(1) Once an employee has been approved for shared vacation leave, the director of the department in which the donee employee is employed will inform staff of the request for donation. Such notice will include a deadline by which donations must be made.

(2) Donation of vacation leave is voluntary. Employees are prohibited from soliciting, offering, or receiving monetary or any other compensation or benefits in exchange for donating vacation leave hours.

(3) Donations are designated for a specific person and are not for a general pool.

(4) Vacation hours donated by a donor employee to a donee employee shall be transferred from the donor employee’s department to the donee employee’s department using a form created by the human resources department. Vacation hours donated shall be converted to a dollar value based on the donor employee’s straight time hourly rate at the time of donation. Such dollar value will then be divided by the receiving employee’s hourly rate to determine the actual number of hours received.

(5) The finance department shall calculate the value of the donated leave hours to be donated to the donee employee.

(6) All hourly donations will be credited to the donee employee on an "as needed basis" each pay cycle until all donations are exhausted.

(7) Donated shared vacation leave hours are excluded from any payoff provisions contained in the Snohomish County Code and relevant provisions of collective bargaining agreements.

(8) The donee employee of shared vacation leave may be subject to taxation for receipt of compensable earnings to the extent authorized in chapter 41.40 RCW and prevailing IRS regulations.

(9) Snohomish County has the right at any time to request that the employee provide additional certification from a health care provider attesting to the medical condition, illness, injury or impairment of the employee or employee’s immediate family member. An employee’s failure or unwillingness to cooperate will render the employee ineligible for shared leave.

(10) When an employee has been granted shared vacation leave and the basis for the leave ceases to exist or qualify, the employee may not receive additional hours and any unused hours will be deemed forfeited.

(11) Abuse, misuse and falsification of facts regarding the shared vacation leave program may be grounds for disciplinary action, up to and including termination.

(12) Shared vacation leave will not be authorized when the employee’s condition, illness, injury, or impairment occurred during and was related to employment with an entity other than Snohomish County. (Added by Amended Ord. 17-105, Dec. 20, 2017, Eff date Jan. 15, 2018).