Employee Leave Policies Overview

Podcast

Play an AI-generated podcast conversation about this lesson

Questions and Answers

What is the maximum time in advance that an employee can request casual leave?

30 days (correct)

15 days

60 days

90 days

What time is the latest an employee can request casual leave for it to be considered?

1800 hours the day before leave

1600 hours on the leave day

1200 hours on the leave day

2100 hours the day before leave (correct)

How are casual leave requests granted if slots are available?

Based on seniority of the employee

In the order that they are received

On a first-come, first-served basis (correct)

According to employee performance ratings

How many hours of personal leave are credited at the beginning of each leave year for a bargaining unit member working a 2,496-hour work year?

48 hours Signup and view all the answers

What happens to unused personal leave days at the end of the leave year?

They are forfeited Signup and view all the answers

What is required for an employee to take same-day casual leave?

Leave slots must be available Signup and view all the answers

How can employees determine the availability of casual leave?

By checking an online calendar or contacting the scheduler Signup and view all the answers

What is the policy regarding the use of personal leave days for part-time employees?

Their leave is pro-rated based on their hours Signup and view all the answers

What is the maximum duration for which LWOP can be approved by the Employer?

1 year Signup and view all the answers

What action may the Employer take if an employee uses more than 12 consecutive months of LWOP?

Terminate the employee’s employment Signup and view all the answers

Under what circumstances might LWOP not affect an employee's right to be reinstated?

If the leave is FMLA or military leave Signup and view all the answers

What is the effect of LWOP on an employee's annual leave accrual?

The employee does not accrue annual leave during LWOP Signup and view all the answers

What happens to the service increment date if an employee takes more than 28 calendar days of LWOP?

It is adjusted backward Signup and view all the answers

How does the Employer treat a period of suspension in relation to benefits purposes?

The same as a period of LWOP Signup and view all the answers

What type of leave must be granted to an employee on active duty in the armed forces?

Leave without pay Signup and view all the answers

Which type of LWOP does not affect an employee's leave accrual rate eligibility after four consecutive weeks?

FMLA leave Signup and view all the answers

Which position shall be hired on overtime prior to bargaining unit employees in other rank classifications?

Fire/Rescue Lieutenant Signup and view all the answers

Who is eligible to be hired for overtime in Fire Fighter positions?

Bargaining unit employees in the rank of Fire Fighter / Rescuer I and II Signup and view all the answers

What happens to an employee's accrued compensatory leave upon leaving County service?

It is paid out at the current rate of pay Signup and view all the answers

Which entity may grant eligible employees compensatory time if budgetary limitations prevent monetary payment?

The Chief Administrative Officer or designee Signup and view all the answers

What must occur for non-bargaining unit employees to be hired for overtime in a position regularly assigned to a bargaining unit employee?

No qualified bargaining unit employees are available Signup and view all the answers

What type of electronic system does the County maintain to track overtime hours worked by bargaining unit employees?

A database or application Signup and view all the answers

In the event of an employee's death, who must be paid for all accrued compensatory leave?

The employee's estate or designated beneficiaries Signup and view all the answers

Who does the bargaining unit primarily prioritize for hiring on overtime in Fire Fighter and Master Fire Fighter positions?

Qualified bargaining unit employees Signup and view all the answers

What is the definition of Involuntary Overtime?

Hours worked under the order to stay beyond scheduled hours without previous agreement. Signup and view all the answers

When are employees considered to be working involuntary overtime?

When they are held beyond their scheduled hours due to staffing shortages. Signup and view all the answers

What must be done before assigning involuntary overtime?

Send a notification through the MCEN system to inform employees. Signup and view all the answers

Which employee is assigned involuntary overtime if no volunteers are available?

The employee with the least seniority who qualifies for the position. Signup and view all the answers

What compensates bargaining unit members attending committee meetings on their day off?

Compensation is consistent with Section 14.1. Signup and view all the answers

Which scenario does NOT constitute involuntary overtime?

An employee responding to an incident after their scheduled hours. Signup and view all the answers

What notice must a department official send as part of the process for involuntary overtime?

A notification through the MCEN system. Signup and view all the answers

What happens if a sufficient number of employees have not volunteered for overtime?

Involuntary overtime will be assigned following established procedures. Signup and view all the answers

How is relative seniority determined for employees with the same total service time?

By the highest attained grade and then by lot if needed. Signup and view all the answers

Which factor is NOT considered when determining dates of employment for bargaining unit employees?

Service time resulting from military service. Signup and view all the answers

What actions can the Union take in cases of suspension, demotion, or dismissal?

Skip step 1 of the Grievance Procedure and go to step 2. Signup and view all the answers

In disputes regarding service time, what serves as the determining factor?

Enrollment in the appropriate retirement system. Signup and view all the answers

What defines a grievance according to the provided content?

An issue related to the interpretation of the Agreement. Signup and view all the answers

What policy can the Union exercise concerning informal grievance presentations?

They can present it informally through a local representative. Signup and view all the answers

How are the official seniority lists prepared?

By the Employer, indicating service times and employment dates. Signup and view all the answers

Which of the following is a reason for filing a grievance according to the provided content?

Disputes regarding the application of the Agreement. Signup and view all the answers

What is required for an employee who is unable to report to work due to illness for more than seventy-two consecutive hours?

Obtain documentation from a physician. Signup and view all the answers

For an employee scheduled to work 2,184 hours per year, how many consecutive work hours must they be unable to report to work to require medical documentation?

48 consecutive hours Signup and view all the answers

What document must be submitted by an employee after taking sick leave?

Medical documentation Signup and view all the answers

What is the consequence if an employee does not submit medical documentation timely after taking sick leave?

They may face disciplinary action. Signup and view all the answers

Who is responsible for approving sick leave once medical documentation is received?

The Battalion Chief Signup and view all the answers

In which situation might an employee be required to obtain medical clearance from the Fire Rescue Occupational Medical Section?

If the Battalion Chief suspects they are unfit for duty Signup and view all the answers

What is NOT included in the terms for obtaining medical documentation under sick leave policy?

The employee must request it verbally. Signup and view all the answers

Who is NOT allowed access to the files related to adverse actions against bargaining unit employees?

The employee's family members Signup and view all the answers

What must happen to files involving complaints determined as unsustained or unfounded?

They must be expunged after three years. Signup and view all the answers

What does the term 'sanitized' refer to in the context of providing written statements?

The documents are purged of sensitive information. Signup and view all the answers

How long after a sustained charge can a file be eligible for expungement?

Five years Signup and view all the answers

What is indicated by the term 'expungement' in the context provided?

Shredding of the physical file. Signup and view all the answers

What happens to the names of bargaining unit members not entitled to expungement when documents are redacted?

Their names are entirely removed from all documents. Signup and view all the answers

According to the content, seniority for bargaining unit employees is based on what?

The total service time in a specific merit system. Signup and view all the answers

What criteria must be met for an employee's service time to be considered when calculating seniority?

Continuous service without noticeable breaks. Signup and view all the answers

Under what circumstance can an employee be required to obtain a second medical opinion?

If the employer doubts the medical opinion provided. Signup and view all the answers

What is the role of the third health care provider in the medical opinion process?

To offer a final and binding opinion on the medical condition. Signup and view all the answers

What should an employee do when they foresee a need to take FMLA leave?

Provide advance written notice of intent to use leave. Signup and view all the answers

When can an employee take intermittent FMLA leave?

When scheduled to minimize disruption to the work unit. Signup and view all the answers

What may happen if the Employer fails to respond within the specified time limits?

The Union may treat it as a denial of the grievance. Signup and view all the answers

What must happen if an employee returns from FMLA leave for 15 or more consecutive days?

They must be evaluated for clearance by the Fire/Rescue Occupational Medical Section. Signup and view all the answers

Which type of grievance is excluded from the review process?

Oral admonishments Signup and view all the answers

Which family member can an employee NOT take FMLA leave to care for?

An adult daughter with a recoverable disability. Signup and view all the answers

What is the effect of relief granted at any level of this procedure?

It ends further processing of the grievance. Signup and view all the answers

What may happen if the medical opinions from two health care providers do not agree?

A third health care provider may be consulted, at the county's expense. Signup and view all the answers

Who is responsible for initiating grievances on behalf of employees in the bargaining unit?

The Union Signup and view all the answers

What does an employee waive when appealing a suspension to the Merit System Protection Board?

Any right to have the action reviewed under this procedure Signup and view all the answers

What is required for an employee when utilizing intermittent leave?

The employee must attempt to schedule leave to avoid affecting the work unit. Signup and view all the answers

What is required for a pre-discipline settlement conference to take place?

Both parties must voluntarily agree. Signup and view all the answers

What does the Employer notify the Union about when an employee files an individual grievance?

The employee's name and grievance subject Signup and view all the answers

Which of the following processes is not related to alternative dispute resolution?

Disciplinary action issuance Signup and view all the answers

What types of information are included in an employee's fitness record?

Body composition and flexibility Signup and view all the answers

Who has access to an employee's fitness record?

Department Exercise Physiologist and Peer Fitness Trainer Signup and view all the answers

For what purpose is an employee's fitness record used?

To make fitness improvement recommendations Signup and view all the answers

What must happen to adverse material in an employee file?

It shall be removed and destroyed Signup and view all the answers

Which of the following is NOT a reason for maintaining employee fitness records?

To record personal health history Signup and view all the answers

What is a key feature of employee fitness records?

They are considered confidential Signup and view all the answers

Which group has access to Settlement Agreements and related documents?

Only the Fire Chief and a few others Signup and view all the answers

What is the role of the Internal Affairs Division concerning files?

To serve as the repository for specific files Signup and view all the answers

Which individuals are exempt from logging access to an employee's official personnel file?

Employees of the Office of Human Resources Signup and view all the answers

What is explicitly prohibited from being included in an employee's official personnel file?

Medical or psychological condition information Signup and view all the answers

Which group is NOT required to record their access to the medical record of an employee?

Employees of the Fire/Rescue Occupational Medical Section Signup and view all the answers

Which document types are allowed in an employee's official personnel file?

Application for employment or promotion Signup and view all the answers

Which of the following accurately describes the type of log maintained for departmental operating records?

It must record names of all persons reviewing the record Signup and view all the answers

What must be logged for each review of an employee's official personnel file?

Names of persons conducting the review Signup and view all the answers

Who must maintain the official personnel file for each employee?

The Office of Human Resources Signup and view all the answers

Which personnel records are NOT required to be logged when accessed?

Departmental operating records accessed by custodians Signup and view all the answers

What is the purpose of offering 13, 14, or 16 hours of compensatory leave on specific holidays?

To allow employees the option of having time off instead of pay. Signup and view all the answers

Which employee status disqualifies an individual from receiving holiday benefits?

Non-pay status on the last workday before and after the holiday. Signup and view all the answers

Under which condition must leave taken for a newborn or newly placed child be executed?

Within 12 months of the event Signup and view all the answers

Under what condition can the Fire Chief require employees to work on holidays?

To maintain essential County fire and rescue services. Signup and view all the answers

What happens if the County Council does not declare Juneteenth as an official holiday?

Negotiations will be initiated to amend holiday benefits. Signup and view all the answers

What is the maximum advance notice period required for taking FMLA leave?

30 days Signup and view all the answers

What determines the start and end of the leave year?

The first full payroll period and the payroll period containing December 31 Signup and view all the answers

What must be true for an employee to qualify for the holiday benefit?

The employee must work on the holiday when scheduled. Signup and view all the answers

Which of the following statements about the holiday benefits is false?

Once an employee opts for holiday leave, they cannot change their mind. Signup and view all the answers

In which situation does FMLA leave need to be unpaid?

If the employee has not requested or is ineligible for paid leave Signup and view all the answers

Which of the following individuals is eligible for care under FMLA for serious health conditions?

The employee’s spouse or domestic partner Signup and view all the answers

Who determines which employees may take approved leave on holidays?

The department head or their designee. Signup and view all the answers

What is the only benefit associated with the declared holiday period?

Compensatory leave as outlined in the policy. Signup and view all the answers

What is true regarding leave taken for a newly placed foster child?

It does not qualify as parental leave if certain conditions apply Signup and view all the answers

How is a workweek defined for FMLA purposes?

The average number of hours worked by the employee in a week Signup and view all the answers

What happens to FMLA leave if an employee has used all their paid leave?

FMLA leave must also be unpaid Signup and view all the answers

What percentage of the average number of employees per shift on October 1st is used to calculate casual leave slots for 24-hour shift workers?

9% Signup and view all the answers

What must an employee do to cancel casual leave that was approved less than the standard notice period before the affected shift?

Cancel the leave up to 1 hour after approval Signup and view all the answers

How are fractional numbers determined from the annual leave slot calculation handled?

They are rounded up to the next whole number Signup and view all the answers

What is the percentage of the day worker complement on October 1st used to determine vacation leave slots for day workers?

12% Signup and view all the answers

What is the minimum amount of time an employee must provide to cancel casual leave for a night shift?

10 hours Signup and view all the answers

What happens if an employee has accepted responsibilities for a minimum staffing position before receiving official notification of casual leave?

They must not leave prior to being relieved Signup and view all the answers

Which of the following best describes the calculation for vacation leave slots for 24-hour shift workers?

Equal to 12% of the sum of average employees per shift and one-third of any recruit class Signup and view all the answers

What is the effect of daily leave slots, both vacation and casual, on the calendar year?

They are in effect for a calendar year and calculated each fall Signup and view all the answers

What is the consequence of the Employer failing to respond within specified time limits regarding a grievance?

The Union may treat it as a denial of the grievance. Signup and view all the answers

Under what circumstance does an employee waive their right to have a disciplinary action reviewed under the grievance procedure?

If they appeal a suspension, demotion, or dismissal to the Merit System Protection Board. Signup and view all the answers

Which of the following statements about the grievance process is correct?

This procedure is the exclusive forum for grievance hearings. Signup and view all the answers

What action must be taken by the Employer upon receiving an individual grievance from an employee?

The Employer must notify the Union regarding the grievance. Signup and view all the answers

What is one of the processes agreed upon by the Union and the Employer to resolve disputes regarding discipline?

Pre-discipline settlement conferences. Signup and view all the answers

What is the result of relief being granted at any level of the grievance procedure?

It ends the grievance process altogether. Signup and view all the answers

In what scenario can an employee file a grievance under the merit system law?

If it is in accordance with the procedures outlined in the Article. Signup and view all the answers

What type of grievances are excluded from the grievance procedure detailed in the content?

Discipline grievances specifically identified. Signup and view all the answers

Study Notes

Casual Leave

Employees must request casual leave at least 30 days in advance.
Requests must be submitted no later than 21:00 hours the day before the leave request.
The scheduler will grant or deny leave based on availability.
Employees can check leave availability through online calendar.
Leave can be approved after a shift begins if leave slots are available.
Employees granted same-day leave must stay at the worksite until their relief arrives.
Leave is granted on a first-come, first-served basis.

Personal Leave

Employees are credited with 48 hours of personal leave per year.
Part-time employees receive a prorated amount of personal leave.
Leave must be used in full shifts.
Unused leave is forfeited at the end of the leave year.
Requests for personal leave are scheduled and authorized in the same way as annual leave.
Personal leave is taken without additional personnel costs or overtime usage.

Overtime

Fire/Rescue Captains and Lieutenants are hired on overtime for officer positions before other employees.
Employees in the ranks of Master Fire Fighter/Rescuer, Fire Fighter/Rescuer I, II, and III have priority for Fire Fighter and Master Fire Fighter positions.
Non-bargaining unit employees are not hired for overtime in a position regularly assigned to a bargaining unit employee unless no qualified employees are available.
The Chief Administrative Officer can grant compensatory time for overtime hours worked.
Employees receive a lump-sum payment for accrued compensatory leave upon leaving County service.
Employee's estate or designated beneficiary receives payment for accrued leave in case of death.

Leave Without Pay (LWOP)

The Employer can approve LWOP for one year or less.
The Employer can terminate employment or take other actions if LWOP exceeds 12 consecutive months.
The Employer can require waiver of reinstatement after 90 consecutive days of LWOP, unless it is FMLA, parental, military, or General Assembly leave.
Employees do not accrue annual or sick leave while on LWOP.
The date for a higher annual leave accrual rate is delayed if LWOP exceeds 4 consecutive weeks.
The service increment date is reassigned if LWOP exceeds 28 calendar days, unless it is FMLA, parental, military, professional improvement, or Maryland General Assembly leave.
Periods of suspension are treated as LWOP for benefits purposes.

Military Leave

Employees required to serve in the armed forces are granted leave without pay.

Committee Assignments

All bargaining unit members appointed to joint labor-management committees are compensated for attending meetings on their day off.

Involuntary Overtime

Involuntary overtime is defined as hours worked outside of scheduled hours due to staffing shortages.
Employees who respond to incidents before or after their scheduled hours are not considered to be working involuntary overtime.
A notification is sent through the MCEN system before assigning involuntary overtime.
Station officers are informed of the potential for involuntary overtime.
Involuntary overtime assignments are based on seniority: the employee with least seniority is assigned first, but a more senior employee can choose to take the assignment.

Dates of Employment

Dates of employment for bargaining unit employees include service time from full-time employment with independent fire and rescue corporations in Montgomery County.
Enrollment in the appropriate retirement system serves as the determining factor in disputes regarding service time.
Time purchased through "buy back" for military or other agency service is not counted.

Sick Leave

Employees must provide documentation from a physician or licensed healthcare provider when they are unable to work due to illness or injury for a certain number of consecutive hours.
The documentation must be submitted by the employee to their Battalion Chief who will then approve the leave through the MCFRS scheduling software.
If the Employer doubts the medical opinion, they can require the employee to get a second opinion from a healthcare provider chosen by the Fire/Rescue Occupational Medical Section.
Employees may be temporarily transferred to another position to accommodate intermittent leave schedules or a reduced workweek.
Employees must apply for paid FMLA leave in accordance with the procedures for granting annual leave, sick leave, and parental leave.
Employees must provide advance written notice of their intent to use unpaid leave for FMLA purposes if the need is foreseeable.
The employee or the Employer can designate leave as FMLA leave.

Fitness Records

The Exercise Physiologist maintains fitness records.
Records include fitness-related information like capacity, body composition, flexibility, and strength.
Access to fitness records is limited to the Department Exercise Physiologist and the Peer Fitness Trainer.
Fitness records are confidential and cannot be used for evaluating job performance, disciplining employees, or evaluating workers’ compensation claims.

Settlement Agreements

Settlement Agreements, Memoranda of Understanding, and Last Chance Agreements are kept in the Administrative Services Section File.
These agreements are not retained in the file after their expiration date.
Access to the Administrative Services Section File is restricted to specific personnel including the Fire Chief and the Division Chief of Administrative Services.

Expungement

The Employer will remove and destroy adverse material in an employee file consistent with this Agreement.

Internal Affairs Files

The Internal Affairs Division serves as the repository for files.
Access to these files is restricted to certain individuals including the employee (to the extent allowed), the Fire Chief, the County Attorney, and others on a need-to-know basis.
The Department will provide the employee and the Union with any written statements used in connection with adverse action taken against a bargaining unit employee, but these statements will be sanitized to protect privacy rights.
Files involving complaints that are deemed unsustained or unfounded will be expunged after three years or when any applicable statute of limitations or pending litigation is concluded.
Files involving complaints where a charge was sustained will be expunged after five years or when any applicable statute of limitations or pending litigation is concluded.
The expungement process will involve shredding physical files and electronically obliterating the employee's name and identification number.

Seniority

Seniority for a bargaining unit employee is calculated based on their total service time in the Montgomery County Government merit system as a full-time firefighter/rescuer in Montgomery County, excluding breaks in service longer than two years.

Grievances

If a grievance is not responded to within the specified time limits, the Union may treat it as a denial.
Oral admonishments are not subject to grievance review.
Disciplinary grievances are not subject to grievance review if the employee appeals to the Merit System Protection Board.
This procedure is the exclusive forum for hearing and resolving grievances, with the exception of discipline grievances.
A grievance at any level will end further processing.
The Union is responsible for initiating grievances on behalf of bargaining unit members.
The employer is required to inform the Union if a bargaining unit member files a grievance under the merit system law.
The Union and Employer have agreed to use alternative dispute resolution processes to resolve disputes regarding discipline and other terms and conditions of employment.
This includes Pre-discipline Settlement Conferences where the parties can agree to a pre-discipline conference before a disciplinary action is taken.
There may be up to two standing committees (with alternates) established to review proposed discipline.

Annual Leave Slots

Vacation leave slots are calculated based on the average number of employees per shift on October 1st, plus one-third of any recruit class in session on that date.
Casual leave slots are calculated based on the average number of employees per shift on October 1st, plus one-third of any recruit class in session on that date.
The number of vacation and casual leave slots is fixed for the entire calendar year, recalculated each fall before vacation leave selection for the next year.
Any fractional numbers are rounded up to the next whole number.

Casual Leave Procedure

Employees must cancel casual leave at least 12 hours before a day shift or 10 hours before a night shift.
If approved less than 12 hours before a day shift or 10 hours before a night shift, employees can cancel up to an hour after receiving official notification.
Employees assuming a minimum staffing position before receiving notification of their casual leave must stay until relieved.

Casual Leave for Specific Reasons

Employees can take casual leave for: Prenatal care, arranging for adoption or foster care, caring for a family member with a serious health condition, or due to their own serious health condition that prevents them from working.

Leave Year

The leave year begins with the first full payroll period of a calendar year and ends with the payroll period that includes December 31st.

Workweek for FMLA

A workweek for FMLA purposes consists of the average number of hours the employee works in a week.

Use of FMLA Leave

Leave for a newborn child, adoption, or foster care placement must be taken within 12 months of the event.
Leave can be taken on a continuous basis or, with supervisor approval, on an intermittent or reduced workweek basis.
Leave can be paid, unpaid, or a combination of both.
Leave must be unpaid if all paid leave is exhausted or the employee does not accrue paid leave.
Leave requires a 30-day advance notice.
Leave taken for a newly placed foster child or after exhausting parental leave under Article 8 does not qualify as parental leave.
FMLA leave that does not qualify as parental leave may not include sick leave beyond the limitations stated in Section 7.1 of the Agreement.
Leave to care for oneself or a family member due to a serious health condition can be paid, unpaid, or a combination of both.
Leave must be unpaid if all paid leave is exhausted or the employee does not accrue paid leave.

Holidays

Full-time employees receive straight time pay or 13, 14, or 16 hours of compensatory leave for Inauguration Day, Presidents’ Day, Election Day, and Indigenous Peoples’ Day.
The goal is to provide an alternative day off for employees on these days.
The County intends to operate normally on these days, so employees should anticipate working.

Holiday Benefits

Employees in approved pay or leave status are eligible for holiday benefits.
Employees who do not report to work as scheduled and are not on approved leave are not eligible for holiday benefits.
Employees on non-pay status or absent without leave on the last regular workday before a holiday or the first regular workday after a holiday are not eligible for holiday benefits.

Scheduling Work on Holidays

Fire and rescue services must be maintained.
The Fire Chief or designee can require employees to work on any designated holiday.
The Chief Administrative Officer determines which County services must be maintained on a full or partial basis.
Department heads or designees decide which employees must work and which employees can take approved leave on holidays.

The outlined holiday benefit is the only benefit associated with holiday periods.
Employees must follow all other rules, regulations, and policies regarding leave, overtime, and attendance.

Official Personnel File

Human Resources maintains an official personnel file for each employee. This file should not contain any medical or psychological information.
The file can only contain: Employment application, employment history, identifying information, payroll withholding documents, insurance and retirement records, and education records submitted with an application.

Discipline Grievances

Oral admonishments are not subject to review.
Employees appealing a suspension, demotion, or dismissal to the Merit System Protection Board forfeit the right to review under this procedure.
Employees who have a grievance must follow the steps outlined in Section 38.1.

Exclusivity of Forum

The grievance procedure within the agreement is the exclusive remedy for grievances.
This does not include discipline grievances, which have a separate procedure.

Granting of Relief

Relief granted at any level of the procedure, as stated in a formal grievance, ends further processing of that grievance.

Duty to Notify

The Union is the proper party to initiate grievances on behalf of fire and rescue bargaining unit employees.
If an employee files an individual grievance with the Personnel Office that is determined by the Employer to be about a subject covered by the agreement, the Employer must notify the Union.
The Employer can only provide the Union with the employee's name and the subject of the grievance.
An employee filing a grievance under the merit system law violates the procedures outlined in the agreement.

Alternative Dispute Resolution

The Union and the Employer agree to use alternative dispute resolution processes to minimize disputes and improve government operations.
A pre-discipline settlement conference can be held before a notice of disciplinary action is issued.
Up to two standing committees (with alternates) to review proposed discipline can be established.

Studying That Suits You

Use AI to generate personalized quizzes and flashcards to suit your learning preferences.

Description

This quiz provides an overview of employee leave policies including casual, personal, and overtime leave regulations. Understand the requirements for requesting leave, the management of leave balances, and the implications of overtime for specific roles. Perfect for employees looking to clarify their leave entitlements and processes.