Common use of Requesting Sick Leave Bank Hours Clause in Contracts

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: a. The need ceases to exist; or b. The Employee who is receiving the leave resigns or the Employee’s employment with the appointing authority is terminated. Any leave that the Employee received from the "bank" which was not used or upon resignation or termination of the Employee must be returned to the "bank."

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 two (32) 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: a. The need ceases to exist; or b. The Employee who is receiving the leave resigns or the Employee’s employment with the appointing authority is terminated. Any leave that the Employee received from the "bank" which was not used or upon resignation or termination of the Employee must be returned to the "bank."

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 three (323) 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: a. The need ceases to exist; or b. The Employee who is receiving the leave resigns or the Employee’s employment with the appointing authority is terminated. Any leave that the Employee received from the "bank" which was not used or upon resignation or termination of the Employee must be returned to the "bank."