Annual Leave Cash-In. The employee may cash in leave accruals greater than eighty (80) hours. Cash leave requests must be received in the Payroll Department seven (7) working days in advance of the next scheduled check release date in order to be included in the next scheduled payroll run. There is no “emergency cash-in” of leave available.
Annual Leave Cash-In. Cash-in lieu of accrued annual leave may be obtained upon written request one payroll period in advance of the time of cash-in subject to cash availability and budgetary limitations. In emergency situations the required notice shall be waived and the matter handled expediently.
Annual Leave Cash-In. Employees may cash in leave provided a minimum of one week’s leave remains in their leave balance. Requests for leave cash in are to be submitted in EmpCenter.
Annual Leave Cash-In. For each school year, up to five (5) days in annual leave at a per diem rate may be cashed in. Members shall have the option of taking this benefit as a cash payment or defer the benefit directly as an employee contribution to a 403b or 457 retirement plan established with the school system.
Annual Leave Cash-In. For each school year, up to five days in annual leave at a per diem rate may be cashed in. Employees shall have the option of taking this benefit as a cash payment or defer the benefit directly as an employee contribution to a 403b or 457 retirement plan established with the school system. Separation of Employment Upon the separation of employment, retirement, or death of an employee, payment will be issued for unused annual leave up to a maximum of 53 days. Any annual leave remaining beyond the specified maximum at time of separation will immediately be converted to sick leave. Fitness Program Employees will be reimbursed up to $300 per fiscal year for an exercise or health program and/or exercise gym or health club membership upon submission of a valid receipt. In the case of utilizing the options offered under the CCPS Wellness Program, payment and reimbursement will be handled via payroll deduction.
Annual Leave Cash-In. By December 15 of each year, employees may make an irrevocable election to cash out up to the maximum number of hours of annual leave which they can accrue per year which will be earned in the following calendar year (with a maximum of 160 hours) at the employee’s base salary rate of pay. In the following year, the employee can receive the cash for the annual leave they irrevocably elected to cash out in either two (2) separate increments of up to half their annual accrual cap (i.e., for those who accrue 13.34 hours per month - 160 hours per year, 80 hours each) or one (1) increment of up the maximum they can accrue in a year. The employee would be paid one half of what they irrevocably elect to cash out hours on both the second pay day in July and the first pay day in December or the employee can elect to be paid their full amount they elected to cash out on the first pay day in December. However, if the employee’s annual leave balance is less than the amount the employee elected to cash out (in the prior calendar year) the employee will receive cash for the amount of leave the employee has accrued at the time of the cash out. If an employee makes an irrevocable election to cash out annual leave in the following calendar year and uses annual leave in that subsequent year, the annual leave used will come from annual leave the employee had earned prior to January 1 of the year the employee has elected to cash out annual leave. This is to ensure that assuming an employee had an annual leave balance prior to January 1, the annual leave used will not result in a reduction in the amount of annual leave the employee will be eligible to cash out. In addition to the above, an employee who did not make an irrevocable election to cash out the maximum permitted above (i.e., up to 160 hours per year) may be able to do so if they have an “unforeseen emergency” (defined as an unanticipated emergency that is caused by an event beyond the control of the employee and that would result in severe financial hardship to the employee if early withdrawal were not permitted). A determination as to whether an “unforeseen emergency” exists shall be determined by the Human Resources Director at their discretion and not subject to the filing of a grievance. If such a request is made and granted, the employee will be able to cash out annual leave as described above (i.e., up to 80 hours with the second pay day in July and the first pay day in December or the entire 160 hours with the ...
