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<br />35 <br /> <br />• Employees with an annual accrual rate of two hundred fifty-two (252) hours <br />may elect to cash-out up to one hundred thirty-two (132) hours of accrued <br />and unused vacation. <br />• Employees with an annual accrual rate of two hundred eighty (280) hours <br />may elect to cash-out up to one hundred sixty (160) hours of accrued and <br />unused vacation. <br /> <br />In addition, the following restrictions shall apply: <br />• Employee must have a minimum of one hundred twelve (112) hours of <br />accrued vacation at the time of election in order to be eligible. <br />• Employee must utilize a minimum one hundred twelve (112) hours of <br />vacation during the calendar year in which leave is accrued. <br />• Employee must have at least one hundred twelve (112) hours of vacation <br />leave remaining after the cash-out is completed. In the event that the <br />amount of vacation to be cashed out would leave less than one hundred <br />twelve (112) hours in the employee’s remaining accrued leave bank, the <br />cash-out amount will be reduced by the amount necessary in order to retain <br />the minimum one hundred twelve (112) hour bank. <br /> <br />The City will endeavor to make payment on the non-payroll Friday immediately <br />following the first payroll Friday in January following the year in which leave is <br />accrued; however, the payment will be made no later than the first pay period <br />in February and shall be paid using the salary in effect December 31st of the year <br />in which leave is accrued. <br /> <br />Upon payment, accumulated vacation leave credits shall be reduced by the <br />value of the vacation leave used and compensated as provided in the above <br />paragraph. <br /> <br /> <br />SECTION 10 – PERSONNEL FILES <br /> <br />An employee, or their representative on presentation of written authorization from the <br />employee, shall have access to the employee's personnel file on request. The City shall <br />furnish the employee copies of all performance evaluation reports and letters of <br />reprimand or warning prior to placement of such documents into the employee's <br />personnel file, and copies of letters of reprimand or warning shall be sent to the <br />Association and the Personnel Officer. In the event a letter of reprimand or warning is not <br />sent to the Association and the Personnel Officer, such letter may not be used to support <br />any subsequent disciplinary action. Upon receipt of a letter of reprimand or warning <br />which the employee feels is factually incorrect, the employee may so advise, in writing, <br />the department head, Personnel Officer and the Association. The letter of reprimand or <br />warning may not be appealed through the grievance procedure. The employee may be <br />6.A. - Page 46 of 99 <br />53