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Resolution 1996-090 RESOLUTION NO. 96-~ A RZBOLUTIOK ZHACTID PuaBUANT TO TBZ PROVISIOKS OJ' COLLIER COI1KTT ORDIIIA!ICZ 83-7, WlIICK ISTABLISBID A SYSTBX or PERSOKKZL ADHIKISTaATIOK J'ea TBI GOVERlDlIlI'l' OJ' COLLIER COI1KTT, J'LORIDA; RIVIBIKQ BICTIOK 0280 PAID LBAVIB, OJ' ABSEKCI. WHEREAS, Collier County Ordinance No. 83-7 etates that the Board ot County Commissioners shall adopt rules and regulations which may be amended pursuant to adequate public notice to all interested parties ot eubsequent additions or changes to said Rules and Regulations by submitting a Resolution to the Board ot County Commissioners tor adoption; and WHEREAS, the Human Resources Director recommends that the Collier County Personnel Rules and Regulations, also known as the Collier County Human Resources Policies and Procedures Manual, as adopted by Resolution No. 90-568 and Section 0280 vas subsequently amended by Resolution No. 94-32, be revised to provide a revised Paid Leave Policy to reduce the County's liability for unused leave time. NOW, THEREFORE, BE IT RESOLVED BY THE BOARD OF COUNTY COMMISSIONERS OF COLLIER COUNTY, FLORIDA that: 1) Section 0280, Paid Leaves ot Absence, attached hereto and incorporated herein as Exhibit "A", is hereby appt0ved and adopted as part of the Collier County Personnel Rules and Regulations, also known as the Collier County Human Relations Policies and Procedures Manual. 2) Section 0280 attached hereto as Exhibit "A" shall become effective on March 1, 1996. 3) Section 0280, adopted by Resolution No.'94-32 is hereby superseded in its entirety. This Resolution adopted this ,~ ,aft~'r";;';'tton, second and majority vote. ot .r:L ;<--,1996, day ATTEST: "" , '. DWIGHT E.'BROCK; CLERK . ~ : . BOARD OF COUNTY COMMISSIONERS COLLIER COUNTY, FLORIDA '~~'-7 4~~~~_ ORN C. NORRIS, CIIJ :..r, BY: ~ ( . ' oved 'as'to torm and .'..1 ai., .sutticiency: ~~"cfa~\ / Dav d C. We ge /!) County Attorney aOOK 000 PIG, 59 ^ '~_"'_'~_""'^__"_"""'_"'_"<O"____"'_,__,~">>,",,,'__'__"_"'~'_.'_"""'"_~~='_~''''''_'''''~''''''","",_.''~~''_'.''' _'.'~_""___'--'-"""'_"""_'''~'..~_ EXIIIDIT "11" COLLIER COUNTY IlUMAN RESOURCES POLICIES AND PROCEDURES MANUAL EFFECTIVE DATE: March 1, 1996 SUBJECT : Paid Leaves of Absence - 0280 PAGE NUMBER: 1 of 15 CATEGORY: Leave POLICY It is the policy of the County to provide a system for paid leaves of absence for such uses as vacation, medical/health needs, holidays, funerals, or other approved uses. PROCEDURE 1. sick Leave A. Eligibility All regular and probationary employees shall be entitled to accrue and use accumulated sick leave with pay from the date of hire. Under no circumstances shall temporary or other non-regular employees be eligible under this provision. B. Accrual of SiCk Leave 1. Regular employees hired after September 30, 1993 wh(;se normal regular work week is forty (40) hours shall aCCT."'Je sick leave at the rate of .0462 hours f:Jr each nor.4al scheduled hour of work with accrual not ;:0 exceed 3.69 hours per biweekly pay period and a total ~ccrurl per year of 96 hours. For persons whose normal work week is more or . less than forty (40) hours, the hourly ar,=ruul rate is still .0462. 2. Regular employees hired on or prior to September. 30, 1993 whose normal regular work week is forty (40) hours shall be accrued at the rate of .0577 hours for each normal scheduled hour of work with accrual not to exceed <4.62. hours per biweekly pay period and a total accrual per year of 120 hours. For persons whose normal work week is more or less than forty (40) hours, the hourly accrual rate is still .0577. J. Employees may accrue an unlimited number of sick leave hours throughout their County career. aDaK oeo p~f,t 60 ,,",I..'. • • EXHIBIT "A" 8 O 1•� COLLIER COUNTY HUMAN RESOURCES POLICIES AND PROCEDURES MANUAL EFFECTIVE DATE: March 1, 1996 SUBJECT: Paid Leaves of Absence - PAGE 0280 NUMBER: 1 of 15 CATEGORY: Leave POLICY It is the policy of the County to provide a system for paid leaves of absence for such uses as vacation, medical/health needs, holidays, funerals, or other approved uses. PROCEDURE I . Sick Leave A. Eligibility All regular and probationary employees shall be entitled to accrue and use accumulated sick leave with pay from the date of hire. Under no circumstances shall temporary or other non-regular employees be eligible under this provision. • S. Accrual of Sick Leave 1 . Regular employees hired after September 30, 1993 whose normal regular work week is forty (40) hours shall accrue sick leave at the rate of . 0462 hours for each normal scheduled hour of work with accrual not to exceed 3.69 hours per biweekly pay period and a total accrual per year of 96 hours. For persons whose normal work week is more or less than forty (40) hours, the hourly accrual rate is still . 0462 . 2 . Regular employees hired on or prior to September 30, 1093 whose normal regular work week is forty (40) hours shall be accrued at the rate of .0577 hours for each normal scheduled hour of work with accrual not to exceed 4 .62 hours per biweekly pay period and a total accrual per year of 120 hours. For persons whose normal work week is more or less than forty (40) hours, the hourly accrual rate is still . 0577 . 3 . Employees may accrue an unlimited number of sick leave hours throughout their County career. aGENn(yI/ FEB 2 0 1996 P 9� • ti • • COLLIER COUNTY HUMAN RESOURCES 8 D• 1 POLICIES AND PROCEDURES MANUAL EFFECTIVE DATE: March 1, 1996 SUBJECT: Paid Leaves of Absence - PAGE 0280 NUMBER: 2 of 15 CATEGORY: Leave 4 . Employees hired from Constitutional Officer agencies without a break in continuous service may transfer their accumulated sick time. 5. Sick leave shall be accrued on regular hours worked, earned annual leave taken, earned sick hours taken, holiday ! hours, jury duty and military leave. 6. Leave without pay and overtime hours are excluded from sick leave accrual . C. Use of Sick Leave 1. The minimum charge for sick leave shall be in thirty (30) minute units. 2 . Sick leave may be granted for the following purposes: a. Personal illness or injury. b. Appointments with medical , dental , or other recognized practitioners for consultation or treatment of the employee. c. Serious illness and/or disability in the employee's immediate family, for up to five (5) 41, ,;i;VF ; days ,Xpr_ AnY .one incident. (Note.: Immediate family ig defined as: spouse, mother, father, brother, • . sister, or children) d. Disabilities arising out of pregnancy, childbirth, and recovery therefrom shall be treated as other temporary, non-job connected disabilities in terms of eligibility for sick leave, vacation, or leave of absence. D. Notification and Proof of Illness 1. The employee or his/her representative shall be responsible for notifying the supervisor before work or within the first hour of the employee's normal workday on each day of absence. Failure to provide timely notice may be cause for denial of sick leave pay for. the period of time. AGEND w�� �)) FEB 2 0 1996 Pg Y� • 8 L I s;:•;,. COLLIER COUNTY HUMAN RESOURCES 1 ',-; POLICIES AND PROCEDURES MANUAL EFFECTIVE DATE: March 1, 1996 •y SUBJECT: Paid Leaves of Absence - PAGE 0280 NUMBER: 3 of 15 CATEGORY: Leave 2 . The Department Director is responsible for determining ; : that sick leave is properly authorized and used in _igir:;, accordance with these rules. 3 . The employee's supervisor may require proof of illness f' at any time. 4 . When an employee has had an illness which requires hospitalization or results in absence from work for more z•,,r' than five (5) consecutive days, the employee shall provide a doctor's certificate stating that the employee may return to work to be eligible for sick leave pay. 7 5. In cases of accident or injury, j y, a medical leave may be granted without prior notice. If the leave is due to an . , accident that happens at work, the Department Director must notify the Human Resources Department and the Risk ` ' Management Department immediately. • 6. An employee is generally required to first use all accrued sick leave; then, if approved by the supervisor, accumulated compensatory time and/or vacation leave when ` 4. s out on leave for medical reasons. • . E. Sick Leave Pay Upon Termination 1. Employees of record on August 2, 1996 shall have their y .. sick leave balances calculated and valued as of the end of the work day of August 2, 1996. • ; 2 . The valuation shall be calculated as follows: Total hours sick leave accrued x % allowed upon } separation (see chart below*) to 1 = Hours to be paid (subject ,090 maximum) Hours to be paid x hourly rate = MAXIMUM SICK LEAVE • , - PAYMENT i ::. 3. A record of this calculation shall be noted in each ! employee's personnel file and a copyof the given to each employed. record shall be ArAtelc) ''', ( y .. FEB 2 U 199E • • COLLIER COUNTY HUMAN RESOURCES S D POLICIES AND PROCEDURES MANUAL EFFECTIVE DATE: March 1, 1996 SUBJECT: Paid Leaves of Absence - PAGE 0280 NUMBER: 4 of 15 CATEGORY: Leave 4. Upon separation in "good standing", each employee's total accrued sick leave will be calculated and valued in the same manner again. The employee shall be paid the lesser of the two values upon separation. 5. No employee hired after August 2, 1994 shall receive payment for accrued sick leave upon separation. * Sick Leave Pay Upon Termination - employees hired prior to June 7, 1994 Years of Service Percentage Paid at Separation • At least 2 years but less than 5 years 20% • At least 5 years but less than 10 years 25% At least 10 years but less than 15 years 35% • At least 15 years but less than 20 years 40% After 20 years 50% 0. The maximum amount of sick leave hours that may be paid to an employee at termination is 1, 040 hours. 7 . Regular full and regular part time employees who are laid off from County service shall have the option of receiving payment for sick leave in accordance with this section at the time of layoff or retaining all sick leave hours for a period of six (6) months. 8. In the event an employee is separated because of death, sick leave shall be paid in the final paycheck in the manner calculated above. F. Attendance Incentive Plan 1. The Attendance Incentive Plan is designed to reward regular full and regular part-time employees with good attendance records, on an annual basis, by permitting them to convert a portion of their accrued, unused sick leave to vacation and/or pay. AGENN•0111) •"R FEB 2 0 1996 P9 �__ p D 1 COLLIER COUNTY HUMAN RESOURCES POLICIES AND PROCEDURES MANUAL EFFECTIVE DATE: March 1, 1996 SUBJECT: Paid Leaves of Absence - PAGE 0280 NUMBER: 5 of 15 CATEGORY: Leave 2 . For administrative purposes, the attendance record of each employee is reviewed by the Human Resources Department on an annual basis from January 1 to the end of the last pay period of the calendar year. The attendance incentive will be tabulated by using the leave report provided by the • Payroll Department. To be eligible for the incentive, an employee must have completed one (1) full year of employment on December 31. 3 . The conversion of sick leave shall be in accordance with the following schedule: Sick 'Leave Used During Year Incentive None used - Perfect Attendance Convert 3 days sick leave to vacation or convert 3 days sick leave to 1 day vacation and 2 day's pay. 1 day or less used (normal Convert 2 days to workday) vacation. 2 days or less used Convert 1 day to annual (normal workday) vacation. _._. ._. . ..More than 2 .days. used.__._�_._.__.. ..... ...No hoursmay._b normal workday) converted 4 . Employees' who- do not wish to convert unused sick leave may continue the accrued hours in their sick . l.eave account provided the Human Resources Department is advised of this choice in writing. 5. Employee participation in the leave bank program will not impact their eligibility for the Attendance Incentive Program. G. Leave Bank 1. An employee having used all his/her sick and vacation leave due to absence resulting from a serious illness, y accident, or disability may receive sick and/or vacation donated on a voluntary basis by follow omployaaa in accordance with the following quidolinag. AUNWkiVt, FEB 20 1996 Pg l.� . 8 D 1 • COLLIER COUNTY HUMAN RESOURCES POLICIES AND PROCEDURES MANUAL EFFECTIVE DATE: March 1, 1996 -^" SUBJECT: Paid Leaves of Absence - PAGE • 0280 NUMBER: 6 of 15 • CATEGORY: Leave 2 . An employee must contribute at least eight (8) hours of accrued, non-used sick and/or vacation to participate in the leave bank program. Other eligibility criteria include ` being a Regular Full-time or Part-time employee who has successfully completed their initial six month probationary , :' period, having a current performance evaluation of meets standards or better, and a satisfactory sick leave record. 3 . Every six (6) months, the Human Resources Director will review the leave bank balance and determine if sufficient time is available. If not, a notice will be sent to all employees requiring further donations in order to continue their participation in the program. Normally, the donated time will be in four (4) or eight (8) hour blocks depending upon the prior utilization of the bank. 4 . The Department Director, with the approval of the Division Administrator, may request the establishment of a leave bank account for an employee. This request must be submitted in writing to the Human Resources Director. The • Human Resources Director shall present this request to the Employee Advisory Committee at their next scheduled meeting. The Employee Advisory Committee shall review the request in accordance with the eligibility criteria above, and recommend approval or denial to the County Administrator or his Designee. �� 5. Use of leave bank time shall not exceed three (3) • -• calendar months. Exceptions to the above must be recommended by the Employee Advisory Committee and approved by the County Administrator or his Designee. 6. Leave bank donations are authorized by completing a Leave Bank Form signed and dated by the employee. • 7 . As long as an employee is in pay status, the County will maintain its contribution to the health insurance • program for the employee. 8 . Employee donations to the leave bank will not impact their eligibility for the Attendance Incentive Program. 11 AGENNIT Np, lIJ . FEB 2 01996 i.' P9_ _ Y• I Y " it► r ;: / / ^ , . • r i 8 D 1 COLLIER COUNTY HUMAN RESOURCES POLICIES AND PROCEDURES MANUAL EFFECTIVE • DATE: March 1, 1996 SUBJECT: Paid Leaves of Absence - PAGE 0280 NUMBER: 7 of 15 CATEGORY: Leave 9. An employee receiving paid leave from the sick leave bank as a result of the employee's own serious health condition as defined in Section 0290(A) (2). Unpaid Leaves of Absence shall be considered to be on medical leave. Such leave shall be counted against the employee's leave entitlement in accordance with the Family and Medical Leave Act of 1993. II . Vacation A. Eligibility All regular full-time and regular part-time employees shall 1 be entitled to earn vacation pay, provided the time has been accrued at the beginning of the pay period for the time taken. Vacation is accrued from the date of hire and is retroactive to the hire date upon successful completion of the probationary period. Under no circumstances shall temporary, contractual, emergency, or similar employees be entitled to vacation benefits. Employees must complete the initial six (6) month probationary period before taking vacation. B. Accrual of Vacation Leave 1. Vacation leave for regular full-time and regular part-time employees hired after September 30, 1993 shall be accrued from the date of hire for each normally scheduled hour of work, based upon the following hourly rates: i! r YEARS OF HOURLY BIWEEKLY ANNUAL NUMBER EMPLOYMENT ACCRUAL ACCRUAL AMOUNT OF DAYS 1st - 4th year .0385 3 .08 hrs. 80 hrs. 10 5th year .0577 4 . 62 hrs. 120 hrs. 15 2 . Vacation leave for regular full-time and regular part- time employees hired on or prior to September 30, 1993 i ' shall be based upon the following hourly rates: YEARS OF HOURLY BIWEEKLY ANNUAL NUMBER EMPLOYMENT ACCRUAL ACCRUAL AMOUNT OF DAYS 1st year .0385 3. 08 hrs. 80 hrs. 10 AGEMp I ' 2nd year . 0577 4 .62 hrs. 120 hrs. 15 $0. -W FEB 2 0 1996 Pg _ • 8 - D 1 • COLLIER COUNTY HUMAN RESOURCES POLICIES AND PROCEDURES MANUAL EFFECTIVE DATE: March 1, 1996 SUBJECT: Paid Leaves of Absence - PAGE 0280 NUMBER: 8 of 15 CATEGORY: Leave 3 . For regular part-time employees whose normal work week is twenty (20) hours or more, the hourly accrual rate is the same as for 40 hour per week employees. For example, a • twenty (20) hour employee would earn five (5) days vacation per year the first year of employment. 4 . For employees whose normal work week is over forty (40) hours, the hourly accrual rate is the same as a forty (40) hour employee. 5. Vacation shall be accrued on regular hours worked, earned vacation taken, earned sick hours taken, jury duty and military leave. All other leave, whether with or without pay, and the hours worked in excess of the normal work period, whether paid at straight time or overtime, are excluded from hours worked when determining vacation accrual . • 6. Employees hired from Constitutional Officer agencies • without a break in continuous service may transfer their accumulated vacation time. Continuous service with these agencies shall count for vacation accrual and seniority (Service Award) , and sick leave upon termination purposes. This provision shall apply only to employees hired after September 30, 1992 . C. Maximum Vacation Accrual Hours • Vacation may be accrued to a maximum of six weeks (240 hours) . Leave in excess of 240 hours will be automatically converted to sick leave. Vacation may be extended beyond 240 hours to 360 hours when determined to be in the best interest of the County and with the prior approval of the County Administrator. Approval to extend beyond the 240 hour cap will be granted when: 1) The County must have the services of that employee for a period of time that would preclude the use of vacation and cause the employee's accrued leave to exceed 240 hours. 2) The employee is in "good standing" and was rated "meets standards" or better on their most recent performance appraisal . tiG W,h - --DU) FEB201996 Pg. '��+-- 1,1 COLLIER COUNTY HUMAN RESOURCES 8 0 1 POLICIES AND PROCEDURES MANUAL EFFECTIVE DATE: March 1, 1996 E SUBJECT: Paid Leaves of Absence - PAGE ; 0280 NUMBER: 9 of 15 CATEGORY: Leave r '.,, 3) The employee agrees in writing to take annually at least 80 hours of vacation during any year in which the employee's vacation exceeds 240 hours, Failure to do so will cauno automatic conversion to nick leave. D. Use of Vacation r' 1 . Vacation may be used for personal reasons not otherwise prohibited by the County. 2 . With the supervisor's approval, vacation may be used for uncovered portions of sick leave if all sick leave has been exhausted. • E. Break in Continuous Employment ', °t 1. When there has been a break in continuous employment for thirty (30) days or more, exce Pany approved t for leave or `! '.• a layoff, the affected employee, upon reinstatement or re-employment, will begin accruing vacation as a new employee. 2 . Vacation shall not be earned by an employee during a , J. pay, leave of absence without pay, a suspension without when the employee is otherwise in a non-pay status. or F. Illness During Vacation An employee who becomes sick while on an approved vacation may be allowed to use accrued sick leave credits to cover the period ,; of illness, upon the employee's return, the supervisor may require a jj medical certificate documenting the illness. G. Holidays During Vacation Holidays occurring while an employee is on vacation shall . not be charged to vacation pay. The employee shall receive holiday pay. ,/ H. Payment in Lieu of Vacation , An employee shall not be paid in lieu of taking a vacation except as • P provided herein under section L. Vacation "Buy Back". • I psEric dd c/�� Iv �lI s 11 � � *top 4 S f '� -`t� �� : "'. k �r 111 FEB 2 0 1996 Pg_1 I ..I / tee:'/. 'F; • % 4 r.oo U 1 ' COLLIER COUNTY HUMAN RESOURCES (1 POLICIES AND PROCEDURES MANUAL EFFECTIVE DATE: March 1, 1996 ',1• SUBJECT: Paid Leaves of Absence - PAGE 0280 NUMBER: 10 of 13 CATEGORY: Leave 'r ^`;� I . Scheduling Use of Vacation , ; 1. Whenever possible, all requests for vacation must be approved in advance by the Department Director. The , ; �, Department Director shall make provisions annually for • scheduling vacation in such a way that it will not impair • the efficient operation of the department. The Department Director's determination of the schedule shall be final. 2 . The Department Director may deny use of vacation if advance notice has not been received or when such absence would interfere with the work schedule of the department. - ` 3 . A Department Director may, upon reasonable notice, require an employee to schedule and use any part of his/her accrued vacation at the convenience of, and for the effective operation of, the department. 4 . The minimum charge for vacation shall be in one (1) hour units. 5. Vacation may not be taken until earned. J. Vacation Pay in Advance • 1. Requests for a vacation check in advance requires a written request two (2) weeks prior to the end of the pay period in which the employee wants the vacation check. 2 . The written request must show the number of vacation hours to be paid in advance and the specific dates of the vacation. • 3 . The request shall contain the employee's Social Security • Number, and must be approved by the Department Director, ' and forwarded to the Payroll Department. K. Vacation Pay Upon Termination li • 1 . Employees who resign, are laid off, or are otherwise separated or discharged from the County Service shall be entitled to be paid for any unused vacation balance earned ,,, by them as of the date of termination, provided the , • employee has successfully completed an initial six month probationary period. nGEnoi0T no. (l j FEB 2 /0 199G . . r I ' 7 i 8 D 1 ' "; " j COLLIER COUNTY HUMAN RESOURCES POLICIES AND PROCEDURES MANUAL EFFECTIVE DATE: March 1, 1996 SUBJECT: Paid Leaves of Absence - PAGE r. 0280 NUMBER: 11 of 15 CATEGORY: Leave 2 . An employee who fails to complete an initial six (6) month probationary period shall not be entitled to vacation pay upon termination. ry, • 3 . Vacation pay at separation shall not exceed 240 hours unless the employee was granted an extension beyond the 240 hour cap by the County Administrator. 4 . Vacation pay for separating employees shall be included with their final paycheck whenever possible. >s. 5. In the event an employee is separated because of death, vacation pay, not to exceed 240 hours, shall be paid in the final paycheck. ' ' L. Vacation ',Buy Back,' 1. Twice each year, during the months of June and December, • , employees shall be allowed to "buy back" up to 80 hours of vacation annually at 85% of the employee's current rate of ' pay. 2 . Employees utilizing this provision must buy back a ' minimum of 20 hours and must retain a minimum vacation balance of 80 hours. • 3. Exceptions may be granted only by the County • Admillis,tr, a.r. III . Holidays • A. Established Holidays All regular full-time and regular employees are entitled to eleven (11) o part-time County paid holidays annually. The eleven (11) fixed holidays are: New Year's Day January 1 Martin Luther King Holiday Third Monday in January President's Day Third Monday in February 4 Memorial Day Last Monday in May .e Independence Day July 4 Labor Day First Monday in September AGENC 1 kr' NO._Ll AI,' FEB 2 0 1996 Pg S—_ • COLLIER COUNTY HUMAN RESOURCES POLICIES AND PROCEDURES MANUAL EFFECTIVE DATE: March 1, 1996 SUBJECT: Paid Leaves of Absence - PAGE l 0280 NUMBER: 12 of 15 CATEGORY: Leave Veteran's Day November 11 Thanksgiving Day Fourth Thursday in November Day After Thanksgiving Friday Christmas Eve December 24 Christmas Day December 25 • B. Holiday Observance Holidays falling on a Saturday will be observed on the preceding Friday. Holidays falling on a Sunday will be observed on the following Monday. When Christmas Eve falls on a Friday, Christmas Day will be observed on the following Monday. Exceptions to the established holidays, or their observance, shall be approved • by the Board of County Commissioners. C. Holiday Payment 1. Employees will be compensated for holidays on the basin of their regular straight time rate for a normal workday. Holidays shall count as productive time when computing overtime • pay. Employees scheduled for a 24 hour shift shall receive holiday pay at the rate of time-and-one half. 1 2 . An employee must work or be in pay status before and after the holiday to be eligible for holiday pay. Employees on leave without pay or an unpaid leave of absence shall not be eligible for holiday pay for any holidays occurring while in :__...-_.- such unpaid status. • 3 . When, in the opinion of the Department Director, it t becomes necessary to require employees to work on an official t holiday, such employees shall receive holiday eight hours pay (not to exceed g pay) in addition to pay for time actually worked, or be given another day off at the option of the department during that workweek. a. An employee who is scheduled to work on a holiday and who, without notice or valid reason, fails to report for such work, may, at the discretion of the Division Administrator, lose holiday pay for the number of hours he or she would • otherwise have worked. AGENT �= �� FEB 2 0 1996 - 1 p 1 0 COLLIER COUNTY HUMAN RESOURCES POLICIES AND PROCEDURES MANUAL EFFECTIVE DATE: March 1, 1996 SUBJECT: Paid Leaves of Absence - PAGE 0280 NUMBER: 13 of 15 CATEGORY: Leave b. Regular part-time employees who are required to work on a holiday shall receive holiday pay equal to the number of hours of their normal workday plus pay for the number of hours actually worked. • 4 . Temporary employees do not receive holiday pay. When such employees work a holiday, they shall be paid for the hours actually worked at their regular straight-time rate of pay unless a non-exempt employee would then be working in excess of 40 hours during that week. 5. Employees receiving workers' compensation will receive the workers' compensation rate of pay on a recognized holiday. • IV. Bereavement Leave • k A. In the event of a death to a member of an employee's immediate family, bereavement leave with pay shall be granted. This ` is a separate leave account and is not charged against any other leave account. Bereavement leave shall not exceed three (3) days. For employees whose work week is over forty (40) hours, bereavement \ leave may be taken as one ( 1) 24-hour shift or three (3) eight-hour days depending upon the circumstances. B. For purposes of this policy, family is defined as: husband, wife, mother, father, mother-in-law, father-in-law, brother, sister, brother-in-law, sister-in-law, children, foster children, step-parents, step-children, grandchildren, grandparents, aunt, uncle, or a close relative living with the employee. f C. Additional days, if requested, may be granted to an • employee and charged against the employee's accrued compensatory And vacation leave. Sick leave may not be used for bereavement. D. Each employee requesting and receiving paid bereavement • leave may be required to furnish evidence of the name and • relationship of the family member involved. Such evidence might include a physician's statement, death certificate, newspaper report, etc. E. Leave for bereavement or to attend funerals other than those defined as family in this policy may be granted in accordance with the vacation policy. AGES+ti (� FEB 2 0 1996 P 9_L_l-- Q ; ; COLLIER COUNTY HUMAN RESOURCES 8 D POLICIES AND PROCEDURES MANUAL EFFECTIVE DATE: March 1, 1996 SUBJECT: Paid Leaves of Absence - PAGE 0280 NUMBER: 14 of 15 CATEGORY: Leave • V. Military Leave A. Reserve and National Guard Training A regular full-time employee who is a member of the United States Armed Forces, Reserves or the National Guard, and who is ordered to engage in annual field training shall, upon presentation of a copy of official orders, be granted leave with pay. Such leave 1 with pay shall not exceed seventeen (17) working days in any calendar year. An employee may not use any accrued vacation or personal leave while receiving paid military leave. Exceptions to the above may be approved by the County Administrator. B. Recall to Active Military Duty Any regular full-time employee who is a member of an Armed Forces Reserve Unit or the National Guard, who is ordered to active duty will be granted a military leave of absence with pay for the first thirty (30) working days. Beyond this thirty (30) day period, the County will supplement the military pay in an amount necessary to bring the total salary, inclusive of the base military pay, to the • level earned at the time the employee was called to active duty, for '' a period of ninety (90) days. The County will continue to maintain • the employee in full benefits status for the time frame specified above. C. Induction or Enlistment into Military Service f_ Any regular full-time employee who enlists or is inducted into the armed services for active duty, shall be granted a military leave of absence without pay for the initial period of enlistment. All pay due the employee shall be paid at the time of the employee's separation from the County in accordance with applicable County policies. D. Reinstatement Upon discharge from active military service, an employee who wishes to return to county employment shall be reinstated in accordance with current federal regulations. VI. Personal Leave 1 • A. All County employees will be eligible for two (2) personal leave days with pay per calendar year. AGErft f FEB 2 0 1996 PU, J 4 - • . • 8 D COLLIER COUNTY HUMAN RESOURCES POLICIES AND PROCEDURES MANUAL EFFECTIVE DATE: March 1, 1996 SUBJECT: Paid Leaves of Absence - PAGE 0280 NUMBER: 15 of 15 CATEGORY: Leave B. The personal leave days will be credited to the employee at the time of hire. • C. Personal leave hours shall not accrue or be transferred to any other leave account and shall be forfeited by the employee if not used during the calendar year. D. The minimum charge for personal leave shall be in one (1) hour units. i E. Personal leave may be used by the employee to conduct personal business. Personal leave shall not be used for recreational use or in conjunction with holidays or vacation. 1) One personal leave day may be used to observe the Good Friday holiday, subject to attaining approval from the employee's supervisor at least two (2) weeks in advance • from the day of the holiday. Staffing requirements and the ability to serve the public shall be considered in • approving the leave request. - F.F. Whenever possible, personal leave time will be applied for and approved at least five (5) days in advance. VII . Administrative Leave • A. . When determined--ta-,..k i,in the best interest of the County, — the • ._ the Department Director may' place an employee on administrative leave with pay. . • • B. Administrative leave may be utilized for the time frame before and/or after a pre-suspension/termination hearing, the investigation of a potential disciplinary matter when it is determined to be in the best interest of the County not to have the employee present at the work site or other appropriate reasons. The Department Director shall coordinate this action with the Human Resources Director. 1 . VADia(1 ) FEB 2 0 1996 P9