Leave Policy and Procedures Quiz

Leave Policy

• Vacation leave slots for 24-hour shift workers in the Division of Operations are calculated as 12% of the average number of employees per shift on October 1st plus one-third of any career recruit class in session on October 1st.
• Vacation leave slots for day workers in the Division of Operations are calculated as 12% of the day worker complement on October 1st.
• Casual leave slots for 24-hour shift workers in the Division of Operations are calculated as 9% of the average number of employees per shift on October 1st plus one-third of any career recruit class in session on October 1st.
• Casual leave slots for day workers in the Division of Operations are calculated as 9% of the day worker complement on October 1st.
• All leave slots are calculated each fall and are in effect for the entire subsequent calendar year. Fractional numbers are rounded up to the next whole number.

Casual Leave Procedure

• Casual leave must be canceled at least 12 hours prior to the affected day shift or 10 hours prior to the affected night shift.
• An employee who has received official notification that their casual leave request has been approved may cancel the leave up to 1 hour after receiving notification.
• An employee who has assumed the responsibilities of a minimum staffing position before receiving notification of their casual leave must remain until relieved.

Overtime Hiring

• For officer positions on Engines, Trucks, and Rescue Squads, Fire/Rescue Captains, and Fire/Rescue Lieutenants are hired on overtime before employees in other rank classifications.
• For Fire Fighter and Master Fire Fighter positions, employees in the rank classifications of Master Fire Fighter / Rescuer, Fire Fighter / Rescuer I, Fire Fighter / Rescuer II, and Fire Fighter / Rescuer III are given priority for overtime hires until the list of qualified bargaining unit Fire Fighters and Master Fire Fighters is exhausted.
• Non-bargaining unit employees are not hired for overtime in positions regularly assigned to a bargaining unit employee unless no qualified bargaining unit employees are available to work.

Compensatory Time

• The Chief Administrative Officer or designee may grant compensatory time at 1½ times the excess hours worked when budgetary limitations preclude overtime pay, except when the Fair Labor Standards Act requires overtime pay.

Compensatory Time upon Leaving Service

• Employees who leave County service must receive a lump-sum payment at their current rate of pay for accrued compensatory leave as of the date of separation, minus any indebtedness to the County Government.
• In the event of an employee's death, the employee's estate or designated beneficiary or beneficiaries, if legally permissible, must be paid for all accrued compensatory leave.

Job Sharing Program

• Two bargaining unit members of the same class specification working a 40-hour workweek may apply for a part-time/half-time position, each working 20 hours per week to share a full-time bargaining unit job.
• Two bargaining unit members of the same class specification working a 42-hour workweek may apply for a part-time/half-time position, each working 21 hours per week to share a full-time bargaining unit job.
• Two bargaining unit members of the same class specification working a 48-hour workweek may apply for a part-time/half-time position, each working 24 hours per week to share a full-time bargaining unit job.
• Work assignments for job sharing employees are determined by the employer.

Job Sharing Compensation

• Job sharing employees are compensated at their regular hourly rate for all regular hours worked.
• Work exceeding the regular workday (8, 10, 12, or 24 hours, as applicable) or 40, 42, or 48 hours (as applicable) per week is compensated at time and one-half.

Job Sharing Working Conditions

• The regular workweek for job sharing employees is 20, 21, or 24 hours, as applicable, excluding mandatory in-service training and approved additional hours worked voluntarily.
• Work schedules are determined by the employer; employees may suggest a schedule.
• Article 14 of the agreement applies to job sharers, except that the employer can pay overtime to a job sharer assigned to a work schedule exceeding their regular hours to avoid paying overtime to other available personnel.

Job Sharing Benefits

• Job sharing employees earn retirement service credits and contribute to the retirement system.
• Long-term disability benefits and premiums are governed by the group policy applicable to bargaining unit employees.
• Life insurance benefits are paid on a pro rata basis.
• The maximum deferred salary amount for tax deferred compensation is in accordance with section 457 of the Internal Revenue Code.
• Job sharers receive holiday compensation at a 50% pro rata basis.
• Annual and sick leave accrual for job sharers is prorated based on the number of hours worked per pay period, as provided in Articles 6 and 7 of the Agreement.
• If a job sharer becomes disabled in the line of duty, their disability retirement pension amount is determined by the County, which may choose one of the following options:
  • Restore the employee to full-time duty to qualify for the same benefit they would have received had they been in full-time service.
  • Amend the County Retirement System (Group G) to base the disability retirement benefit on the full-time salary that would have been earned had the employee not been in the program.

Test your knowledge on the leave policies and procedures for 24-hour and day workers in the Division of Operations. This quiz covers vacation and casual leave calculations, as well as procedural requirements for cancellation. Perfect for understanding the nuances of employee leave management.