Long Term Sick Leave (LTSL earnings: Employees in active full time status accrue 2.77 hours of paid LTSL for each completed eighty (80) hours of service per biweekly pay period to be credited to a cumulative LTSL account. Credit is given for all time in active pay status, but not for time on leave of absence without pay. Unused LTSL shall be cumulative without limit. Employees are required to comply with the LTSL rules and policies instituted by Management. It is understood between the parties that employees failing to comply with such rules and policies shall not be paid for such leave. Application for LTSL with intent to defraud, falsification of a LTSL request and/or falsification of medical certification and/or documentation may result in dismissal as well as refund of any salary or wages paid therefore. Management may request a medical certification from an employee where there is indication of abuse of LTSL. If Management requires a second opinion from a physician of its choosing, the cost of such examination shall be paid for by the County.
Long Term Sick Leave (LTSL. Conversion at Retirement or Death Employees taking retirement at age fifty-five (55) or over with at least ten
Long Term Sick Leave (LTSL earnings: Employees in active full-time status accrue 2.77 hours of paid LTSL for each completed eighty (80) hours of service per biweekly pay period to be credited to a cumulative LTSL account. A maximum of nine (9) days (72 hours) of sick leave for employees in active part time status shall be accrued at the rate of 2.77 hours of paid LTSL for each completed eighty
Long Term Sick Leave (LTSL. Conversion Employees hired on or before December 31, 2007 and taking retirement at age fifty-five (55) or over with at least ten (10) years of Xxxxxxxxxx County service credit under the Public Employees Retirement System, employees with at least thirty (30) years service credit under the Public Employees Retirement System, and the estate of employees who die while employed full-time with the County shall receive cash payment for accumulated LTSL at the employee’s base rate of pay at the time of separation at the rate of one (1) hour of pay for every two (2) hours of accumulated balance for the first 3000 hours, up to a maximum of 1500 hours total. Employees hired on or after January 1, 2008 and taking retirement at age fifty-five
Long Term Sick Leave (LTSL. This account applies only to employees with sick leave accounts greater than 60 days prior to adoption of Resolution No. 2921 on June 23, 1984. LTSL will not result in compensation unless approved for use in the following ways: (1) LTSL may be used by employees when absence due to their own illness has exhausted their Extended Illness account. (2) In the event an immediate family member as defined in Section 2.a. above suffers a serious illness which requires the employee to be absent for four or more days, use of LTSL may be approved under procedures outlined below. Approving LTSL for a family member’s illness requires a request from the employee's manager to Human Resources and Development Management confirming that the employee's situation qualifies for use of LTSL. Upon approval, Human Resources and Development activates a Request for Personnel Action form to Accounting. If the employee's absence due to family illness is less than four days, it is charged to regular Paid Time Off or Extended Illness leave. When time logs are due and it is too soon to know how long the absence will be, it should be charged to regular Paid Time off or Extended Illness leave. If the absence is four or more days, the charges are to be corrected following approval of the request as described above. LTSL cannot be authorized on time logs alone.
Long Term Sick Leave (LTSL usage: Employees may use LTSL from their LTSL account, upon approval by Management, for absence:
Long Term Sick Leave (LTSL. This account applies only to employees with sick leave accounts greater than 60 days prior to adoption of Resolution No. 2921, when sick leave accounts were limited to 120 days (900 or 960 hours). The LTSL account is composed entirely of half of whatever sick leave beyond 60 days was in accounts on June 23, 1984 when the other half was converted to Pooled Leave. Since this account is composed of the non-payable portion of the former sick leave account, it will not result in compensation unless approved for use in the following ways: LTSL may be used by employees when absence due to illness has exhausted their extended illness account. In the event an immediate family member as defined in 3.a. above suffers a serious illness (for example, terminal illness) which requires the employee to be absent for four or more days, LTSL may be approved under procedures outlined below. Approving LTSL for dependent illness requires a request from the employee's manager to Human Resources and Development Management confirming that the employee's situation qualifies for use of LTSL. Upon approval, Human Resources and Development activates a Request for Personnel Action form to Accounting. In determining eligibility for LTSL, it is important to balance the need for sensitivity with a concern for avoiding potential abuse. If the employee's absence due to family illness is less than three days, it is charged to regular paid time off leave. When time logs are due and it is too soon to know how long the absence will be, it should be charged to regular paid time off or extended illness leave. If the absence is three or more days, the charges are to be corrected following approval of the documentation outlined above. LTSL cannot be authorized on time logs alone.
