Use or Lose Leave. 1. Employees whose leave balances on September 15 disclose that they have leave, which is or will become “use or lose” will submit on or before October 1, plans to use such leave.
Use or Lose Leave. Employees faced with the possibility of loss of leave shall notify the Employer of their leave requests for the balance of the leave year before the end of pay period 24. Employees may donate annual leave under the Voluntary Leave Transfer Program. If leave is forfeited due to no fault of the employee, it will be restored in accordance with appropriate regulations.
Use or Lose Leave. The NRC agrees to continue its practice of advising employees about the law and regulations pertaining to the forfeiture of “use-or-lose” annual leave. Such advice will be given annually in writing and will be published far enough in advance of the end of the leave year to permit employees in a “use- or-lose” situation to meet the statutory and regulatory guidelines for avoiding forfeiture of annual leave.
Use or Lose Leave. All use or lose leave must be scheduled in writing by 1 July. Any use or lose annual leave, which has been denied, must be rescheduled in writing at least three (3) pay periods prior to the end of the leave year before forfeited leave can be considered for restoration. Restoration of forfeited leave will be processed in accordance with applicable Agency regulations. A fully completed OPM 71 (Application for Leave) satisfies the written scheduling requirement.
Use or Lose Leave. All use or lose leave must be scheduled in ATAAPS by 1 July. Any use or lose annual leave, which has been denied, must be rescheduled at least three (3) pay periods prior to the end of the leave year before forfeited leave can be considered for restoration. Restoration of forfeited leave will be processed in accordance with applicable Agency regulations.
Use or Lose Leave. If by November 15th, an employee submits a leave request to use his or her “use or lose” vacation leave, and that request is denied based on the legitimate business needs of LSC, the employee may carry over to the next year the hours of “use or lose” vacation leave that would have been used, subject to the following requirements: • The annual carryover is capped at 63.75 hours per calendar year • Hours carried over are valid only for one year • If employment terminates within the first quarter of the following year, the maximum vacation hour pay is 240 hours In lieu of carrying over vacation leave hours, an employee may opt to convert his or her “use or lose” vacation leave into sick leave to replace any sick leave used during the year.
Use or Lose Leave. It is agreed that each employee has an obligation to assist the EMPLOYER in the development of appropriate leave schedules so that no employee will forfeit leave. In support of this policy employees and supervisors are encouraged to request and schedule use or lose leave as early as practicable (prior to 1 October) for use throughout the leave year.
Use or Lose Leave. Employees faced with the possibility of loss of annual leave shall notify the Employer of their leave requests for the balance of the leave year by October 1. The Employer will approve such leave requests unless the leave interferes with work requirements. If the leave is denied, and the employee requests an explanation, the Employer will provide the reasons for the denial in writing. The Employer will work with the employee to try to schedule a mutually acceptable time for the leave.
Use or Lose Leave. It is the EMPLOYEE'S responsibility to request scheduling of use or lose leave. The PARTIES agree that development of a schedule for EMPLOYEES to use excess (use or lose) leave at least six months prior to the end of the leave year is in their mutual interests. However, failure to request the scheduling of use or lose annual leave, at least six months prior to the end of the leave year, will not be the basis for disapproving restoration of any excess annual leave.
