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9O <br /> <br />II. Donations <br /> A. Offers to share leave will be accepted at all times. If there is a <br /> specific need for leave in excess of the amount offered, that need <br /> will be communicated to county employees. <br /> B. Employees willing to voluntarily donate leave should complete an <br /> Offer to Share Leave form indicating the amount of leave to be <br /> donated; then date, sign and submit it to the Personnel Office. This <br /> information will be placed on a chronological list for use in that <br /> order. <br /> C. Any regular County employee in Class 101 or 102 is eligible to <br /> donate leave. <br /> D.The minimum donation at one time is two hours. <br /> E. The maximum amount of vacation leave to be donated by an employee <br /> cannot reduce his/her accrued balance below one week. <br /> F. The maximum amount of leave donated may be no more than the amount <br /> of the employee's annual leave earning rate. <br /> G. Donations that are a result of, or that can be reasonably projected <br /> to be motivated by the donor's separation from employment or <br /> cancellation of his/her excess vacation leave, will not be accepted <br /> and/or used. <br /> <br />III. <br /> <br />Accounting and Usage Procedures <br />A. The Personnel Office <br /> <br />Bo <br /> <br />mo <br /> <br /> shall establish a system of leave <br />accountability which will accurately record leave donations and <br />recipients use. Such accounts shall provide a clear and accurate <br />record for financial and management audit purposes. This should <br />include: <br />1. Maintaining a list of offers to share leave. <br />2. Notification of leave recipients and the Finance Department <br /> when leave is granted and in what amounts. <br />3. Notification of leave donor and the Finance Department of <br /> actual leave usage. <br />Actual transfer of donated leave will take place at the end of the <br />pay period, but will be retroactive to the days of the month where <br />there is no leave balance. This will eliminate the possibility of <br />the recipient having unused donated leave in his or her sick leave <br />account after the approved need has ended. <br />If not enough leave is on the list to meet all of the approved <br />recipient's requests, available leave will be prorated based on <br />individual needs. Example: Employee A needs 20 hours of leave to <br />receive a full paycheck. Employee B needs 80 hours of leave to <br />receive a full paycheck. The leave bank only has 50 hours of donated <br />leave in it. Therefore, 10 hours will be donated to Employee A and <br />40 hours will be donated to Employee B meeting half (50%) of each <br />employee's needs. <br />Unused offers to share leave will remain on the list for future <br />needs of employees with qualifying medical conditions, unless an <br />offer is withdrawn in writing. <br />Approved recipients may start receiving shared leave as of the first <br />of the pay period following the pay period in which they go into a <br />Leave Without Pay status. <br /> <br /> IV. <br />V. <br /> <br />Effective Date of Policy - January 1, 1993 <br />Expiration Date of Policy - December 31, 1993 <br /> <br />Appointments Human Services Task Force (3) <br /> <br /> The Board received the following recommendations for appointment to the <br />Human Services Task Force which was established on September 8, 1992. This Task <br />Force will work to develop plans for a hub facility and specific satellite <br />facilities for the delivery of human services in Cabarrus County. <br /> <br />Ms. Martha Macon - Piedmont Area Mental Health Authority <br />Mr. Louis Jenkins - Department of Aging Advisory Council <br />Mr. Wayne Trexler - Social Services Board <br /> <br /> <br />