a substantial shortage in the employee's pay, and the amount owed is not in dispute, then a special check shall be prepared immediately so that an employee receives his full pay when due. (b) If any minor error is made in an employee's pay, it shall be corrected no later than the next paycheck. If not corrected on the next paycheck, then a voucher shall be issued immediately to correct the error, providing the employee sorequests. (c) In the event that payday falls on a holiday, the employees shall receive their paychecks on the day prior to the holiday. When the nine (9) major holidays fall on Thursday and payday would be on Friday of that week, then the employees shall receive their paychecks on Wednesday prior to the holiday. (d) In the event that an error has occurred which results in overpayment to an employee, the City will deduct said overpayment from thenext paycheck. (e) When an employee elects to receive his bonus payment and/or accumulated compensatory time in lieu of days off as provided in Section 2129.52 “Compensatory Time,” he shall receive such payment in a separate check on a quarterly basis. The Commissioner of Accounts will determine said dates of payment.