Vacation Cash out. Vacation may be cashed-out up to fifty (50) hours of vacation annually if at least eighty (80) hours of vacation/compensatory time has been used in the previous twelve
Vacation Cash out Once each fiscal year, an employee who is accruing 6.157 hours or more of vacation per pay period and who has utilized 80 hours of vacation in the previous twenty-six (26) pay periods may cash-out up to forty (40) hours of vacation provided that the employee is left with an accrued balance of at least forty (40) hours.
Vacation Cash. Out Each employee has the option to cash out up to 48 hours of accrued vacation on two occasions each calendar year (on or about July 1 and the last paycheck in December), as follows: In order to exercise this option with respect to the July cash-out, an employee must, before the end of the preceding calendar year, designate the number of hours, up to the applicable maximum number of hours allowed, that he/she would like to cash out effective on or about July 1st. If the employee fails to make a designation, he/she will not be allowed to cash out any hours at that time. In order to exercise this option with respect to the end of December cash-out, an employee must, before the end of the preceding calendar year, designate the number of hours, up to the applicable maximum number of hours allowed, that he/she would like to cash out effective the last paycheck in December. If the employee fails to make a designation, he/she will not be allowed to cash out any hours at that time. Once an employee has elected to participate in the Vacation Cash-Out Program, the total number of hours designated for cash-out will be automatically processed and paid. If an employee has a lower balance of vacation leave than elected vacation hours, only available vacation hours at the time of cash-out will be processed. For employees who elect to cash out vacation hours as specified above, those hours will be paid to the employee at the end of the fiscal year at the same time as the Sick Leave Buy Back Program.
Vacation Cash. Out During the 2020 and 2021 calendar years, Employee shall be entitled to cash out up to one hundred sixty (160) hours of accrued but unused vacation leave at her then current hourly rate each year. This cash out provision shall apply only to the 2020 and 2021 calendar years.
Vacation Cash. Out 20 Based on their annual accrual, members may elect to “cash-out” 21 up to forty (40) hours of unused, accrued vacation to be paid in the form 22 of salary at the unit member’s regular rate of pay. Requests for salary in 23 lieu of unused, accrued vacation shall be submitted by the member to 24 the Payroll Department no earlier than June 1 and no later than June 30. 26 Upon resignation, termination or retirement, all remaining vacation 27 hours shall be paid at the Member’s current rate of pay, including any 28 and all incentives.
Vacation Cash. Out on Separation or Movement to a Vacation Ineligible Position. 11 Any supervisor separated from State service, or who moves to a vacation ineligible position, 12 shall be compensated in cash, at the supervisor's then current rate of pay, for all earned, but 13 unused vacation leave to the supervisor's credit at the time of separation, but in no case shall 14 payment exceed two hundred and seventy five (275) hours except in case of death. Vacation 15 hours advanced pursuant to Section 1(B) but not yet offset by earned vacation shall not be 16 liquidated. Certain supervisors shall have their vacation cashout converted to a Health Care 17 Savings Plan account. See Article 16, Section 11. 18 Supervisors shall be allowed to leave their accumulated vacation to their credit during the 19 period of seasonal or temporary layoff.
Vacation Cash. OutPayoff
Vacation Cash out Employees may cash out vacation according to Beverly’s cash‐out program. Weekend Off Bonus Any employee who is regularly scheduled and works at least sixty (60) hours per pay period and has no call‐ins or tardiness shall receive a twenty‐five dollar ($25.00) bonus per shift for working on his/her weekend off. Excelsior Golden Living Center SEIU Healthcare Minnesota Excelsior Golden Living Center Date Date cs/Opeiu #12 Letter of Understanding between Excelsior Golden Living Center and SEIU Healthcare Minnesota In 2007, SEIU Healthcare Minnesota will be moving to a percentage dues system which is based on each member’s gross pay under the Collective Bargaining Agreement. There will continue to be minimum and maximum dues. In an effort to make the transition as smooth as possible, SEIU Healthcare Minnesota and the Employer agree to meet as necessary prior to November 30, 2006 to determine the collection of member information, transmission periods, and reporting format. Excelsior Golden Living Center SEIU Healthcare Minnesota Excelsior Golden Living Center Date Date cs/Opeiu #12 Letter of Understanding between Excelsior Golden Living Center and SEIU Healthcare Minnesota It is agreed between the parties, that the West Side Pool and its employees will be phased out. When employee quit, they shall not be replaced. SEIU Healthcare Minnesota does not represent these employees. Current Pool Employee: LPN (2) RN(4) NAR(4) Xxxxx Xxxxxxx Xxxxx Xxxxxx Ndelena Nchumoye Xxxx Xxxxxx Xxxxxxx Xxxxxxxx Xxxx Xxxxx Xxxx Xxxxxx Xxxxxx Xxxxx Xxx XxXxxxxxx Xxxxx Limo Open hours shall be offered first to bargaining unit employees through established sign‐up procedures, including overtime, before being offered to West Side Pool employees. Excelsior Golden LivingCenter, SEIU Healthcare Minnesota Excelsior Golden LivingCenter Date Date
Vacation Cash. In Bargaining unit members shall have the option of cashing-in accumulated vacation time. An employee desiring to cash-in accumulated vacation time must provide written notice, on a form provided by Human Resources, by September 15th of each year. Employees may cash-in up to two hundred (200) accumulated vacation hours per year, provided remaining accumulated vacation hours do not fall below eighty (80). Payment will be made no later than November 15th. Payment shall be made at the rate of sixty percent (60%) of the total amount. Payment shall be by separate check and shall be considered regular wages for tax purposes only. Payment shall not be subject to retirement contributions and shall not count as final average compensation.
