Why does Hennepin County have special leave without pay (SLWOP)?
The program was established as a means for the county to reduce expenses by providing an incentive for employees to voluntarily take time off without pay that they might not otherwise take.
What is the incentive for employees to use the SLWOP program?
PTO and vacation/sick leave benefits continue to accrue as if the employee worked during SLWOP use. Retention pay eligibility and seniority also continue to accrue. If the employee takes the SLWOP in a block of 160 hours, the county makes one contribution toward health and/or basic life insurance premiums that otherwise would not have been made while on unpaid leave.
Can an employee be required to take time off under the SLWOP program?
No. SLWOP is a voluntary program.
When can an employee take time off under the SLWOP program?
With supervisory approval, SLWOP can be used in situations which result in a net reduction in the county's compensation expense. SLWOP is usually used when the employee would otherwise have worked, or used paid vacation, PTO or sick leave. Use of SLWOP is inappropriate when the employee's absence incurs additional expense in requiring someone else to perform the employee's work in his/her absence or the employee to work overtime (including comp time) before or after the absence. For example, instead of using vacation, sick leave, or PTO, an employee may use SLWOP for time off, doctor appointments, etc.
Can a probationary employee use SLWOP?
While not prohibited, departments are discouraged from approving SLWOP for a new employee, so that the entire probationary period can be used to observe the individual's performance.
Is what an employee plans to do while on SLWOP a factor to be considered by the employee's supervisor in determining whether to approve the employee's request?
Generally, no. The criterion for approving SLWOP is to determine if granting the request complies with the program's budget reduction objective. What an employee plans to do while on SLWOP is not a relevant factor in making this determination.
Can banked hours be saved from year to year?
No. This constitutes a prohibited deferred compensation arrangement. Banked hours can be saved only through the end of the payroll year. Hours remaining at the end of the year are automatically paid to the employee, at his/her current rate of pay, with the last paycheck of the year.
How much SLWOP can be used?
Subject to supervisor approval, up to a maximum of 160 hours of SLWOP can be used per payroll year.
Does an employee's sick leave, vacation, or PTO balances have to be exhausted before he/she can use SLWOP?
What happens if a holiday occurs during a period of SLWOP?
The employee is expected to record holiday hours that day.
What code is entered on the timesheet when SLWOP is used?
There are 3 timesheet codes for SWLOP:
- Enter SLWOP-Absent Unpaid (SAU) when SLWOP time off without pay is taken in the pay period.
- Enter Worked and Banked (SLWOP) when SLWOP hours are banked for later use within the payroll year. You do not receive pay for banked SLWOP hours.
- Enter SLWOP-Banked Used (SBU) when SLWOP banked hours are used for time off in the pay period. You receive pay when banked SLWOP hours are used.
Why is there a balance of SLWOP hours under Leave Balances on APEX?
This balance shows SLWOP hours available during a payroll year. The balance starts at 160 hours; the maximum number of SLWOP hours available in the payroll year. The balance is reduced by SLWOP hours that are taken or banked. Hours remaining at the end of the payroll year are not paid out.