Common use of Leave Reserve Fund Clause in Contracts

Leave Reserve Fund. (USM Policy VII - 7.11) Request for leave under the LRF will be in accordance with USM Policy VII – 7.11 Policy on Reserve Fund (LRF) and the terms described below. Personal leave unused by an employee shall be remitted to the Leave Reserve Fund available for University employees. The Leave Reserve Fund provides paid leave to full time and part-time employees who become temporarily medically disabled. A person authorized to act on the employee’s behalf may make the leave request on behalf of the employee when the employee is unable to do so. An employee wishing to receive leave under this policy shall submit a request directly to the Office of Human Resources at the Institution where the employee works. The request may be submitted by using the “USM Leave Reserve Fund Request,” attached to this MOU, or by a written request containing the following information:  Employee’s name;  Name of Institution;  Employing department;  Employee’s position title, USM service date and number of months of creditable service;  Amount of leave and specific dates requested; and Physician’s certification of temporary disability which includes the physician’s judgment as to when the employee may reasonably be expected to return to work – a prognosis, not diagnosis, or appropriate documentation of the birth or adoption of a child, if the employee is requesting parental leave. (This information should be kept confidentially at the Institution and not forwarded to the USMO-HR.) If the Institution’s Department of HR determines that the employee is eligible to apply for leave from the LRF, it will forward the request for leave to the USMO-HR within five (5) working days following receipt of the request from an employee. The USMO-HR office will issue a response within five (5) working days after its receipt of a request for leave. An employee who is determined to be ineligible for leave from the LRF by his/her Institution’s Department of HR, or whose request for leave is denied by the USMO-HR , shall have the right to file a grievance concerning that determination in accordance with Section 13-201 et seq., of the Annotated Code of Maryland Education Article. Such a grievance shall be initiated at Step Two of that grievance procedure within five (5) days after receipt of the written determination of the Institution’s Department of HR or the USMO-HR which is the subject of the grievance. In the case a grievance concerning the denial of a request for leave by the USMO-HR, the written decision by the President or President’s designated representative shall be rendered after consultation with the Chancellor or the Chancellor’s designated representative. Beginning in March, 2013, upon written request from AFSCME MD, the USM (USMO-HR) on behalf of the USM Coalition will furnish the Union annually a report containing the following information for the preceding Calendar Year:

Leave Reserve Fund. (USM Policy VII - – 7.11) Request for leave under the LRF will be in accordance with USM Policy VII – 7.11 Policy on Reserve Fund (LRF) and the terms described below. Personal leave unused by an employee shall be remitted to the Leave Reserve Fund available for University University/College employees. The Leave Reserve Fund provides paid leave to full time and part-part- time employees who become temporarily medically disabled. A person authorized to act on the employee’s behalf may make the leave request on behalf of the employee when the employee is unable to do so. An employee wishing to receive leave under this policy shall submit a request directly to the Office of Human Resources at the Institution where the employee works. The request may be submitted by using the “USM Leave Reserve Fund Request,” attached to this MOU, or by a written request containing the following information:  Employee’s name;  Name of Institution;  Employing department;  Employee’s position title, USM service date and number of months of creditable service;  Amount of leave and specific dates requested; and Physician’s certification of temporary disability which includes the physician’s judgment as to when the employee may reasonably be expected to return to work – a prognosis, not diagnosis, or appropriate documentation of the birth or adoption of a child, if the employee is requesting parental leave. (This information should be kept confidentially at the Institution and not forwarded to the USMO-HR.) If the Institution’s Department of HR determines that the employee is eligible to apply for leave from the LRF, it will forward the request for leave to the USMO-HR within five (5) working days following receipt of the request from an employee. The USMO-HR office will issue a response within five (5) working days after its receipt of a request for leave. An employee who is determined to be ineligible for leave from the LRF by his/her Institution’s Department of HR, or whose request for leave is denied by the USMO-HR , shall have the right to file a grievance concerning that determination in accordance with Section 13-201 et seq., of the Annotated Code of Maryland Education Article. Such a grievance shall be initiated at Step Two of that grievance procedure within five (5) days after receipt of the written determination of the Institution’s Department of HR or the USMO-HR which is the subject of the grievance. In the case a grievance concerning the denial of a request for leave by the USMO-HR, the written decision by the President or President’s designated representative shall be rendered after consultation with the Chancellor or the Chancellor’s designated representative. Beginning in March, 2013, upon written request from AFSCME MD, the USM (USMO-HR) on behalf of the USM Coalition will furnish the Union annually a report containing the following information for the preceding Calendar Year:

Leave Reserve Fund. (USM Policy VII - 7.11) Request for leave under the LRF will be in accordance with USM Policy VII – 7.11 Policy on Reserve Fund (LRF) and the terms described below. Personal leave unused by an employee shall be remitted to the Leave Reserve Fund available for University employees. The Leave Reserve Fund provides paid leave to full time and part-time employees who become temporarily medically disabled. A person authorized to act on the employee’s behalf may make the leave request on behalf of the employee when the employee is unable to do so. An employee wishing to receive leave under this policy shall submit a request directly to the Office of Human Resources at the Institution where the employee works. The request may be submitted by using the “USM Leave Reserve Fund Request,” attached to this MOU, or by a written request containing the following information:  Employee’s name;  Name of Institution;  Employing department;  Employee’s position title, USM service date and number of months of creditable service;  Amount of leave and specific dates requested; and Physician’s certification of temporary disability which includes the physician’s judgment as to when the employee may reasonably be expected to return to work – a prognosis, not diagnosis, or appropriate documentation of the birth or adoption of a child, if the employee is requesting parental leave. (This information should be kept confidentially at the Institution and not forwarded to the USMO-HR.) If the Institution’s Department of HR determines that the employee is eligible to apply for leave from the LRF, it will forward the request for leave to the USMO-HR within five (5) working days following receipt of the request from an employee. The USMO-HR office will issue a response within five (5) working days after its receipt of a request for leave. An employee who is determined to be ineligible for leave from the LRF by his/her Institution’s Department of HR, or whose request for leave is denied by the USMO-HR , shall have the right to file a grievance concerning that determination in accordance with Section 13-201 et seq., of the Annotated Code of Maryland Education Article. Such a grievance shall be initiated at Step Two of that grievance procedure within five (5) days after receipt of the written determination of the Institution’s Department of HR or the USMO-HR which is the subject of the grievance. In the case a grievance concerning the denial of a request for leave by the USMO-HR, the written decision by the President or President’s designated representative shall be rendered after consultation with the Chancellor or the Chancellor’s designated representative. Beginning in March, 20132016, upon written request from AFSCME MD, the USM (USMO-HR) on behalf of the USM Coalition will furnish the Union annually a report containing the following information for the preceding Calendar Year:

Leave Reserve Fund. (USM Policy VII - – 7.11) Request for leave under the LRF will be in accordance with USM Policy VII – 7.11 Policy on Reserve Fund (“LRF”) and the terms described below. Personal leave unused by an employee shall be remitted to the Leave Reserve Fund LRF available for University University/College employees. The Leave Reserve Fund LRF provides paid leave to full time and part-time employees who become temporarily medically disabled. A person authorized to act on the employee’s behalf may make the leave request on behalf of the employee when the employee is unable to do so. An employee wishing to receive leave under this policy shall submit a request directly to the Office of Human Resources at the Institution where the employee works. The request may be submitted by using the “USM Leave Reserve Fund Request,” attached to this MOU, or by a written request containing the following information:  • Employee’s name;  • Name of Institution;  • Employing department;  • Employee’s position title, USM service date and number of months of creditable service;  • Amount of leave and specific dates requested; and • Physician’s certification of temporary disability which includes the physician’s judgment as to when the employee may reasonably be expected to return to work – a prognosis, not diagnosis, or appropriate documentation of the birth or adoption of a child, if the employee is requesting parental leave. (This information should be kept confidentially at the Institution and not forwarded to the USMO-HR.) If the Institution’s Department of HR determines that the employee is eligible to apply for leave from the LRF, it will forward the request for leave to the USMO-HR within five (5) working days following receipt of the request from an employee. The USMO-HR office will issue a response within five (5) working days after its receipt of a request for leave. An employee who is determined to be ineligible for leave from the LRF by his/her Institution’s Department of HR, or whose request for leave is denied by the USMO-HR HR, shall have the right to file a grievance concerning that determination in accordance with Section 13-201 et seq., of the Annotated Code of Maryland Education Article. Such a grievance shall be initiated at Step Two of that grievance procedure within five (5) days after receipt of the written determination of the Institution’s Department of HR or the USMO-HR which is the subject of the grievance. In the case of a grievance concerning the denial of a request for leave by the USMO-HR, the written decision by the President or President’s designated representative shall be rendered after consultation with the Chancellor or the Chancellor’s designated representative. Beginning in March, 2013, upon written request from AFSCME MDthe Union, the USM (USMO-HR) on behalf of the USM Coalition will furnish the Union annually a report containing the following information for the preceding Calendar Year:

Leave Reserve Fund. (USM Policy VII - 7.11) Request for leave under the LRF will be in accordance with USM Policy VII – 7.11 Policy on Reserve Fund (LRF) and the terms described below. Personal leave unused by an employee shall be remitted to the Leave Reserve Fund available for University employees. The Leave Reserve Fund provides paid leave to full time and part-time employees who become temporarily medically disabled. A person authorized to act on the employee’s behalf may make the leave request on behalf of the employee when the employee is unable to do so. An employee wishing to receive leave under this policy shall submit a request directly to the Office of Human Resources at the Institution where the employee works. The request may be submitted by using the “USM Leave Reserve Fund Request,” attached to this MOU, or by a written request containing the following information:  • Employee’s name;  • Name of Institution;  • Employing department;  • Employee’s position title, USM service date and number of months of creditable service;  • Amount of leave and specific dates requested; and Physician’s certification of temporary disability which includes the physician’s judgment as to when the employee may reasonably be expected to return to work – a prognosis, not diagnosis, or appropriate documentation of the birth or adoption of a child, if the employee is requesting parental leave. (This information should be kept confidentially at the Institution and not forwarded to the USMO-HR.) If the Institution’s Department of HR determines that the employee is eligible to apply for leave from the LRF, it will forward the request for leave to the USMO-HR within five (5) working days following receipt of the request from an employee. The USMO-HR office will issue a response within five (5) working days after its receipt of a request for leave. An employee who is determined to be ineligible for leave from the LRF by his/her Institution’s Department of HR, or whose request for leave is denied by the USMO-HR , shall have the right to file a grievance concerning that determination in accordance with Section 13-201 et seq., of the Annotated Code of Maryland Education Article. Such a grievance shall be initiated at Step Two of that grievance procedure within five (5) days after receipt of the written determination of the Institution’s Department of HR or the USMO-HR which is the subject of the grievance. In the case a grievance concerning the denial of a request for leave by the USMO-HR, the written decision by the President or President’s designated representative shall be rendered after consultation with the Chancellor or the Chancellor’s designated representative. Beginning in March, 2013, upon written request from AFSCME MD, the USM (USMO-HR) on behalf of the USM Coalition will furnish the Union annually a report containing the following information for the preceding Calendar Year:

Leave Reserve Fund. (USM Policy VII - 7.11) Request for leave under the LRF will be in accordance with USM Policy VII – 7.11 Policy on Reserve Fund (LRF) and the terms described below. Personal leave unused by an employee shall be remitted to the Leave Reserve Fund available for University employees. The Leave Reserve Fund provides paid leave to full time and part-time employees who become temporarily medically disabled. A person authorized to act on the employee’s behalf may make the leave request on behalf of the employee when the employee is unable to do so. An employee wishing to receive leave under this policy shall submit a request directly to the Office of Human Resources at the Institution where the employee works. The request may be submitted by using the “USM Leave Reserve Fund Request,” attached to this MOU, or by a written request containing the following information:  • Employee’s name;  • Name of Institution;  • Employing department;  • Employee’s position title, USM service date and number of months of creditable service;  • Amount of leave and specific dates requested; and Physician’s certification of temporary disability which includes the physician’s judgment as to when the employee may reasonably be expected to return to work – a prognosis, not diagnosis, or appropriate documentation of the birth or adoption of a child, if the employee is requesting parental leave. (This information should be kept confidentially at the Institution and not forwarded to the USMO-HR.) If the Institution’s Department of HR determines that the employee is eligible to apply for leave from the LRF, it will forward the request for leave to the USMO-HR within five (5) working days following receipt of the request from an employee. The USMO-HR office will issue a response within five (5) working days after its receipt of a request for leave. An employee who is determined to be ineligible for leave from the LRF by his/her Institution’s Department of HR, or whose request for leave is denied by the USMO-HR , shall have the right to file a grievance concerning that determination in accordance with Section 13-201 et seq., of the Annotated Code of Maryland Education Article. Such a grievance shall be initiated at Step Two of that grievance procedure within five (5) days after receipt of the written determination of the Institution’s Department of HR or the USMO-HR which is the subject of the grievance. In the case a grievance concerning the denial of a request for leave by the USMO-HR, the written decision by the President or President’s designated representative shall be rendered after consultation with the Chancellor or the Chancellor’s designated representative. Beginning in March, 20132016, upon written request from AFSCME MD, the USM (USMO-HR) on behalf of the USM Coalition will furnish the Union annually a report containing the following information for the preceding Calendar Year:

Leave Reserve Fund. (USM Policy VII - – 7.11) Request for leave under the LRF will be in accordance with USM Policy VII – 7.11 Policy on Reserve Fund (LRF) and the terms described below. Personal leave unused by an employee shall be remitted to the Leave Reserve Fund available for University University/College employees. The Leave Reserve Fund provides paid leave to full time and part-time employees who become temporarily medically disabled. A person authorized to act on the employee’s behalf may make the leave request on behalf of the employee when the employee is unable to do so. An employee wishing to receive leave under this policy shall submit a request directly to the Office of Human Resources at the Institution where the employee works. The request may be submitted by using the “USM Leave Reserve Fund Request,” attached to this MOU, or by a written request containing the following information:  • Employee’s name;  • Name of Institution;  • Employing department;  • Employee’s position title, USM service date and number of months of creditable service;  • Amount of leave and specific dates requested; and Physician’s certification of temporary disability which includes the physician’s judgment as to when the employee may reasonably be expected to return to work – a prognosis, not diagnosis, or appropriate documentation of the birth or adoption of a child, if the employee is requesting parental leave. (This information should be kept confidentially at the Institution and not forwarded to the USMO-HR.) If the Institution’s Department of HR determines that the employee is eligible to apply for leave from the LRF, it will forward the request for leave to the USMO-HR within five (5) working days following receipt of the request from an employee. The USMO-HR office will issue a response within five (5) working days after its receipt of a request for leave. An employee who is determined to be ineligible for leave from the LRF by his/her Institution’s Department of HR, or whose request for leave is denied by the USMO-HR , shall have the right to file a grievance concerning that determination in accordance with Section 13-201 et seq., of the Annotated Code of Maryland Education Article. Such a grievance shall be initiated at Step Two of that grievance procedure within five (5) days after receipt of the written determination of the Institution’s Department of HR or the USMO-HR which is the subject of the grievance. In the case a grievance concerning the denial of a request for leave by the USMO-HR, the written decision by the President or President’s designated representative shall be rendered after consultation with the Chancellor or the Chancellor’s designated representative. Beginning in March, 2013, upon written request from AFSCME MDthe FOP, the USM (USMO-HR) on behalf of the USM Coalition will furnish the Union annually a report containing the following information for the preceding Calendar Year: