Requesting Sick Leave Bank Hours Sample Clauses

Requesting Sick Leave Bank Hours. An Employee who is about to exhaust all of their own accrued leave may request, in writing, that a specified number of hours be transferred from the Sick Leave Bank to the Employee’s own account. An Employee may not receive leave from the "bank" until all of the Employee’s sick, annual, and compensatory hours have been exhausted. An Employee who receives leave from this "bank" is entitled to pay at the Employee’s own rate of pay. The request should be made in writing to the Human Resources Manager, and include, at a minimum, the Employee's name and a description of the need and the expected duration. Upon receipt of a request for leave, the Human Resources Manager shall notify the Union. A Committee made up of three (3) appointees of the Union whenever possible from different departments or divisions within the City and the Human Resources Manager shall meet to review the request. The Committee may approve or deny transfer of a specified number of hours from the "bank" to the account of any Employee whom the Committee determines is eligible to receive such leave. The decision of the Committee concerning the approval of leave usage is final and is not subject to the grievance procedure. The Committee may review the status of any leave granted to an Employee and determine whether or not there is a continuing need for the granted leave. The Committee shall not grant any hours of leave from the "bank" after:
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Requesting Sick Leave Bank Hours. An Employee who is about to exhaust all of their own accrued leave may request, in writing, that a specified number of hours be transferred from the Sick Leave Bank to the Employee’s own account. An Employee may not receive leave from the "bank" until all of the Employee’s sick, annual, and compensatory hours have been exhausted. An Employee who receives leave from this "bank" is entitled to pay at the Employee’s own rate of pay. The request should be made in writing to the Human Resources Manager, and include, at a minimum, the Employee's name and a description of the need and the expected duration. Upon receipt of a request for leave, the Human Resources Manager shall notify the Union. A Committee made up of two (2) appointees of the Union and the Human Resources Manager shall meet to review the request. The Committee may approve or deny transfer of a specified number of hours from the "bank" to the account of any Employee whom the Committee determines is eligible to receive such leave. The decision of the Committee concerning the approval of leave usage is final and is not subject to the grievance procedure. The Committee may review the status of any leave granted to an Employee and determine whether or not there is a continuing need for the granted leave. The Committee shall not grant any hours of leave from the "bank" after:
Sample 1

Related to Requesting Sick Leave Bank Hours

  • Paid Sick Leave Employees shall earn and be granted paid sick leave according to the following provisions:

  • Unused Sick Leave The accrual of unused sick leave hours is unlimited. The City and the Union commit to the evaluation and establishment of a mutually beneficial non-use of sick leave incentive and pay-out policy. Until such time that a policy is established, accumulated sick leave shall be compensated as follows: Upon retirement from the City service, an employee shall be paid sixty percent (60%) of his accumulated sick leave, with the rate of payment based upon his regular pay at the time he retires. Upon the death of an employee, his beneficiary shall be paid sixty percent (60%) of his accumulated unused sick leave, with the payment based upon his regular pay at the date of his death.

  • Paid Holidays – Long Weekends (a) When an employee is scheduled to work a weekend where a paid holiday falls on the Monday or the Friday, the Employer shall endeavour to also schedule the employee to work the paid holiday.

  • Sick Leave Verification The Employer will not require verification for absences of less than 3 consecutive work days. Such verification or proof may be given to the supervisor/manager or Human Resources according to departmental policy. The Employer will not make unreasonable requests for sick leave verification.

  • Sick Leave While on Vacation An employee who while on vacation is incapacitated for one (1) or more days due to personal illness or injury may charge such days to accrued sick leave. In such event, the employee promptly shall notify his department, and upon return to duty shall substantiate the need for, and use of, sick leave.

  • Accrued Sick Leave The Board shall provide all employees with a cumulative record 23 of accrued sick leave hours on each pay statement.

  • Sick Leave Abuse ‌ When the Employer suspects sick leave abuse, the employee will be provided the opportunity to explain the circumstances surrounding their sick leave use prior to disciplining the employee, or making reference to sick leave use in the employee’s performance evaluation. The Employer may not adopt or enforce any policy that counts the use of paid sick leave time as an absence that may lead to or result in disciplinary action for an authorized purpose. The Employer may not discriminate or retaliate against an employee for the use of paid sick leave for an authorized purpose.

  • Unpaid Sick Leave The City Manager shall, upon the advice and recommendation of the City physician, grant unpaid sick leave for up to one (1) year upon application of any employee whose paid sick leave is exhausted. Any extension of such leave shall be subject to the Civil Service Board rules.

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