Employee Vacation and Leave Policy Quiz

An employee called back to work outside their regular schedule is guaranteed a minimum of 2 hours of pay, even if they work less than 2 hours.

If an employee is called back multiple times within the same off-duty period, the 2-hour minimum only applies to the first callback, or subsequent callbacks that occur outside the hours already compensated.

If an employee is called back to work, they will be paid for the actual time worked, with a minimum of 2 hours, regardless of the actual time worked.

If an employee is called back early and works continuously into their regularly scheduled hours, the 2-hour minimum does not apply.

If an employee is on standby and performs work at home, the time spent working at home counts as work time and standby pay is reduced accordingly.

Time spent traveling between an employee's home or non-work location and their work location is not considered work time.

If an employee works more than their regular hours, the overtime rate applies to any additional hours worked.

An employee's work time begins when they report to work and ends when they are released from work.

Part-time employees earn prorated vacation time after six months of continuous employment, calculated based on full-time employee rates.

When calculating vacation time, overtime hours worked by an hourly employee are not included.

Employees holding multiple part-time positions can combine their hours to calculate vacation credit, but the combined daily work time cannot exceed eight hours.

An employee's previous county employment is considered when calculating vacation accrual, except in cases of layoffs or short-term separations.

Vacation time accumulates only when an employee is actively working and paid.

The period between 12:01 AM Monday and 12:00 midnight Sunday.

Time paid for but not worked, including vacation, holidays, and personal leave, counts as time worked for overtime calculations.

Seniority within the Sheriff's Department. Determined by the date of the employee's last continuous appointment within the classification.

Employees with the same seniority are ranked based on their position on the eligibility list for the classification.

Employees bid for shift/days off based on seniority within their classification.

Shift bids are reviewed and adjusted every six months based on department operational needs.

An employee can use up to 10 days (80 hours for full-time employees) of accrued sick leave to cover bereavement leave.

Bereavement leave can only be used for attending the funeral and travel, as well as family business related to the death.

Immediate family is defined as spouse, parents, children, siblings, grandchildren, grandparents, aunts, uncles, nieces, nephews, domestic partners and their in-laws.

Bereavement leave is only allowed within one year of the family member's death.

The appointing authority approves all sick or bereavement leave requests.

Employees can request leave up to 3 days without providing evidence, but exceeding that may require evidence like doctor's notes or death announcements.

Employees with excess vacation/compensatory time can voluntarily donate up to 80 hours to those with less than 80 hours of combined leave types.

An employee can donate leave in increments of four hours.

Donated vacation or compensatory leave is transferred to another employee in blocks of up to 80 hours per pay period, converted to money at the recipient's hourly rate.

The maximum amount of donated leave that can be transferred to a single recipient is 480 hours in a year.

If the recipient no longer needs donated leave, the untransferred portion remains with the original donor.

Employees receive Personal Leave credit twice a year, in July and January, based on their sick leave usage during specific pay periods.

Employees who use between 0 and 16 hours of sick leave during pay periods #01 to #13 receive 12 hours of Personal Leave credit in July.

Employees who use between 16.01 and 20 hours of sick leave during pay periods #01 to #13 receive 4 hours of Personal Leave credit in July.

Employees who use between 0 and 16 hours of sick leave during pay periods #14 to #26 (or #27) receive 12 hours of Personal Leave credit in January.

Employees who use between 16.01 and 20 hours of sick leave during pay periods #14 to #26 (or #27) receive 4 hours of Personal Leave credit in January.

The process of negotiating and modifying employee benefits with diverse bargaining units, including supervisory and non-supervisory groups, management, and potential future unions.

Each bargaining unit has a voting member who can bind their unit to any agreed-upon benefit modifications.

Any changes to benefits agreed upon by the Committee must be approved by both the committee and the County Commission.

If the County Commission rejects modifications proposed by the Committee, the Commission must provide clear reasons and parameters for the Committee to work within.

If the Committee cannot agree on modifications that meet the Commission's requirements, a dispute resolution process is initiated.

The dispute resolution process involves an expedited and binding process that aims to resolve differences between the County and bargaining units.

Retired employees have a non-voting representative on the Insurance Committee to provide input on the impact of benefit changes.

The County Manager appoints the Committee Chairperson, who does not vote on Committee decisions.