Shared Sick Leave Pool Sample Clauses

Shared Sick Leave Pool. The City will standardized the current sick leave transfer (“donation”) program across all City departments through the following actions: • Standardization of: o Forms o Processing templates o FAQs o Interdepartmental donation of sick leave • Anonymizing sick leave requests for potential recipients • Anonymizing sick leave donations from contributors The intent of the program is to create a mandatory and uniform system that will function across departments as the established protocol for all sick leave donation requests and donations. The City agrees to perform this standardization using a Labor-Management Committee (“LMC”) meeting, which will work in consultation with appropriate subject matter experts (“SMEs”), including but not limited to Seattle Human Resources, FAS Citywide Payroll and Business Systems, ITD HRIS and Race and Social Justice SMEs. The City further agrees to convene the LMC no later than 90 days from execution of this Agreement and to meet no less than monthly on the standardization process beginning in the month following the initial convening of the LMC.
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Shared Sick Leave Pool. The City will standardized the current sick leave transfer(“donation”) program across all City departments through the following actions:
Sample 1Sample 2See All (6)
Shared Sick Leave Pool. The city will standardize the City of Seattle’s current sick leave transfer (“donation”) program across all City departments through the following actions: • Standardization of o Forms o Processing templates o Interdepartmental donation of sick leave • Anonymizing sick leave requests for potential recipients • Anonymizing sick leave donations from contributors The intent of the program is to create a mandatory and uniform system that will function across departments as the established protocol for all sick leave donation requests and donations. The City agrees to perform this standardization using a Labor-Management Committee (“LMC”) meeting, which will work in consultation with appropriate subject matter experts (SMEs), including but not limited to, Seattle Human Resources, FAS Citywide Payroll and Business Systems, ITD HRIS and Race and Social justice SMEs. The City further agrees to convene the LMC no later than 90 days from the execution of this Agreement and to meet no less than monthly on the standardization process beginning in the month following the initial convening of the initial LMC. Employees receiving SPFML may use any of their accrued paid and/or granted leave (“Leave”) to supplement the SPFML benefit payment, up to 100% of their weekly salary paid by the City of Seattle. The use of such leave to augment the SPFML benefit shall be called “supplemental leave pay.” Use of Leave by an employee to supplement SPFML is strictly voluntary. The City cannot require an employee to use accrued leave to supplement SPFML benefits.
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Shared Sick Leave Pool a) Effective September 1, 2015, the prior Sick Leave Bank shall be modified as follows: (1) No new days will be contributed. (2) Only those days in the prior Sick Leave Bank that were donated from unused annual leave will transition to the new Shared Sick Leave Pool. (3) Until August 31, 2021, or until the hours currently in the Shared Sick Leave pool are exhausted – whichever shall occur first – the following provisions shall apply: (a) The pool shall be established for Association employees’ use only. (b) The pool must be accessed in writing.
Sample 1
Shared Sick Leave Pool. The City will standardized the current sick leave transfer(“donation”) program across all City departments through the following actions: 1. Standardization of: a. Forms b. Processing templates c. FAQs d. Interdepartmental donation of sick leave 2. Anonymizing sick leave requests for potential recipients 3. Anonymizing sick leave donations from contributors The intent of the program is to create a mandatory and uniform system that will function across departments as the established protocol for all sick leave donation requests and donations. The City agrees to perform this standardization using a Labor-Management Committee (“LMC”) meeting, which will work in consultation with appropriate subject matter experts (“SMEs”), including but not limited to Seattle Human Resources, FAS Citywide Payroll and Business Systems, ITD HRIS and Race and Social Justice SMEs. The City further agrees to convene the LMC no later than 90 days from execution of this Agreement and to meet no less than monthly on the standardization process beginning in the month following the initial convening of the LMC. 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 will 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.
Sample 1

Related to Shared Sick Leave Pool

  • Sick Leave Pool The purpose of the emergency sick leave pool is to furnish additional sick days for certified staff under the negotiated agreement. This leave can only be used during the school year after the teacher has exhausted all regular accumulated sick leave and discretionary leave. Leave will be granted for catastrophic illness or injury of the employee only, on a first-come, first-ask basis. The emergency sick leave pool will be funded by the days certified staff has over the 80-day maximum sick leave this is given to each employee on July 1 of each year. All days over the 80-day accumulated sick leave the employees receive will be put into an emergency sick leave pool with an accumulation not to exceed 80 days for the pool. The maximum number of emergency sick leave pool days that may be accumulated during the school year is 20 days. A written application along with a physician’s statement documenting the nature of the catastrophic illness or injury must be sent to the building principal. The Emergency Sick Leave Pool Committee will meet within 10 calendar days after receiving the application to consider the request. The application may be sent to the building principal before the employee’s regular sick leave ends. The Emergency Sick Leave Pool Committee will consist of six members. One member from each of the four schools (“Primary, Intermediate, Middle, and High School”) the Superintendent and the building principal from the building of the applicant. All members will meet to determine ach request; however, the committee member representing the same building as the applicant will not vote. The building principal and superintendent will vote in all cases. The committee members will serve for a period of two years. The Primary and Middle School members will be elected on even calendar years and the Intermediate and the High School members will be elected on odd calendar years. If a member of the committee leaves the employment of the USD 210 before the end of his/her term, the committee will appoint a new committee member form the affected building. The committee members will be in place by September 1 of each year. The emergency sick leave bank may not be used to cover employees who are receiving pay, salary protection payments, and disability insurance payments or are eligible to receive compensation from workers’ compensation or KPERS disability.

  • Paid Sick Leave For those jurisdictions that have passed or will pass legislation requiring Paid Sick Leave, Paid Sick Time will be billed back to Client at the straight-time bill rate for all hours taken by any Consultant assigned to Client. This section is not applicable until the effective date of such legislation has been reached.

  • Extended Sick Leave When sick leave extends for more than 25 consecutive working days, the appointing authority shall initiate the following procedure:

  • Sick Leave Payout No cash payment for unused sick leave will be paid to any employee leaving the service of the Employer.

  • Sick Leave Cash Out Eligible employees may elect to receive monetary compensation for accrued sick leave as follows: In January of each year an employee whose sick leave balance at the end of the previous year exceeds four hundred eighty (480) hours may elect to convert the sick leave hours earned in the previous calendar year, minus those hours used during the year, to monetary compensation. No sick leave hours may be converted which would reduce the calendar year end balance below four hundred eighty (480) hours. Monetary compensation shall be paid at the rate of twenty-five percent and shall be based on the employee’s current salary. All converted hours will be deducted from the sick leave balance. Employees who separate from University service due to retirement or death shall be compensated for the unused sick leave accumulation from the date of most recent hire in a leave eligible position with the State of Washington at the rate of 25%. Compensation shall be based upon the employee’s wage at the time of separation. For the purpose of this section, retirement shall not include vested out of service employees who leave funds on deposit with the retirement system. Former eligible employees who are re-employed within three (3) years of their separation from service shall be granted all unused sick leave credits, if any, to which they are entitled at time of separation.

  • Sick Leave Separation Cash Out At the time of retirement from state service or at death, an eligible employee or the employee’s estate will receive cash for their compensable sick leave balance on a one (1) hour for four (4) hours basis. For the purposes of this Section, retirement will not include “vested out of service” employees who leave funds on deposit with the retirement system.

  • Family Sick Leave An employee may use sick leave credits for family illness or injury only if the employee must provide direct care to an immediate family member. For purposes of family sick leave, “immediate family member” will mean the employee’s parent, spouse, or child, including step-child and xxxxxx child.

  • Sick Leave Use An employee shall be granted sick leave with pay to the extent of the employee's accumulation for absences necessitated by the following conditions:

  • Sick Leave Usage 1. Sick leave may be used by an employee when sick, injured, or quarantined. Also sick leave may be used on the occasion of an illness in the employee's family, where a need can be shown. 2. In computing compensation payable for sick leave, the compensation paid shall be the amount the employee would earn during the sick leave period if working at their current rate of pay and work schedule without the inclusion of overtime earnings.

  • Sick Leave Buy Back To encourage and reward employees who maintain good job attendance, the parties agree to the following incentive award: Employees who utilize two (2) sick leave days or less each assigned school calendar year and year-round employees who utilize three (3) sick leave days or less during each assigned school calendar year - upon request – shall receive payment for up to eight (8) days of sick leave, provided the employee worked the full assigned calendar year.* The following procedures apply to the payment of sick leave under this section. 1. An employee must have a minimum of twenty-five (25) days of accumulated sick leave remaining after the payment for unused sick leave under this section. 2. The payment of this incentive shall be paid to eligible employees no later than October 31st of the school year following the school year in which the employee qualified for the incentive pay. 3. For purposes of this section, sick leave shall be defined pursuant to all sections of F.S.1012.61. 4. Days for which such award payment is received shall be deducted from the accumulated leave balance. 5. Payment shall be equal to the number of eligible days times the affected employees daily rate of base pay times eighty percent (80%).

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