EMPLOYEE ENTRY INTO BARGAINING UNITS COVERED BY THIS MOU. Employees who enter a bargaining unit covered by this Agreement after January 1, 2002 shall have two full calendar years to reduce his/her vacation balance to the maximum allowable, unless the employee is coming from a bargaining unit where the "maximum allowable vacation balance" is already applicable. After two full calendar years, the vacation leave balance of any employee which exceeds the maximum balance allowable will be adjusted downward to the maximum balance (by placing the excess vacation in a departmental catastrophic sick leave pool) and the County will thereafter have no obligation with respect to the vacation leave affected by the adjustment. Department Heads shall make a reasonable effort to accommodate written vacation leave requests submitted by employees which state that the purpose of such request is to reduce accrued vacation leave balances to the level which can be paid for in cash upon termination or to avoid a downward adjustment.
EMPLOYEE ENTRY INTO BARGAINING UNITS COVERED BY THIS MOU. 1. Employees who enter a bargaining unit covered by this Agreement and who are hired prior to January 5, 2014 and are not subject to a maximum vacation accrual shall have one (1) full calendar year to reduce his/her vacation balance to the maximum allowable, unless the employee is coming from a bargaining unit where the “maximum allowable vacation balance” is already applicable. After one (1) full calendar year, the vacation leave balance of any employee which exceeds the maximum balance allowable will be adjusted downward to the maximum balance allowable (by placing the excess vacation in a departmental catastrophic sick leave pool) and the County will thereafter have no obligation with respect to the vacation leave affected by the adjustment. Department Heads shall make a reasonable effort to accommodate written vacation leave requests submitted by employees which state that the purpose of such request is to reduce accrued vacation leave balances to the level which can be paid for in cash upon termination or to avoid a downward adjustment.
EMPLOYEE ENTRY INTO BARGAINING UNITS COVERED BY THIS MOU. Employees hired on or after December 29, 2019, and who come from a County representation unit where the vacation accrual limits are not subject to provisions equivalent to those in subsection 10.A.3. above shall be subject to provisions outlined in subsection 10.A.3. above. Notwithstanding the above, upon entry into this bargaining unit, for those that have a vacation balance in excess of two (2) times the accrual rate, he/she shall have his/her vacation balance reduced and subject to the maximum balance as provided in subsection 10.C.3. effective the pay period containing January 1 of the calendar year following his/her appointment into the bargaining unit to allow time for the employee to reduce their balance below the cap. The vacation leave balance of any employee which exceeds the maximum balance allowable will be adjusted downward to the maximum balance in subsection 10.A.3. (by placing the excess vacation in a departmental catastrophic sick leave pool) and the County will thereafter have no obligation with respect to the vacation leave affected by the adjustment. The Agency/Department Head shall make a reasonable effort to accommodate written vacation leave requests submitted by such employees which state that the purpose of such request is to reduce accrued vacation leave balances to the level which can be paid for in cash upon termination or to avoid a downward adjustment.
EMPLOYEE ENTRY INTO BARGAINING UNITS COVERED BY THIS MOU. This subsection applies to those hired as employees of Alameda County on or after October 17, 2010 who enter a bargaining unit covered by this Agreement and come from a County representation unit where the vacation accrual limits are not subject to provisions equivalent to those in Section C. above. These employees shall be subject provisions outlined in Section C. above. Notwithstanding the above, upon entry into this bargaining unit, for those that have a vacation balance in excess of the two times accrual rate, he/she shall have his/her vacation balance reduced and subject to the maximum balance as provided in Section C by the pay period containing January 1 of the year following his/her appointment into the bargaining unit. The vacation leave balance of any employee which exceeds the maximum balance allowable will be adjusted downward to the maximum balance in Section C (by placing the excess vacation in a departmental catastrophic sick leave pool) and the County will thereafter have no obligation with respect to the vacation leave affected by the adjustment. The Department Head shall make a reasonable effort to accommodate written vacation leave requests submitted by such employees which state that the purpose of such request is to reduce accrued vacation leave balances to the level which can be paid for in cash upon termination or to avoid a downward adjustment.
EMPLOYEE ENTRY INTO BARGAINING UNITS COVERED BY THIS MOU. Employees hired on or after December 27, 2020, and who come from a County representation unit where the vacation accrual limits are not subject to provisions equivalent to those in Section 13.A.2. or 13.A.3. above shall be subject to provisions outlined in Section 13.A.2. or 13.A.3. above. Notwithstanding the above, upon entry into this bargaining unit, for those that have a vacation balance in excess of two (2) times the accrual rate, he/she shall have his/her vacation balance reduced and subject to the maximum balance as provided in Section 13.C. effective the pay period containing January 1 of the calendar year following his/her appointment into the bargaining unit to allow time for the employee to reduce his/her balance below the cap. The vacation leave balance of any employee which exceeds the maximum balance allowable will be adjusted downward to the maximum balance in Section
EMPLOYEE ENTRY INTO BARGAINING UNITS COVERED BY THIS MOU. This subsection applies to those hired as employees of Alameda County on or after January 10, 2010 who enter a bargaining unit covered by this MOU and come from a County representation unit where the vacation accrual limits are not subject to provisions equivalent to those in subsections 23.A.1 above. Notwithstanding the above, upon entry into this bargaining unit, for those that have a vacation balance in excess of the two (2) times accrual rate, he/she shall have his or her vacation balance reduced and subject to the maximum balance as provided in subsection
EMPLOYEE ENTRY INTO BARGAINING UNITS COVERED BY THIS MOU. 1. Employees hired on or after September 29, 2013 and before December 27, 2020, and who come from a County representation unit where the vacation accrual limits are not subject to provisions equivalent to those in Section 12.A.2. above shall be subject to provisions outlined in Section
EMPLOYEE ENTRY INTO BARGAINING UNITS COVERED BY THIS MOU. This subsection applies to employees who come from a County representation unit where the vacation accrual limits are not subject to provisions equivalent to those in subsection 10.B. (For Persons Hired on or After January 10, 2010) or 10.C. (All Employees Effective August 16, 2025) above. These employees shall be subject to provisions outlined in subsection 10.B. (For Persons Hired on or After January 10, 2010), or if hired or enter a bargaining unit covered by this MOU on or after August 16, 2025, shall be subject to the provisions outlined in subsection 10.C. (All Employees Effective August 16, 2025). Notwithstanding the above, upon entry into this bargaining unit, any employee who has a vacation balance in excess of the two (2) times accrual rate, shall have his/her vacation balance in excess of the maximum balance allowable as provided in subsection 10.B. (For Persons Hired on or After January 1, 2010) and 10.C. (All Employees Effective August 16, 2025) paid in cash by the pay period containing January 1 of the year following his/her appointment into the bargaining unit and the employees shall henceforth be subject to the maximum allowable vacation accrual in subsection 10.C. (All Employees Effective August 16, 2025). The Department Head shall make a reasonable effort to accommodate written vacation leave requests submitted by such employees which state that the purpose of such request is to reduce accrued vacation leave balances to the maximum balance allowable.
EMPLOYEE ENTRY INTO BARGAINING UNITS COVERED BY THIS MOU a. Employees hired into this bargaining unit on or after January 8, 2012 and before December 29, 2019, and who come from a County bargaining unit where the vacation accrual limits are not subject to provisions equivalent to those in subsection 13.A.2. (For Employees Hired on or After January 8, 2012) above shall be subject to provisions outlined in subsection 13.A.2. (For Employees Hired on or After January 8, 2012) above. Notwithstanding the above, upon entry into this bargaining unit, for those that have a vacation balance in excess of two
EMPLOYEE ENTRY INTO BARGAINING UNITS COVERED BY THIS MOU. This subsection applies to those who enter a bargaining unit covered by this MOU and come from a County representation unit where the maximum vacation leave balances are not equivalent to those listed in subsections 10.B. (Effective January 1, 2017) and 10.C. (For Employees Hired On Or After October 17, 2010) above. These employees shall not accrue additional vacation until their maximum vacation balance falls below the maximum accrual as stated in the appropriate subsection 10.B. (Effective January 1, 2017) or 10.C. (For Employees Hired On Or After October 17, 2010). The Agency/Department Head shall make a reasonable effort to accommodate written vacation leave requests submitted by employees that state the purpose of such request is to reduce their accrued vacation leave balances to the applicable maximum vacation balances as stated in the appropriate subsection 10.B. (Effective January 1, 2017) or 10.C. (For Employees Hired On Or After October 17, 2010).
