Xxxx Leave Sell Back Sample Clauses

Xxxx Leave Sell Back. After sixty (60) days/480 hours have been accrued, an employee may exercise the option to receive remuneration for unused illness or injury leave accumulated in the previous year, at the rate equal to one (1) day for each four (4) full days accrued in excess of sixty (60) days. Days for which remuneration has been received shall be deducted from the accrued leave at the rate of four (4) days for ever one (1) day’s monetary compensation. 1. At the time of separation from District employment due to retirement or death, remuneration shall be granted at a rate equal to one (1) day’s current compensation for each four (4) days of accrued illness and injury leave.
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Xxxx Leave Sell Back. All employees with eighty (80) unused sick days, or more, may elect to sell back to the District up to five (5) days of unused sick leave once annually. The amount will be calculated at fifty percent (50%) of the cooks’ regular pay per day. The cook will receive the money as a cash payout.
Xxxx Leave Sell Back. Full-time custodians with ninety (90) unused sick days or more, may elect to sell back to the District, up to five (5) days of unused sick leave once annually. The amount will be calculated at fifty percent (50%) of the custodian’s regular pay per day and deposited in the custodian’s 403(b) account. Effective June 1, 2022, the Sick Leave Sell Back benefit will be limited to only those full-time custodians who have accumulated at least ninety days of unused sick leave days as of June 1, 2022.
Xxxx Leave Sell Back. This section shall be consistent with RCW 28A.58 or its replacement. RCW 28A.58 provides: 1. Twelve (12) days may be accumulated per year on a prorated basis to a maximum of one hundred eighty (180) days. 2. After sixty (60) days have been accrued, an employee may exercise the option to receive remuneration for unused illness or injury leave accumulated in the previous year, at the rate equal to one day for each four (4) full days accrued in excess of sixty (60) days. 3. Days for which remuneration has been received shall be deducted from the accrued leave at the rate of four (4) days for every one day’s monetary compensation. 4. At the time of separation from District employment due to retirement or death, remuneration shall be granted at a rate equal to one (1) day’s current compensation for each four (4) days of accrued illness and injury leave. The maximum number of days which can be remunerated is twenty-five (25) percent of one hundred eighty (180) days, forty-five (45) days. 5. It is agreed that the provision enumerated above shall be in effect upon the effective date of this law, and shall continue in force through the duration of this Agreement unless RCW 28A.58 is changed, or the law is found to be illegal or unconstitutional.
Xxxx Leave Sell Back. The opportunity to sell-back sick leave shall occur twice per year, once in January, and once in July. The amount sold back will be deposited into the employee’s HRA XXXX account. Employees will not receive direct payment for sick leave sell-back. To be eligible for sick leave sell-back, the following accrual levels of unused sick leave must be reached: • A fifty-six (56) hour employee must have a minimum of six-hundred and seventy-two (672) hours of sick leave. • A forty-eight (48) hour employee must have a minimum of five-hundred and four (504) hours of sick leave. • A forty-five (45) hour employee must have a minimum of four-hundred and twenty (420) hours of sick leave. To be eligible for sick leave sell-back, an employee cannot have taken more than the following number of hours off on sick leave during the six pay-periods from December 26th through June 25th, or June 26th through December 25th: • A fifty-six (56) or forty-eight (48) hour employee must have taken off less than or equal to forty-eight (48) hours of sick leave in the preceding six (6) pay periods. • A forty-five (45) hour employee must have taken off less than or equal to eighteen (18) hours of sick leave in the preceding six (6) pay periods. Employees wishing to sell-back sick leave and who meet the eligibility criteria may sell-back up to one week of sick time in each of the six-month periods (56 hour employees who are eligible may sell back up to 28 hours twice per year, 48 hour employees may sell back 24 hours, and 45 hour employees may sell-back 22.5 hours). Employees wishing to sell-back sick leave must submit their request in writing to the Fire Chief by July 20th for the pay period from December 26th through June 25th, and by January 20th for the period from June 26th through December 25th. Sick leave used during workers compensation will not be calculated as sick time used for purposes of sell-back.

Related to Xxxx Leave Sell Back

  • Xxxx Leave For laid off employees, sick leave accruals shall remain on the books and be reinstated if such employees are reappointed. Whenever a person becomes ineligible for reemployment, and such person has not been re-employed, then, if at the point of layoff such person was eligible to receive a sick leave accrual payoff, such person shall be paid for existing sick leave accruals in accordance with Section 1408 of this Agreement.

  • Personnel Selection Leave 35.6.1 Where an employee participates in a personnel selection process for a position in the Public Service, as defined in the Financial Administration Act, the Council shall grant leave of absence with pay for the period during which the employee's presence is required for purposes of the selection process, and for such further period as the Council considers reasonable for the employee to travel to and from the place where his presence is so required.

  • Vacation Sell Back Unit members may sell-back to the City up to twenty (20) days of accrued vacation each calendar year:

  • Child Rearing Leave Subd. 1 Child rearing leave of absences shall be available to teachers for a period of time, not to exceed twelve (12) calendar months, for the purpose of caring for a newborn infant or pre-school adopted child for which the applicant has the legal responsibility for the care and/or support of said child. Such leave may be taken subsequent to birth of the teacher's child, or in the case of adoption, when the child is physically turned over to the teacher-parent. a. At least two (2) calendar months prior to the estimated delivery date of the child, the employee shall be required to notify the Employer in writing whether or not the employee intends to take child rearing leave. This election may be changed at any time before the teacher is no longer disabled from working due to childbirth or pregnancy related disability or before the fifteenth (15th) day after the birth of the child, whichever is sooner. b. Upon filing an application for adoption of a pre-school child, the employee shall be required to notify the Employer, in writing, of the teacher's intention to take a child rearing leave. Such notice to include the estimated date when such leave shall become effective. Subd. 3 In connection with the election to take child rearing leave, the teacher shall submit a request for such leave in writing. Such request shall include an estimated commencement date and return date. The estimated commencement date shall be the physician's projected date the teacher will no longer be disabled from teaching due to childbirth or pregnancy related disability, or in the case of an adoption, the agency's estimated date when the child will be turned over to the parent. Subd. 4 In making the final determination under Subd. 3 concerning the duration of a child rearing leave of absence, the Employer shall not be required to grant a leave of absence in excess of two (2) semesters. The actual commencement date of child rearing leave shall be the date on which the teacher is no longer disabled due to childbirth and pregnancy related disability as determined by the physician; or, in the case of an adoption, the date when the child is physically turned over to the teacher-parent. The return date shall be twelve (12) calendar months following the actual commencement of the leave except as may be provided in Subd. 7.

  • Annual Leave Loading During a period of annual leave an employee will receive a loading of 17.5 per cent calculated on the employee’s normal hourly rate of pay and the daily fares allowance if applicable. The loading will also apply to proportionate leave on lawful termination.

  • Purchased Leave Notwithstanding any other provision of this Agreement, an employee may, with the agreement of the employer, work between 44 weeks and 51 weeks per year. Access to this entitlement may only be granted on application from an employee and cannot be required as a precondition for employment. Where the employer and employee agree to a reduction in the number of working weeks the employee will receive additional annual leave as follows: 44/52 weeks Additional 8 weeks' leave 12 weeks in total 45/52 weeks Additional 7 weeks' leave 11 weeks in total 46/52 weeks Additional 6 weeks' leave 10 weeks in total 47/52 weeks Additional 5 weeks' leave 9 weeks in total 48/52 weeks Additional 4 weeks' leave 8 weeks in total 49/52 weeks Additional 3 weeks' leave 7 weeks in total 50/52 weeks Additional 2 weeks' leave 6 weeks in total 51/52 weeks Additional 1 weeks' leave 5 weeks in total The employee will receive a salary equal to the period worked (i.e. 46 weeks, 49 weeks) which will be spread over a 52 weeks period and accrual of sick leave and long service leave by the employee shall remain unchanged. As an alternative to entering into this arrangement, the employee may request that one or more weeks of their recreation leave entitlement each be converted to two weeks leave on half pay. The employer will endeavour to accommodate employee requests for arrangements under this clause, and where such requests are granted will make proper arrangements to ensure that the workloads of other employees are not unduly affected and that excessive overtime is not required to be performed by other employees as a result of these arrangements. An employee may revert to ordinary 52 week employment by giving the employer no less than four weeks written notice. Where an employee reverts to 52-week employment in this way, appropriate pro rata salary adjustments will be made.

  • Contribution Deadline The deadline for making an IRA contribution is your tax return due date (not including extensions). You may designate a contribution as a contribution for the preceding taxable year in a manner acceptable to us. For example, if you are a calendar year taxpayer, and you make your IRA contribution on or before April 15, your contribution is considered to have been made for the previous tax year if you designate it as such. If you are a member of the Armed Forces serving in a combat zone, hazardous duty area, or contingency operation, you may have an extended contribution deadline of 180 days after the last day served in the area. In addition, your contribution deadline for a particular tax year is also extended by the number of days that remained to file that year’s tax return as of the date you entered the combat zone. This additional extension to make your IRA contribution cannot exceed the number of days between January 1 and your tax filing deadline, not including extensions.

  • Blood Donor Leave Employees may be granted reasonable paid time off for the purpose of donating blood when participating in a City-authorized and/or sponsored blood donation drive or special need. No employee shall be eligible for overtime as a result of donating blood. All such absences shall be scheduled with the employee’s supervisor.

  • MATERNITY-RELATED REASSIGNMENT OR LEAVE a. An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses a risk to her health or that of the foetus or child. b. An employee’s request under sub-clause (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. An employee who has made a request under sub-clause (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. modifies her job functions or reassigns her, or ii. informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. Where the Council concludes that a modification of job functions or a reassignment that would avoid the activities or conditions indicated in the medical certificate is not reasonably practicable, the Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two (52) weeks after the birth. f. An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

  • FMLA Leave The Board agrees to comply with the Family and Medical Leave Act and agrees that any policy adopted to implement the FMLA shall in no way reduce or adversely impact any other provision of this Agreement.

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