BC 1994 01 18 - Laserfiche WebLink

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10 An employee may not directly or indirectly intimidate, threaten, coerce or attempt to intimidate, threaten or coerce any other employee for the purpose of interfering with any right which such employee may have with respect to donating, receiving or using leave under this program. Such action by an employee shall be grounds for disciplinary action up to and including dismissal on the basis of personal conduct. Individual leave records are confidential and only individual employees may reveal their donation or receipt of leave. The employee donating leave cannot receive remuneration for leave donated. ADMINISTRATION This program shall be administered by the County under the following guidelines: I. Application and Approval Process Applicant must have been employed continuously in a regular status for at least twelve months. By letter of application to the department head, a recipient shall appl~, or be nominated by a fellow employee to participate in the program. Application for participation would include name, social security number, classification, parent department, description of the medical condition and estimated length of time needed to participate in the program. Prior to making the employee's status public for the purpose of receiving shared leave, the employee must sign a release to allow the status to be known. The parent department head shall review the merits of the request and forward it to the County Manager with a recommendation to approve or disapprove. The County Manager, with the assistance of a review committee appointed by him/her, will make the final decision. II. Donations D. E. F. G. Donated leave will be accepted at all times. If there is a specific need for leave in excess of the amount offered, that need will be communicated to county employees. Employees willing to voluntarily donate leave should complete an Offer to Share Leave form indicating the amount of leave to be donated; then date, sign and submit it to the Personnel Office. Any regular County employee in Class 101 or 102 is eligible to donate leave. The minimum donation at one time is two hours. The maximum amount of vacation leave to be donated by an employee cannot reduce his/her accrued balance below one week. The maximum amount of leave donated may be no more than the amount of the employee's annual leave earning rate. Donations that are a result of, or that can be reasonably projected to be motivated by the donor's separation from employment or cancellation of his/her excess vacation leave, will not be accepted and/or used. III. Accounting and Usage Procedures ao The Personnel Office shall establish a system of leave accountability which will accurately record leave donations and recipients use. Such accounts shall provide a clear and accurate record for financial and management audit purposes. This should include: 1. Maintaining a list of employees donating leave and the amount. 2. Notification of leave recipients and the Finance Department when leave is granted and in what amounts. 3. Notification of leave donor and the Finance Department of actual leave deductions. The approved amount(s) of shared leave will only be added after all sources of the recipient's own leave have been completely exhausted. Once the recipient returns to work, remaining sick leave and vacation leave will be removed from his or her accounts and returned to the leave sharing bank for use by other employees. If not enough leave is on the list to meet all of the approved recipient's requests, available leave will be prorated based on individual needs. Example: Employee A needs 20 hours of leave to receive a full paycheck. Employee B needs 80 hours of leave to receive a full paycheck. The leave