Illinois Statutes require that the County Board annually adopt
a resolution specifying the holidays to be observed during the following
calendar year for all employees, except as noted below:
A.
Exceptions. Only the County-paid employees of the Circuit Court and
Jury Commission shall comply with the Eleventh Judicial Circuit order
on holidays.
B.
Floating holidays. Floating holiday schedules may be developed for
departments of the County, after meeting in January with County Administration,
and complying with the following procedure:
[Amended 1-11-2024]
(1)
A list of holidays, which may be rescheduled, will be provided in
writing. This list shall not exceed the total number of granted holidays.
(2)
Employees assigned or volunteering to work such days as authorized
by the department head may take another day off within the calendar
year in lieu of monetary payment.
(3)
Floating holidays are intended to permit uninterrupted work schedules
for some County departments while providing a benefit to County employees.
This benefit is lost if the scheduling of alternate days off is too
stringent. The employee should be allowed some flexibility in taking
those days off as long as it does not disrupt the work requirements
of the department.
C.
Nonworking holiday. When a holiday falls on a nonworking day, the
nearest adjacent workday shall be granted as the holiday.
D.
Working holiday. In departments which have twenty-four-hour-per-day
operations, a holiday shall be observed from 12:00 midnight to 12:00
midnight of the calendar day of the holiday. If more than half of
the hours worked on any work shift period falls on the holiday, the
complete work period shall be considered as time worked on this holiday.
If less than half of the hours worked falls on the holiday, the complete
work period shall be considered a normal workday.
E.
Holiday regulations. For the purpose of administration, the following
regulations shall be observed:
(1)
Employees who prefer to observe religious or ethnic holidays on days
that are not listed above may use personal leave for such time.
(2)
An employee must be on payroll on the workday immediately preceding
and on the workday immediately following a holiday to be eligible
for compensation for that holiday. "On the payroll" means employed
by the County and not in a nonpaid status.
(3)
Part-time regular employees shall be compensated for holidays according
to their normally scheduled workday. The holiday must fall on a day
normally scheduled as a workday for part-time employees to be eligible
for compensation.
(4)
Holiday compensation shall be paid to full-time employees at their
regular rate for the hours worked during a fixed holiday by one of
the following methods, at the discretion of the department head:
(a)
An alternate day off during the pay period in which the holiday
occurs; or
(b)
Compensatory time off at straight time of pay for the hours
worked; or
(c)
Cash payment for the holiday at straight pay (example: If the
employee works eight hours on the holiday, he will receive holiday
pay plus the eight hours worked or double time for working the holiday.).
(5)
If an employee is required to work beyond the normal scheduled workday, during an established workweek in which the employee received holiday pay, compensation for the additional hours is in accordance with the overtime policy, § 108-46.
(6)
When a holiday falls within a period of paid leave (i.e., sick leave,
vacation leave, etc.), the holiday shall be paid and shall not be
deducted.
(7)
Shift employees not scheduled to work the holiday will be paid for
the holiday.
F.
Emergency holiday pay. Emergency holiday pay may be authorized in
non-twenty-four-hour operations, limited to emergency maintenance
or problem-solving action required by unusual situations. Any employee
called from home on a fixed holiday shall be compensated for the holiday
plus time and 1/2 for the actual hours worked.
A.
Entitlement and accrual rate. From the first day of employment, all regular full-time employees are on an accrual plan and shall accrue vacation leave with pay, according to the schedule in § 108-38.1. A corresponding hourly vacation accrual rate will be found on file in the Human Resources Department. Application for vacation leave shall be in accordance with departmental policy.
[Amended 1-11-2024]
B.
Part-time employees. Part-time regular employees accrue vacation
leave credit on the same continuous-years-of-service basis as full-time
employees except that it is pro rated according to the number of hours
actually worked.
[Amended 1-11-2024]
C.
Taking unearned vacation. No employee will be allowed an advance
leave or leave that has not been earned.
[Amended 1-11-2024]
D.
Limits on accrual. No employee shall accumulate more than 1.5 times the annual accumulation rate (normal hours worked biweekly times 26 times the employee's hourly vacation accrual rate). Hours gained above this maximum will not be credited to the employee's vacation balance but will be forfeited. Only for the purpose of determining when forfeiture applies, the maximum annual accumulation for full-time employees shall be based on the eighty-hour biweekly work schedule. The only exception shall be in the instance of an employee who has already been granted scheduled vacation time off, adequate to avoid forfeiting any accruals, and the department head or a circumstance beyond the employee's control prevents the taking of the scheduled vacation. In such cases, it shall be the department head's responsibility to document the circumstances in writing to the County Administrator's Office and consult with the employee to reschedule the vacation. In the case of payment for vacation, such as those hours remaining upon one's retirement, the employee shall not receive more than 1.5 times the annual accumulation rate regardless of this provision or any other reason or provision. The County Administrator may suspend this policy regarding the maximum annual accrual of vacation by following the same process and procedures described in § 108-28 of this Code.
[Amended 3-26-2020; 9-15-2020]
E.
Scheduling of vacation time. Since vacation leave is perceived to
be a benefit for both the employee and the County, employees should
be encouraged to use such leave. The department head will support
this policy by preparing a schedule of appropriate times for taking
of such leave and indicating, where known, the dates during which
the department workload precludes employee scheduled absences.
[Amended 1-11-2024]
F.
Payment upon termination. An employee who is terminated is entitled
to full payment for any unused vacation accrual.
G.
No accrual during unpaid leaves of absence. Vacation time shall not
accrue during any approved unpaid leave of absence, except for military
leave, or for any extended period when the employee is off the payroll
because of a compensated injury.
H.
May use when sick leave is exhausted. Absences on account of sickness,
injury, or other disability in excess of that authorized for such
shall be charged to vacation leave credit.
I.
Maintenance of records. The Treasurer's Office shall maintain a record
of vacation leave allowance, vacation leave taken, and unused balance
for each employee.
J.
Use of appropriate form for request. For the purpose of administration
of the vacation leave policy, each department shall have its own policy
of tracking each employee's use of vacation leave.
A.
Entitlement. It is the policy of McLean County to provide protection
for its full-time and part-time employees against loss of income because
of illness. All eligible employees are encouraged to save as much
sick leave as possible to meet serious illness situations. It is a
self-insurance program provided by the County and earned by the employee.
It is not intended for a one-day vacation nor can it be used to extend
vacation periods or holidays.
B.
Accrual rate. All regular full-time and part-time County employees accrue sick leave credit at an hourly rate found in the table in § 108-38.1. Sick leave may be accumulated to the maximum of 720 hours.
[Amended 2-17-2015; 1-11-2024]
C.
Taking unearned sick leave not permitted. No employee will be permitted
to take leave if it has not yet been earned. Sick leave shall be paid
at full pay at the current rate of compensation.
[Amended 1-11-2024]
D.
Purpose of such leave. Employees may utilize sick leave when they
are too ill to report to work, in the event of injury, or for routine
medical and dental appointments. Employees who are not covered by
the TOPS system may also use sick leave to care for other persons
within the employee's family. The term "family" shall be defined here
as an employee's parents, children, spouse, siblings, domestic partner,
mother-in-law, father-in-law, grandchild, grandparent, or stepparent.
Exceptions for those beyond this definition may be made at the discretion
of the department head. All foreseeable leave for such purposes shall
require a specific prior approval of the department head; in the event
of sick leave usage for any purpose, the department head may require
the certificate of a medical doctor giving information as to the circumstances
involved.
[Amended 4-18-2017; 3-26-2020; 9-15-2020]
E.
Notification of department head. Each department head will develop
a procedure for notification by employees when unable to work, either
to the department head or other supervisor. During authorized sick
leave, an employee must notify the department head periodically so
that the department head may plan on the return. This may be waived
in the event of confinement or illness for a specific period of time
as indicated in a physician's statement. The standard procedure for
use of sick leave benefits is as follows:
(1)
An employee on sick leave shall inform the department head or designated
supervisor of the facts and the reason for the absence as soon as
possible. Failure to do so within one hour of commencement of duty
on the first day of illness may be cause for denial of the sick leave
pay for the period of absence.
(2)
Absence for part of a day that is chargeable to sick leave shall
be charged proportionately in an amount not smaller than 0.25 of an
hour.
(3)
Any absence of three working days or longer may require a physician's
statement of release and verification substantiating that the employee
may return to work. In addition, the department head may request a
physician's statement of verification of absence of shorter periods
of time. An employee returning to work after an illness may be required
to be examined by the County Physician.
[Amended 1-11-2024]
(a)
Notice of any employee's desire to return to work after an illness
of one week or more must be given to the department head no less than
24 hours in advance.
(4)
Employees who are unable to return to work upon expiration of sick leave benefits and all other authorized benefit time, including FMLA, must request a leave of absence without pay. Failure to apply for a leave of absence for extended illness upon expiration of all such benefits will result in automatic termination. The procedure for application for leave of absence without pay is defined at § 108-39.
F.
Department head authority to send home. Department heads or any authorized
authority may direct an employee who appears ill to leave work. In
such instances, this time off shall be charged to sick leave.
G.
Excluded from overtime base. Sick pay for hours not worked will be
excluded when computing overtime for the workweek in which it was
taken.
H.
Rate of pay for sick time. An employee shall be paid sick leave equivalent
to the normally scheduled straight-time day.
I.
Maintenance of records. The Treasurer's Office shall maintain a record
of sick leave accrual, sick leave taken, and the balance of sick leave
allowance available for the individual employees.
J.
Results of improper use or reporting. An employee fraudulently obtaining
sick leave or an appointed department head falsely certifying sick
leave allowance for absence from work may be suspended or dismissed.
K.
Effect of worker's compensation payments. Employees who are injured
on the job and have lost time from the job because of their injury
may not receive sick leave payments once worker's compensation insurance
payments begin.
L.
Balance not paid upon termination. Upon termination from County service,
accumulated but unused sick leave benefits will not be paid.
In order to encourage participation and support of the armed
services reserve and Illinois National Guard forces, the County encourages
its employees to participate in the exercise of this patriotic duty.
This policy holds true for employees whether they join before or after
employment with the County.
A.
Annual training and active duty leave.
(1)
Any full-time employee, other than an independent contractor, who
is a member of any reserve component of the United States Armed Forces
or of any reserve component of the Illinois State Militia shall be
granted leave from his or her public employment for any period actively
spent in military service, including (1) basic training; (2) special
or advanced training, whether or not within the state, and whether
or not voluntary; and (3) annual training. During these leaves, the
employee's seniority and other benefits shall continue to accrue.
(2)
During leaves for annual training, the employee shall continue to
receive his or her regular compensation as a public employee. During
leaves for basic training and up to 60 days of special or advanced
training, if the employee's compensation for military activities is
less than his or her compensation as a public employee, he or she
shall receive his or her regular compensation as a public employee
minus the amount of his or her base pay for military activities.
(3)
Any employee who is a member of any reserve component of the United
States Armed Services, including the Illinois National Guard, and
who is mobilized to active military duty as a result of an order of
the President of the United States, shall, for each pay period, continue
to receive the same regular compensation that he receives or was receiving
as an employee of the unit of local government by which he is employed
at the time he is or was so mobilized to active military duty, plus
any health insurance and other benefits he is or was receiving or
accruing at that time, minus the amount of his base pay for military
service, for the duration of his active military service. In the event
any provision of a collective bargaining agreement covering an employee
so ordered to active duty is more generous than the provisions contained
in this section, that collective bargaining agreement shall be controlling.
In the event that 20% or more of the employees of the County are mobilized
to active military duty, as a result of an order of the President
of the United States, this provision shall not apply.
(4)
In the event any provision of state and federal law then in force
is more generous than the provisions contained in this section, such
provision shall be controlling.
B.
Compensation. An employee on military leave status who applies for
County compensation to make up the difference between military base
pay received and his or her regular straight-time County wage or salary
shall submit copies of all military pay stubs or leave and earnings
statements for any pay period for which compensation is requested
within 60 days of release from active duty. If an employee chooses
not to remit said military pay stubs or leave and earnings statements,
no portion of County wages will be paid to the employee. If 20% or
more of County employees are mobilized for active duty, compensation
shall be limited to two workweeks per year.
C.
Benefits. Eligibility for County health plans, employee pension plans
and seniority-based benefits will be governed by the requirements
of applicable state and federal law, specifically the Uniformed Services
Employment and Reemployment Rights Act of 1994 and the Local Government
Employees Benefits Continuation Act (50 ILCS 140).
A.
Right to serve. Upon notice to the department head, full-time or
part-time employees shall be permitted authorized absence from duty
for appearances in court because of jury service and obedience to
subpoena or by direction of proper authority.
B.
Jury duty paid as work hours. Said absence from duty will be with
full pay for each day the employee serves on jury duty or testifies
as a witness, including necessary travel time. Upon performing such
service, the employee will sign a waiver of the allowable per-diem
as such performance of duty is considered time worked. Travel time,
however, will be paid. The employee will report to work when not required
to be in court during regular work hours.
C.
Carryover prohibited. Attendance in court in connection with an employee's
official usual duty or in connection with a case in which the County
of McLean is a party, together with travel time necessarily involved,
shall not be considered absence from duty within the meaning of this
policy.
D.
Absence without pay when court appearance is not work-related. Said
absence from duty will be without pay when an employee appears in
private litigation to which the County of McLean is not a party.
E.
Verification of jury duty. Employees may be required to provide written
verification of their jury service, including dates of service and
the date and time of their release from service.
[Amended 4-18-2017; 1-11-2024]
B.
Eligibility.
Eligible employees may take FBLA leave for the death of a covered
family member. A "covered family member" is a child, stepchild, spouse,
domestic partner, sibling, parent, mother-in-law, father-in-law, grandchild,
grandparent, or stepparent. "Domestic partner," for the purposes of
FBLA, means:
(1)
The
person recognized as the domestic partner of the employee under any
domestic partnership agreement or civil union of law of a state or
political division of a state; or
(2)
An unmarried adult person who is in a committed, personal relationship with the employee, who is not a domestic as described in Subsection B(1) and who is not in a committed relationship with another person, and who is designated to the employer by the employee as the employee's domestic partner.
C.
Amount
of leave. Eligible employees are entitled to up to two weeks (10 workdays)
of unpaid leave time following any of the events listed under the
FBLA. Employees are entitled to up to six weeks of leave in the event
of multiple qualifying events in a twelve-month period.
D.
Paid bereavement
leave. An employee may be absent with pay from work for a period of
up to three working days due to a death in the immediate family. The
"immediate family" shall be defined here as the employee's child,
stepchild, spouse, domestic partner, sibling, parent, mother-in-law,
father-in-law, grandchild, grandparent, or stepparent. "Child" or
"children" is defined as an employee's son or daughter who is a biological,
adopted, or foster child, a stepchild, a legal ward, or a child of
a person standing in loco parentis. Exceptions for those beyond this
definition may be made at the discretion of the department head. Department
heads additionally shall have the authority to grant bereavement leave
in hourly increments for situations other than those listed above.
[Amended 1-11-2024]
Personal leave is granted by the County and is designed to be
a flexible form of paid leave. It may be used for any reason that
an employee sees necessary. Unless the reason for personal leave is
an emergency situation, precluding the making of prior arrangements,
the leave is to be scheduled with the consent of the employee's supervisor
far enough in advance to keep personal leave days geared both to operation
needs of the County and the convenience of the employee.
A.
Entitlement. From the first day of employment, all employees shall accrue personal leave with pay according to the following schedule in § 108-38.1. All uses of personal leave shall be charged in fifteen-minute increments. An employee must have worked 90 days for the County to be granted PLAWA leave not to exceed the number of hours actually accrued. Employees who are covered by an existing collective bargaining agreement or TOPS are exempt from this section. For employees eligible for overtime under the Fair Labor Standards Act,[1] all hours worked, including overtime hours, count toward
personal time accrual purposes, up to a maximum of five days.
[1]
Editor's Note: See 29 U.S.C. § 201 et seq.
B.
Restrictions.
(1)
Employees
are allowed to carry over or roll over unused, accrued personal leave
from one year to the next up to 80 hours. Employees are not allowed
to use more than 40 hours of personal leave in any calendar year.
(2)
Upon
termination of an employee, any unused personal leave will not be
paid.
(3)
Taking
unearned personal leave is not permitted. No employee will be permitted
to take personal leave if it has not yet been earned.
[Added 1-11-2024]
Table of accrued leave for regular (non-TOPS) employees:
Table of accrued leave for regular (non TOPS) employees
Years of Service
|
Annual Personal Accrual
(Days)
|
Annual Vacation Accrual
(Days)
|
Annual Sick Accrual
(Days)
|
Total
|
---|---|---|---|---|
Starting accrual rate
|
5
|
7
|
10
|
22
|
5 Years of service
|
5
|
12
|
10
|
27
|
10 Years of service
|
5
|
17
|
10
|
32
|
21 Years of service
|
5
|
18
|
10
|
33
|
22 Years of service
|
5
|
19
|
10
|
34
|
23 Years of service
|
5
|
20
|
10
|
35
|
24 Years of service
|
5
|
21
|
10
|
36
|
25 or years of service
|
5
|
22
|
10
|
37
|
A.
Disability leave for work-connected injury or occupational disease.
Any employee of McLean County who suffers injury or occupational disease
as a result of a work-connected accident or condition shall, upon
proper investigation and authentication, be granted leave and shall
be entitled to compensation as provided by the Illinois State Worker's
Compensation laws (820 ILCS 305 et seq.).
(1)
Temporary total disability (TTD). If the periods of TTD for work
lasts more than three working days, weekly compensation shall be paid
beginning of the fourth day of such TTD and continues as long as the
TTD lasts. In cases where the TTD for work continues for a period
of 14 days or more from the day of the accident, compensation shall
commence on the day after the accident.
(a)
For a period of TTD from work lasting three days or less, the
employee may use sick leave or, if no sick leave is available, any
benefit time which is available.
(b)
McLean County will continue to pay benefit insurance premiums
for the employee for the period of short-term disability up to a maximum
of two months beyond the month in which the TTD commenced.
(c)
The employee shall contact the office of the McLean County Treasurer
to arrange dependent insurance coverage payments.
(2)
Total permanent disability (TPD). Total permanent disability is complete
disability which renders the employee permanently unable to do any
kind of work for which there is a reasonably expected employment market.
(a)
Upon a determination by the worker's compensation agent that
TPD for work exists, the employee will be removed from the payroll.
(b)
The employee shall contact the McLean County Administration
Office for assistance and direction regarding conversion, if available,
of any current benefit programs.
[Amended 1-11-2024]
(3)
Law enforcement officers. Law enforcement officers employed by the
County who suffer any injury in the line of duty which causes the
employee to be unable to perform his or her duties shall continue
to be paid by the County on the same basis as before the injury, without
deduction from sick leave credits, compensatory time or general leave
for as long as the injury lasts, but no longer than one year. An injured
officer, under this policy, may not be employed in any other manner,
with or without pay (5 ILCS 345.01 et seq.).
B.
Extended leaves of absence.
(1)
At the employee's option, vacation leave and compensatory time off accumulated may be used for personal obligations requiring leaves of absence for longer duration than the leave provided in § 108-38.
[Amended 1-11-2024]
(2)
The employee must request leave without pay from the department head
in writing for leave in excess of available or accumulated paid time
off before said leave is taken.
(3)
Leave under this section, or extension thereof, must be approved
by the department head, the County Administrator and the appropriate
committee of the County Board.
(4)
As soon as the leave is granted (or when it is extended), the department
head should forward a payroll change form to the County Administrator
noting that the employee is on leave.
(5)
An employee on an extended leave of absence without pay does not
accrue vacation leave or sick leave credit for the period of the unpaid
leave of absence. Such employee may continue medical insurance coverage
and life insurance coverage, but only where the employee pays the
total cost of such participation while on unpaid leave of absence.
Such employees continue IMRF participation according to the rules
and regulations established by the IMRF.
C.
Family and medical leave. McLean County will provide all eligible
employees and officials with up to 12 weeks of family and/or medical
leave during any twelve-month period, whether paid or unpaid, as required
by the federal Family and Medical Leave Act of 1993. However, all
employees shall exhaust all paid leave available prior to going on
unpaid leave.
(2)
Usage. The following situations are allowable under the family and
medical leave policy:
(a)
Care of an employee's child, including birth or placement for
adoption or foster care.
(b)
Care of a child, spouse, or parent with a serious health condition.
(c)
A serious health condition which makes the employee unable to
perform the employee's job.
(d)
A qualifying exigency arising out of the fact that an employee's
spouse, son or daughter, or parent is on active duty or call to active
duty status in support of a contingency operation as a member of the
National Guard or Reserves.
(e)
Because an employee is the spouse, son or daughter, parent or
next of kin (as defined under FMLA) of a covered service member with
a serious injury or illness.
(3)
Length of leave.
(a)
An employee may take 12 workweeks of unpaid leave per each twelve-month
period of employment, inclusive of any paid leave for the same purpose.
In the case of a birth or adoption, the leave option expires one year
after the event. This leave is based on a rolling twelve-month period
for the individual employee, not on a calendar basis.
(b)
An employee may take up to 12 weeks of leave for certain qualifying
exigencies arising out of a covered military member's active duty
status, or notification of an impending call or order to active duty
status, in support of a contingency operation.
(c)
An employee may take up to 26 weeks of leave in a single twelve-month
period to care for a covered service member recovering from a serious
injury or illness incurred in the line of duty on active duty. Eligible
employees are entitled to a combined total of up to 26 weeks of all
types of FMLA leave during the single twelve-month period.
(4)
Intermittent leave up to 12 weeks per twelve-month period may be
taken if medically necessary. However, a request for intermittent
leave requires consent by McLean County. This shall be approved by
the department head only if the department head determines that such
action would have no detrimental effect on the operations of the department.
All other such requests shall be denied.
(5)
Health coverage. During the term of leave, McLean County will continue
to pay its share of an employee's health coverage. If the employee
fails to return to work, unless such failure is due to continuation
of a medical condition or circumstances beyond the employee's control,
the employee must repay McLean County the full cost of health coverage
paid during the leave period.
[Amended 9-15-2020; 1-11-2024]
A.
Purpose. The purpose of the Time Off Paid System (TOPS) is:
(1)
To provide flexibility for employees to utilize paid time off to
their advantage.
(2)
To provide protection from loss of income during long-term illness.
(3)
To provide the McLean County Juvenile Detention Center (JDC) and
the McLean County Nursing Home with the necessary staff to maintain
its functions at an effective level.
B.
Eligibility. The TOPS program shall apply to all employees at the
McLean County Juvenile Detention Center and McLean County Nursing
Home who are involved in continuous operations, i.e., those positions
which must be staffed on a twenty-four-hour-per-day, 365-day-per-year
basis. This program replaces the paid leave provisions for these employees
which generally cover holiday leave, vacation leave, personal leave,
and sick leave. All detention staff employees, with the exception
of the JDC Superintendent, Assistant Superintendent, and support staff,
who otherwise are eligible for leave are covered by this TOPS program.
All McLean County Nursing Home employees, with the exception of the
Nursing Home Administrator, Director of Nursing, Assistant Directors
of Nursing, and front office/support staff, who otherwise are eligible
for leave are covered by this TOPS program.
C.
Regulations.
(1)
The JDC Superintendent/Assistant Superintendent and the Nursing Home
Administrator/Director of Nursing retains the right to schedule staff
in order to maintain adequate staff to provide the services expected
in the department. Therefore, the JDC Superintendent/Assistant Superintendent
and Nursing Home Administrator/Director of Nursing have the authority
to determine schedules and to limit the granting of foreseeable requests
for regular TOPS time, as necessary to fulfill that responsibility.
In granting requests for regular TOPS time, all other things being
equal, continuous length of service with the County will be given
preference.
(2)
Regular TOPS and TOPS reserve hours are accrued based on the number
of hours paid by McLean County. During an employee's evaluation period,
regular TOPS time can only be used as authorized by the JDC Superintendent/Assistant
Superintendent or Nursing Home Administrator/Director of Nursing.
(a)
Up to 40 hours of TOPS time can be taken in accordance with the rules
of "paid leave for all" regulations per year
(3)
Regular TOPS hours (other than illness) must be scheduled through
the supervisor.
(4)
A minimum of 120 hours of regular TOPS hours must be taken each year after the first year of employment; during the remainder of the calendar year in which employment under the TOPS program begins, a minimum average of 10 hours per month must be taken. After six years of service, the minimum increases to 160 hours. Failure to take the minimum hours off shall result in forfeiture of the excess hours (120 or 160 minus the hours actually taken off), unless such failure is due to the cancellation of scheduled hours off by the County. This forfeiture shall occur at the time of the "sell back" described in Subsections C(5) and E.
(5)
Individuals may "sell back" accumulations down to a minimum of 40
hours in their regular TOPS hours account. This option is granted
once a year, to be paid in November upon the close of the first payroll
period ending in that month.
(6)
Regular TOPS hours may be accumulated to a maximum of 1.5 times the
annual rate of accrual.
(7)
Regular TOPS hours may not be used after notice of resignation has
been given.
(8)
All time off that is paid will be charged to the regular TOPS hours
or the TOPS reserve account. All regular TOPS hours and TOPS reserve
account hours taken must be accrued at the time that the hours are
taken to receive pay.
(9)
An individual scheduled to work a holiday who fails to work the scheduled
shift on that holiday will be docked eight regular TOPS hours for
the holiday, unless the individual is hospitalized, post-hospitalized
but not released by a physician to return to work, or is suffering
from illness and is sent home by the shift supervisor or appropriate
department head, or has an unforeseeable emergency. For purposes of
this provision, the holidays are those adopted by the McLean County
Board except that those which occur on a weekend and are moved to
a weekday shall retain their original (weekend) date.
(a)
An individual so docked eight regular TOPS hours may still receive eight hours of pay for that day if the individual meets the criteria of the exemptions listed in Subsection C(9) above.
Rate of Accrual of Regular TOPS Hours
| ||||
---|---|---|---|---|
Years of Service
|
Amount Earned per Hour
|
Projected Hours
|
Projected Days
| |
0 to 6
|
0.1193
|
248
|
31
| |
7 to 15
|
0.1385
|
288
|
36
| |
16
|
0.1423
|
296
|
37
| |
17
|
0.1462
|
304
|
38
| |
18
|
0.1500
|
312
|
39
| |
19
|
0.1539
|
320
|
40
| |
20
|
0.1577
|
328
|
41
|
(b)
Regular TOPS and TOPS reserve account hours accrue on all regular
hours worked, paid regular TOPS and paid TOPS reserve account hours.
D.
Reserve account.
(1)
There will also be established an additional benefit entitled "reserve
account." The reserve account builds protection from pay losses due
to hospitalization for long-term, serious medical problems or outpatient
surgery.
Rate of Accrual for Reserve Account Hours
| |||
---|---|---|---|
Amount Earned per Hour
|
Projected Hours Yearly
|
Projected Days Yearly
| |
0.0193
|
40
|
5
|
(2)
Reserve account regulations.
(a)
A reserve account may accumulate up to a maximum of 720 hours.
(b)
Eligible uses are:
[1]
Immediately when hospitalized and for post-hospitalization and
convalescent care resulting therefrom and authorized by the individual's
physician.
[2]
Following an illness/injury absence from work of five consecutive
workdays with physician's verification.
[3]
For long-term, serious medical problems which may not require
hospitalization but which recur within a sixty-day period, the five-consecutive-workday
requirement will be waived when authorized by the employee's supervisor.
[4]
Immediately when having scheduled outpatient surgery as verified
by a licensed physician.
(c)
This benefit is not eligible for "sell back," nor may it be
used for the illness or injury of members of the immediate family.
E.
Sell back at retirement, resignation or going from benefit-eligible
to noneligible.
(1)
In the event that an individual voluntarily leaves or retires from
employment at the Juvenile Detention Center, or goes from benefit-eligible
to noneligible (if employed one year or longer), there is a special
sell-back feature so individuals do not forfeit the benefits they
accumulated. At resignation/retirement or loss of benefit eligibility,
sell back of 1/2 of the hours in the regular TOPS hours account at
the current hourly salary and the other 1/2 at the percentage of the
current hourly salary as shown in the following chart is allowed:
Years of Eligible Service
|
Hours Eligible for Sell-Back
| |
---|---|---|
Less than 1
|
0%
| |
1 or more; less than 2
|
55%
| |
2 or more; less than 5
|
70%
| |
5 or more; less than 10
|
80%
| |
10 or more
|
100%
|
(2)
Upon resignation/retirement, all eligible hours will be forfeited,
unless at least two weeks' written notice is give, except that the
employee shall receive payment for 1/2 of the hours remaining in the
regular TOPS hours account at the respective current hourly rate.
F.
Permanent changes of eligibility status for TOPS. Going from the
TOPS plan to any non-TOPS plan in the County, an individual may elect
one of the following options:
(1)
To be paid regular TOPS hours at the appropriate "sell back" rate
down to a minimum of 40 hours; and convert reserve hours earned plus
40 regular TOPS hours to sick time; or
(2)
To convert regular TOPS hours to vacation hours at a maximum of 1 1/2
times the new maximum accumulation rate; be paid regular TOPS hours
at the appropriate "sell back" rate for excess hours not converted
to vacation down to a minimum of 40 hours; and convert reserve hours
earned plus 40 regular TOPS hours to sick time.