Agenda Package - 02-16-09 - Laserfiche WebLink

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G4f; transferred to sick time. No more than 240 hours of vacation can be carried forward to January 151 of the next calendar year. Employees are cautioned not to retain excess accumulation of vacation until late in the calendar year with the intention of using such vacation during the last few months of the year. Due to the necessity of keeping all County functions in operation, large numbers of employees cannot be granted vacation at any one time. If an employee has excess vacation accumulation during the latter part of the year and is unable to take such vacation because of staffing demands, the employee shall receive no special consideration either in having the vacation scheduled or in receiving any exception to the maximum accumulation rule. D. Within these rules, the timing and amount of vacation taken for any employee shall be subject to approval of an authorized supervisor within departments. E. Vacation may be taken in fifteen (15) minute increments. Employees who are sick while on vacation may not change days marked vacation to sick time. In order to take vacation, an employee must submit a time off request in advance of the vacation and have the request approved. Approval shall be based on the operating requirements of the department. F. Employees shall exhaust compensatory time before taking vacation time. G. In no instance shall an employee be paid for vacation while continuing in a duty status, or in lieu of vacation, except under the provisions established for termination. H. Upon termination, an employee will be paid in a lump sum for vacation accrued but not taken provided that required notice is worked (pursuant to policy H-4). No more than 240 hours will be paid to any employee at termination. Vacation earned for the last month of employment is based on the date of termination (completion of less than half the month no accrual of vacation for that month, completion of at least half the month full vacation accrual for the month). The last day actually worked shall be considered the last day of employment. An employee may not use vacation or compensatory time to extend duty status at the end of the individual's employment with the County. When an employee uses his/her vacation for an event that is covered under the Family Medical and Leave Act (FMLA), the time that is charged to vacation will reduce the employee's twelve (12) week entitlement under FMLA. J. Any employee who separates in good standing and is reinstated within one (1) • year may receive credit for previous service for the purpose of accruing vacation. F-1 Vacation 3