Voluntary Leave Transfer Program. (VLTP)
1. The VLTP allows bargaining unit employees to donate leave in one-hour increments to approved leave recipients who are absent or will be absent from duty for at least twenty-four
Voluntary Leave Transfer Program. 1. The Agency shall maintain procedures to allow for the accrued annual leave of one or more employees to be transferred for use by another employee within the Agency who needs such leave due to a serious medical condition. Leave donated must be accrued and available at the time of donation. Employees may not donate leave to an immediate supervisor. Interagency leave transfer (i.e., between two employees working for different federal agencies) is permitted if both the recipient and donor are family members.
2. A serious medical condition as used herein pertains to either an employee or the care of a family member that will require an employee’s absence from duty for a prolonged period of time resulting in serious financial harm to the employee due to the unavailability of paid leave. To support a claim of serious financial harm the employee must be able to demonstrate that they are forecast or will be absent for a minimum of eighty (80) or more hours in a non-paid status, either consecutive or aggregate, during the ninety (90) day period immediately following the effective date of their request to become a leave donor, even if they have personal leave available for use.
3. The maximum amount of annual leave that may be donated during the leave year shall be the lesser of:
a. One-half of the amount of annual leave the donor would be entitled to accrue during the leave year in which the donation is made; or,
b. The number of hours remaining in the leave year (as of the date of the transfer) for which the leave donor is scheduled to work and receive pay. Note: These limitations may be waived according to the Agency’s established written criteria. The waivers shall be documented in writing.
4. Donated leave may only be used by the intended recipient and may not be used for any purpose other than prolonged absences caused by a verified serious medical condition.
5. Upon termination of the serious medical condition, the unused donated leave shall be transferred pro rata back to each donor who may then elect to:
a. Credit the unused donated annual leave to their annual leave account in either the current leave year or as of the first day of the first leave year beginning after the date of election; or,
b. Donating unused donated leave in whole or part to another leave recipient.
Voluntary Leave Transfer Program. The Agency will continue to administer a voluntary leave transfer program in accordance with appropriate rules, regulations, and agency policy. Under this program, employees may donate annual leave to an approved recipient who is affected by a current or recent medical emergency.
Voluntary Leave Transfer Program. Employees may qualify for leave under the Voluntary Leave Transfer Program (VLTP) in accordance with government-wide regulations and Agency policy.
Section 1. On-Call Response
Voluntary Leave Transfer Program. A. The Agency will continue to use the Leave Transfer Program as designated in the current Agency Directives and Policies and as authorized by 5 CFR 630 Subpart X.
X. Employees are entitled to donate and receive leave for medical emergencies. By reference, the definitions, eligibility criteria and administrative provisions pertaining to a Voluntary Leave Transfer Program contained in 5 CFR 630 Subpart J are incorporated into this Agreement.
Voluntary Leave Transfer Program. The Parties fully support the appropriate use of the Air Force Voluntary Leave Transfer Program. Agency requirements will be followed for the request, approval, solicitation and use of transferred leave. The specific reason for the Employees participation will be published only with the Employees permission.
Voluntary Leave Transfer Program. 1. No later than thirty (30) days after approval of this Agreement by DCPAS, the Agency shall establish procedures to allow for the accrued annual leave of one or more employees to be transferred for use by another employee within the Agency who needs such leave due to a serious medical condition. Leave donated must be accrued and available at the time of donation. Employees may not donate leave to an immediate supervisor. Interagency leave transfer (i.e., between two employees working for different Federal agencies) is permitted if both the recipient and donor are family members.
2. A serious medical condition as used herein pertains to either an employee or the care of a family member that will require an employee’s absence from duty for a prolonged period of time resulting in a substantial loss of income to the employee due to the unavailability of paid leave.
3. The maximum amount of annual leave that may be donated during the leave year shall be the lesser of:
a. One-half of the amount of annual leave the donor would be entitled to accrue during the leave year in which the donation is made; or,
b. The number of hours remaining in the leave year (as of the date of the transfer) for which the leave donor is scheduled to work and receive pay. Note: These limitations may be waived according to the Agency's established written criteria. The waivers shall be documented in writing.
4. Donated leave may only be used by the intended recipient and may not be used for any purpose other than prolonged absences caused by a verified serious medical condition.
5. Upon termination of the serious medical condition, the unused donated leave shall be transferred pro rata back to each donor who may then elect to:
a. Credit the unused donated annual leave to their annual leave account in either the current leave year or as of the first day of the first leave year beginning after the date of election; or
b. Donating unused donated leave in whole or part to another leave recipient.
Voluntary Leave Transfer Program. The Employer agrees to continue its Voluntary Leave Transfer Program in accordance with law, rule, and regulation.
Voluntary Leave Transfer Program. 1. The Agency shall establish procedures to allow for the accrued annual leave of one or more employees to be transferred for use by another employee within the Agency who needs such leave due to a serious medical condition. Leave donated must be accrued and available at the time of donation. Employees may not donate leave to an immediate supervisor. Interagency leave transfer (i.e., between two employees working for different Federal agencies) is permitted if both the recipient and donor are family members.
2. A serious medical condition as used herein pertains to either an employee or the care of a family member that will require an employee’s absence from duty for a prolonged period of time resulting in a substantial loss of income to the employee due to the unavailability of paid leave.
3. The maximum amount of annual leave that may be donated during the leave year shall be the lesser of:
a. One-half of the amount of annual leave the donor would be entitled to accrue during the leave year in which the donation is made; or,
b. The number of hours remaining in the leave year (as of the date of the transfer) for which the leave donor is scheduled to work and receive pay. Note: These limitations may be waived according to the Agency's established written criteria. The waivers shall be documented in writing.
4. Donated leave may only be used by the intended recipient and may not be used for any purpose other than prolonged absences caused by a verified serious medical condition.
5. Upon termination of the serious medical condition, the unused donated leave shall be transferred pro rata back to each donor who may then elect to:
a. Credit the unused donated annual leave to their annual leave account in either the current leave year or as of the first day of the first leave year beginning after the date of election; or
b. Donating unused donated leave in whole or part to another leave recipient.
Voluntary Leave Transfer Program. A. RNs are entitled to donate and receive leave for medical needs consistent with VA and government-wide regulations.
B. The Leave Transfer Program allows a RN to transfer annual leave to an approved leave recipient (excluding the RN’s supervisor) up to one- half of the amount of annual leave the RN will accrue during the leave year.
C. The minimum amount of annual leave that may be transferred to and from a Title 5 or Title 38 RN who is charged leave in hours is four. The Department will assist RNs in preparing, the application for leave donation and the solicitation memorandum. The solicitation memorandum identifies the recipient of the donated leave. The Department will advise RNs of how and where to receive such assistance.
D. The application for the Voluntary Leave Transfer Program will be processed and approved or disapproved promptly. Upon request, the RN will be provided the name of the Department official to whom they should submit their request.
E. When a RN receives donated leave, it may be used only for the medical need for which it was donated.
F. NNU may work with the Department to determine whether donated annual leave is needed by its RNs in disaster situations and can quickly facilitate the transfer of donated annual leave among administrations.
G. Forms for donating and receiving annual leave under the inter/intra- agency Emergency Leave Transfer Program can be accessed on OPM’s web site at xxxx://xxx.xxx.xxx/oca/leave/html/ELTP.asp ARTICLE 12: DETAILS, FLOATS AND TEMPORARY ASSIGNMENTS
A. The Department and NNU recognize the importance of properly orienting RNs to their functions and work environment, and to protect the health, safety, and welfare of RNs to practice within that RN’s scope of practice. The Department and NNU recognize quality patient care is the guiding principle in assigning RN staff. To that end, the Department may temporarily assign, detail or float an RN to ensure adequate coverage. VA Directives, Handbooks, and this Contract will govern the details, floats and temporary assignments of RNs.
B. Decisions by management to place RNs on a temporary assignment, detail or float will be based on qualifications and competencies of the RN. Upon request, the Department will explain to NNU the reasons for making the decision.
C. Temporary assignments, details and floats shall not be used as harassment or reprisal.
D. Even though management has the right to make work assignments, the Department will explore supplemental staffing ...
