Hardship Leave. These provisions shall apply for the purpose of allowing employees to donate accrued vacation leaves and compensatory time for use by eligible recipients as sick leave. Agencies will allow employees to make donations of accumulated compensatory time or vacation leave, not to exceed the hours necessary to cover for the qualifying absence as provided in paragraph (d), to a coworker in that Agency or different Agency. To donate to a specific employee in a different Agency, the employee (donor) must submit a written request to their appointing authority/designee. The appointing authority or designee from both the donor’s and recipient’s agencies may authorize the transfer of donated leave between agencies, subject to restrictions on the use of dedicated funding sources and/or other legitimate business reasons. Authorization for transfer of donated leave shall not be unreasonably denied. For purposes of this Agreement, hardship leave donations will be administered under the following stipulations and the terms of this Agreement shall be strictly enforced with no exceptions.
(a) The recipient and donor must be regular employees.
(b) The Employer shall not assume any tax liabilities that would otherwise accrue to the employee.
(c) Use of donated leave shall be consistent with those provisions found under Article 56, Section 2.
(d) Applications for hardship leave shall be in writing and sent to the Agency’s Personnel Section and accompanied by the treating physician/practitioner’s written statement certifying that the illness or injury will continue for at least fifteen (15) days following donee’s projected exhausting of the accumulated leave and the total leave is at least thirty (30) consecutive calendar days of absence in combination of paid and unpaid leave. Donated leave may be used intermittently for the same event after the employee has satisfied the eligibility requirements to receive donated leave.
(e) Donations shall be credited at the recipient’s current regular hourly rate of pay.
(f) Accumulated leave includes but is not limited to sick, vacation, personal, and compensatory leave accruals.
(g) Employees otherwise eligible for or receiving workers’ compensation will not be considered eligible to receive donations under this agreement.
Hardship Leave. Section 1. As used in this Article:
Hardship Leave. Applicants for hardship leave shall apply in writing to the Human Resources Office, accompanied by the treating physician's written FMLA statement certifying that the prolonged serious health condition of the employee, or a prolonged serious health condition in the employee's immediate family, will continue after the employee is projected to exhaust all accumulated paid leave. Hardship leave is not intended to cover intermittent FMLA leave nor a period of time that precedes the date of the hardship leave request. Upon determination that the written request satisfies the hardship leave requirements, the County shall approve no more than two (2) separate and distinct leaves, totaling at least one full calendar week in length each, and not more than 480 hours total during the term of this agreement. That amount shall be pro-rated for part-time employees. Approval shall be subject to availability of donations from County employees to cover all hardship leave costs. The Human Resources Office, shall initiate and collect donation(s) on a form the County provides that includes the forecasted length of time for the hardship leave and a donation closing date. The donation closing date will be three (3) weeks after the date of request. Hardship leave applicants are not to solicit employees for donations and employee may ask the donations be kept confidential. Employees may donate accumulated paid leave to an employee who qualifies for hardship leave. The donated paid leave shall be donated in increments of eight (8) hours, and such donated leave will be credited on an hour for hour basis to the paid leave account of the employee to whom it is donated as needed. Employees who receive such donated leave shall only be credited with such amounts as required to continue compensation during the period of hardship leave. Excess contributions of paid leave shall be returned to the employees who donated paid leave in the proportion of the contribution by the donating employees and the use by the hard-shipped employee.
Hardship Leave. These provisions shall apply for the purpose of allowing employees to donate accrued vacation leaves and compensatory time for use by eligible recipients as sick leave. Agencies will allow employees to make donations of accumulated compensatory time or vacation leave, not to exceed the hours necessary to cover for the qualifying absence as provided in paragraph (d), to a coworker in that Agency or different Agency. To donate to a specific employee in a different Agency, the employee (donor) must submit a written request to his/her appointing authority/designee. The appointing authority or designee from both the donor’s and recipient’s agencies may authorize the transfer of donated leave between agencies, subject to restrictions on the use of dedicated funding sources and/or other legitimate business reasons. Authorization for transfer of donated leave shall not be unreasonably denied. For purposes of this Agreement, hardship leave donations will be administered under the following stipulations and the terms of this Agreement shall be strictly enforced with no exceptions.
(a) The recipient and donor must be regular employees.
(b) The Employer shall not assume any tax liabilities that would otherwise accrue to the employee.
(c) Use of donated leave shall be consistent with those provisions found under Article 56, Section 2.
(d) Applications for hardship leave shall be in writing and sent to the Agency’s Personnel Section and accompanied by the treating physician/practitioner’s written statement certifying that the illness or injury will continue for at least fifteen
Hardship Leave. A unit employee eligible for sick leave may receive hardship leave time for his/her own illness up to a maximum of thirty
Hardship Leave. IPSA Holders with agreements of six months or longer based in duty stations designated as hardship duty stations D and E, are eligible for a paid hardship leave of two working days per month to recover from working in a designated hardship duty station and to allow IPSA Holders to stock up on basic goods needed for everyday life which are not necessarily available at the designated duty station. Once an IPSA Holder under an International IPSA has accrued six days of hardship leave, no additional hardship leave days can be accrued unless the accrued days are utilized. All hardship leave must be taken within the period of the IPSA and subject to a maximum of six consecutive working days at a time. If the IPSA is extended for an additional period, the IPSA Holder may carry over accrued leave to the subsequent agreement period up to a maximum of six days as of the cut-off date of 1 April of any given year. Unused hardship leave is not commutable to cash. For Regular IPSAs where the starting or ending months are of less than one full calendar month, hardship leave shall be pro-rated to the nearest half day. When an IPSA of an initial duration of less than six months is subsequently extended to reach or exceed six months, provisions for hardship leave will apply from the effective date of the IPSA extension. Leave is not accumulated retroactively.
Hardship Leave. These provisions shall apply for the purpose of allowing employees represented by SEIU Local 503 at each university to irrevocably donate accrued vacation leave or compensatory time for use by eligible SEIU Local 503 represented university
(A) The recipient and donor must be regular employees of the university/college.
(B) The Employer shall not assume any tax liabilities that would otherwise accrue to the employee.
(C) Use of donated leave shall be consistent with those provisions found under Section 2 of this Article.
(D) Applications for hardship leave shall be in writing and sent to the university’s Human Resource Unit and accompanied by the treating physician’s written statement certifying that the illness or injury will continue for at least fifteen (15) calendar days following donee’s projected exhausting of the accumulated leave. Donated leave may be used intermittently. Accumulated leave includes but is not limited to sick, vacation, personal, and compensatory leave accruals.
(E) Donations shall be credited at the recipient’s current regular hourly rate of pay. Donations shall be used to reimburse the university for such costs as are incurred for insurance contributions pursuant to Article 24 - Insurance unless health insurance payments are mandated under the Family Medical Leave Act (FMLA).
(F) Employees receiving Workers’ Compensation, or short or long-term term disability, will not be considered eligible to receive donations under this Agreement. Employees on parental leave that does not qualify under FMLA, will not be eligible to receive donations under this Agreement.
Hardship Leave. Section 1. As used in this Article:
A. Accumulated leave includes, but is not limited to, sick leave, vacation leave, personal business leave, and compensatory leave accruals.
B. Costs" include all direct and indirect costs, such as wages, insurance premiums, flex benefits, retirement contributions and payroll taxes.
Hardship Leave. These provisions shall apply for the purpose of allowing employees within the bargaining unit at each university/college to donate accrued vacation leaves for use by eligible university/college bargaining unit recipients as sick leave. Universities/colleges will allow employees to make irrevocable donations of accumulated vacation leave and compensatory time to a coworker. For purposes of this agreement, hardship leave donations will be administered under the following stipulations and the terms of this Agreement shall be strictly enforced with no exceptions.
(A) The recipient and donor must be regular employees of the university/ college.
(B) The Employer shall not assume any tax liabilities that would otherwise accrue to the employee.
(C) Use of donated leave shall be consistent with those provisions found under Article 41, Section 2.
(D) Applications for hardship leave shall be in writing and sent to the university/college’s Human Resource Unit and accompanied by the treating physician's written statement certifying that the illness or injury will continue for at least thirty (30) days following xxxxx's projected exhausting of the accumulated leave. Donated leave may be used intermittently.
(E) Donations shall be credited at the recipient's current regular hourly rate of pay. Donations shall be used to reimburse the university/college for such costs as are incurred for insurance contributions pursuant to Article 24 unless health insurance payments are mandated under the Family Medical Leave Act (FMLA).
(F) Accumulated leave includes but is not limited to sick, vacation, personal, and compensatory leave accruals.
(G) Employees otherwise eligible for or receiving workers' compensation, or on parental leave will not be considered eligible to receive donations under this agreement.
Hardship Leave. The Superintendent may grant up to ten (10) days leave per school year for personal or family hardship. The para council member must provide the Superintendent a written request, which includes evidence of the hardship. If granted, the first two days of the leave will be charged to any “Personal Leave” available at the time of the occurrence creating the hardship and the remaining days charged to any “Sick Leave” available at the time of the occurrence creating the hardship. The Superintendent’s determination of whether or not a hardship exists that warrants a leave shall be final.
