FAQ: Leave Bank

  • Q: What should I do if my recipient VLTP or Leave Bank application is not approved?

    A: 

    Under VLTP, you may discuss the disapproval with the VLTP Coordinator.

    Under the Leave Bank, you may submit an appeal request. Once appealed, the case will go to a different medical consultant for a new review.  If the decision is based on the amount of leave in the Bank, you may not appeal.

  • Q: Can I donate more annual leave than the required contribution amount during an enrollment period in the Leave Bank program?

    A: 

    Yes.  Visit our Leave Bank donation page for more information.

  • Q: What happens if I do not use all the hours I receive from the Leave Bank?

    A: 

    Any unused hours must be returned to the Leave Bank.

  • Q: What are the current annual hourly caps for the Leave Bank?

    A: 
    • 480 hours for personal medical emergencies per leave year
    • 480 hours for family medical emergencies per leave year
    • 720 hours for combined medical emergencies per leave year

  • Q: Do I need to exhaust my available paid leave to utilize Leave Bank hours?

    A: 

    Available paid leave must be exhausted prior to use of leave donations through the Leave Bank. Any available paid leave will be deducted from the total amount of leave approved by the Leave Bank Board prior to transfer (remaining balance must be 24 hours or more).

    Includes:

    • Annual leave
    • Sick leave
    • Restored annual leave
    • Holiday hours
    • Voluntary Leave Transfer Program Donations (for the same medical emergency only)

    Does not include:

    • Credit hours
    • Advanced annual leave
    • Advanced sick leave
    • Leave Awards

  • Q: Can I use the Leave Bank for birth and recuperation, if I also qualify for Paid Parental Leave (PPL)?

    A: 

    Yes. Leave Bank hours may be used if the employee also qualifies for PPL.

    Please note that Leave Bank hours can only be used for the portion of time in which the employee is experiencing a medical emergency or caring for a family member who is experiencing a medical emergency, i.e. for birth and recuperation purposes. The Leave Bank can offer 6 weeks immediately following delivery for a vaginal birth or 8 weeks for a C-section birth. The employee must first exhaust their sick and annual leave before utilizing Leave Bank hours.

    PPL is considered a form of FMLA and offers 12 weeks paid time-off that may be used within a 12-month period following the birth or placement of a child. As such, if the employee invokes FMLA during the 6 or 8 weeks whilst they are using Leave Bank hours, this time will deplete their 12 weeks of PPL.

    An employee does not have to invoke the Family Medical Leave Act (FMLA) to utilize Leave Bank hours, but the Leave Approving Official (LAO) may deny Leave Bank hours on the timecard if FMLA is not invoked. If the employee does not invoke FMLA while using Leave Bank hours, the employee would receive 6-8 weeks of leave for the birth and recuperation period plus an additional 12 weeks of PPL.

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