Leave Tracking Clause Samples

The Leave Tracking clause establishes the procedures and requirements for monitoring and recording employee leave, such as vacation, sick days, or other absences. Typically, it outlines the methods employees must use to request leave, the documentation required, and how leave balances are updated and communicated. This clause ensures accurate record-keeping and transparency, helping both employers and employees manage time off efficiently and avoid disputes over leave entitlements.
Leave Tracking. All leave described in Article 12 shall be converted to hours and tracked in hourly increments, rounded to the nearest quarter hour. For purposes of converting leave days to hours only, one day shall be defined as seven and a half (7.5) hours.
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Leave Tracking. All leave days described in Article 9 shall be converted to hours and tracked in hourly increments, rounded to the nearest quarter hour. For purposes of converting leave days to hours for leave accrual purposes, one day shall be as defined in the employee’s contract or employment offer for the corresponding contract year. If the offer letter does not reflect the employee’s regular schedule for the prior contract year in which it applies, the offer letter can be updated upon supervisor request if made prior to the end of the prior contract year. The only time an employee’s hours/day will be changed after the start of the contract year for purposes of conversion to paid leave shall be as follows. In these events, the district shall notify the employee of the change in average hours/day for leave entitlement calculation purposes: A. The employee changes positions during the contract year and the new position has greater or fewer hours; or, B. The employee experiences a change in status during the contract year (e.g., goes from full-time to part-time or part-time, part-time to full-time, from school-year to 12-month or from 12-month the school-year) When an employee takes leave, the number of leave hours deducted from their accrued leave shall equate to the number of leaves hours the employee is being paid for.
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Leave Tracking. All leave days described in Article 9 shall be converted to hours and tracked in hourly increments, rounded to the nearest quarter hour. For purposes of converting leave days to hours, one day shall be as defined in the employee’s contract or employment offer for the corresponding contract year. In order to ensure consistency and stability of leave availability and use throughout the school year, fluctuations in schedule based on assigned student needs/schedule, student transportation schedule, voluntary additional duties (before or after school), periodic after school meetings and the like will not be factored in when converting days to hours except as outlined below. The only time an employee’s hours/day will be changed after the start of the contract year for purposes of conversion to paid leave shall be as follows. In these events, the district shall notify the employee of the change in average hours/day for leave entitlement calculation purposes: A. The employee changes positions during the contract year and the new position has greater or fewer hours; or, B. The employee experiences a change in status during the contract year (e.g., goes from full-time to part-time or part-time, part-time to full-time, from school-year to 12-month or from 12-month the school-year) C. Within the first 30-days of the school-year, a school-year employee’s hours/day will be adjusted to reflect their present year work schedule. Leave accruals and entitlements for the current year (as outlined in Article 9) shall be based on these revised hours. When an employee takes leave, the number of leave hours deducted from their accrued leave shall equate to the number of leaves hours the employee is being paid for.
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Related to Leave Tracking

  • Sick Leave Transfer An employee may transfer their earned sick leave to a spouse, sister, brother, parent, child or any designated person employed by the District under the provisions of. Board Policy 3430.03—Sick Leave (c) (3) (4) and related procedures.

  • 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.

  • 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 Employer 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 Employer 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 Employer 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. 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, or coerced into donating leave for purposes of this program.

  • Leave Loading The employer and the individual employee must have genuinely made the agreement without coercion or duress.

  • Durable Medical Equipment (DME), Medical Supplies Prosthetic Devices, Enteral Formula or Food, and Hair Prosthesis (Wigs) • Items typically found in the home that do not need a prescription and are easily obtainable such as, but not limited to: o adhesive bandages; o elastic bandages; o gauze pads; and o alcohol swabs. • DME and medical supplies prescribed primarily for the convenience of the member or the member’s family, including but not limited to, duplicate DME or medical supplies for use in multiple locations or any DME or medical supplies used primarily to assist a caregiver. • Non-wearable automatic external defibrillators. • Replacement of durable medical equipment and prosthetic devices prescribed because of a desire for new equipment or new technology. • Equipment that does not meet the basic functional need of the average person. • DME that does not directly improve the function of the member. • Medical supplies provided during an office visit. • Pillows or batteries, except when used for the operation of a covered prosthetic device, or items for which the sole function is to improve the quality of life or mental wellbeing. • Repair or replacement of DME when the equipment is under warranty, covered by the manufacturer, or during the rental period. • Infant formula, nutritional supplements and food, or food products, whether or not prescribed, unless required by R.I. Law §27-20-56 for Enteral Nutrition Products, or delivered through a feeding tube as the sole source of nutrition. • Corrective or orthopedic shoes and orthotic devices used in connection with footwear, unless for the treatment of diabetes. • Treatments, procedures, facilities, equipment, drugs, devices, supplies, or services that are experimental or investigational except as described in Section 3. • Reversal of gender reassignment surgery.