LVPPA Contract Article 10 Sick Leave Article 11 Special Leaves Article 19 Seniority Flashcards
How is sick leave accrued?
The Department and the Association agree that all full-time employees shall accrue four (4) hours of sick leave per pay period, or .05 hours of each hour of actual paid service in that pay period excluding overtime.
Upon approval of the Department, sick leave may be used by employees who have:
- Illness or Injury. Incapacitated from the performance of their duties by illness or injury, or
- Public Health Requirements. Attendance is prevented by public health requirements, or
- Doctor Appointment. Required to absent themselves from work for the purpose of keeping an appointment with the doctor (up to a maximum of four (4) hours for any one appointment), or
- Bereavement. Required to absent themselves from work for bereavement subsequent to the death of a member of their immediate family (up to a maximum of 48 hours per occurrence). The Sheriff/designee may grant more than 48 hours, not to exceed 240 hors, upon request of the employee. employees may utilize other paid leave for the purpose of bereavement, or
- Medical Emergency. Required to absent themselves from work to personally care for a member of their immediate family in those medical emergencies which require the employee’s prompt attention. Emergency leave shall be taken as sick leave, except for a one-time provision of 48 hours of vacation leave that may be used per fiscal year.
Who is considered immediate family when applying for sick leave?
Immediate family shall be defined as a spouse, parent, sibling, child, grandchild, and grandparent (including legally adoptive relationships, current in laws and step relations), or any of the previously specified relationships to the employee’s spouse, significant other or domestic partner. This shall also apply to legal guardianship/dependent situations. For the purposes of section 10.3 utilization only, “significant other” shall be interpreted to apply when it involves a person the employee lives with who they consider a mate. The expansion of the immediate family definition to include a significant other or domestic partner is not extended to any other provisions in this contract.
What should members do when Family and Medical Leave is being considered?
Determination as to the eligibility of Family and Medical Leave must be made prior to, if foreseeable, or during the use of sick leave and the employee must be advised before returning to work of the status of that leave. Employees with questions about FMLA should consult with the Health Manager or his/her designee and/or the Association for clarification.
What are the two reporting requirements?
- Sick Leave Request: Employees are required to file and sign a sick leave request as evidence the reason for the employee’s absence was a legitimate use of sick leave as outlined in the LVPPA contract, within 24 hours of returning to work.
- Certificate of Recovery and Fitness: A Certificate of Recovery and Fitness shall be submitted by an employee when requested to do so by the Sheriff or his designee. Such certificate shall be signed by a physician and shall star that the employee is capable of returning to work.
What are the residence requirements while on sick leave?
Employees shall be at their place of residence, a medical facility, or their doctor’s office, or shall notify their supervisor of their whereabouts when using sick leave. Any gainful employment, pursuit of personal business, recreation, travel for recreation, or non-sick leave purpose, or other such activity when an employee is on sick leave is considered evidence of abuse of sick leave unless approved in advance in writing by the Sheriff or designee.
How does the Department and Association define abuse or excessive use of sick leave?
Utilization of sick leave for purposes other than those defined in the LVPPA Contract shall be considered evidence of abuse. Supervisors may discipline employees when evidence of abuse exists and for excessive use of sick leave. Discipline will not be applied for extended illnesses or injuries. When a supervisor has concerns about an employee’s use of sick leave, he/she shall consult with Labor Relations to ensure consistent application of this section. This was adopted in 1997 to allow the parties the flexibility to apply progressive discipline to employees who are using sick leave in a manner that has a negative impact on other employees and operations. The parties agreed that, as a genera rule, any person who uses eight or more sick leave days per year is excessive. It was understood that eight days is not a specific standard, but merely a guideline for supervisors when assessing circumstances surrounding the absences of employees (e.g., supervisors will look at historical attendance, patterns of use, etc.). For the purpose of an extended illness or injury, the FMLA standard will apply.
What is the maximum number of bonus time an employee hired after January 1, 1982, can accumulate?
240 hours of bonus time. Employees who leave the service of the Department are entitled to payment for unused bonus time computed on the employee’s gross salary (base, longevity, assignment differential, and shift differential).
How is the departments sick buyback time calculated?
Employees hired or rehired between July 1, 1988, and July 1, 1994, are eligible for sick buy back. The Department shall buy back up to 50% of all sick leave hours accrued above the 1,250 hour maximum payoff limit.
What are the eligibility requirements for sick leave buy back?
To be eligible for sick leave buy back, an employee must have used 80 hours or less of sick leave in the 12 month period immediately preceding the buy back. If the employee used between 41 and 80 hours of sick leave in the 12 month period immediately preceding the buy back, the Department will buy 25% of the accumulated leave above the 1,250 hour cap. If the employee used 40 or fewer hours of sick leave in the 12 month period immediately preceding the buy back, the Department will buy 50% of the accumulated leave above the 1,250 hour cap.
