Executive Management Leave FAQs

Executive job classes have been identified to receive Executive Management Leave hours.

Executive job classes are those that are department heads and higher.

To be eligible, employees in those job classes must be full-time regular employees in paid status.

Executive Management Leave hours will be available to use January 1 of each year through December 31.

Regular full-time employees in paid status will receive 80 hours on January 1.

Employees hired or transfer into a qualifying position after January 1 will receive a pro-rated number of hours.

The pro-rated hours are determined by the number of remaining full pay periods left in the year, starting the first full pay period from the entry into the qualifying position.

A reference sheet is provided to assist the HR Service Teams in determining the correct number of pro-rated hours

Regular full-time employees temporarily assigned to executive-level positions are eligible.

For example: An employee who has Management Leave hours is moved into a temp upgrade position to serve as the director of a department.

The employee may choose one of the following options,

• Keep the current balance of Management Leave hours which is non-cashable, or
• Receive a pro-rated amount of Executive Management Leave hours based upon the number of remaining full pay periods left in the year upon which any remaining balance pays out. If the employee had previously used 80 hours, they would not be eligible for Executive Management Leave hours until the following January 1.

No, you must be in paid status on January 1. Upon returning to work, you will be eligible for a pro-rated number of hours based on the number of full pay periods remaining in the year at the time of the return from LOA.

The reference sheet identified in question 5 also applies to this scenario.

No, employees who occupy intermittent positions are not considered regular employees, rather they are deemed temporary employees.

Temporary employees are not eligible for Executive Management Leave.

No, you are not eligible because you do not hold the qualifying position when receiving out of class pay.

Remaining Executive Management Leave hours as of December 31 are paid in the paycheck that includes the last day of the calendar year.

Upon your transfer, you are paid the remaining balance of your Executive Management Leave.

The employee was paid their remaining balance (up to 80 hours) for the current year and will receive no additional hours.

If they are on paid status on January 1 of the following year, they will receive 80 hours.

You will keep your same Executive Management Leave balance.

Any unused balance is paid as a terminal payout on the final paycheck.

The employee has used or been paid a balance of 80 hours for the current year and must wait until January 1 of the following year to receive 80 hours.

The Executive Management Leave hours used on the timesheet are retirement applicable.

The annual cash out of the remaining hours is retirement applicable for the legacy retirement tiers, and not for the PEPRA tiers (Misc. Tier 5 and Safety Tier 4).

The terminal payout of Executive Management Leave is never retirement applicable regardless of retirement tier.

Yes, it is treated like any other pay.

No, these hours cannot be used to integrate with these programs.

No, they cannot be used when an employee is on Supplemental Military Leave.

MTO allows managers to take time off without affecting their compensation and does not require any record-keeping, as managers are not eligible for overtime. This offers substantial flexibility in balancing personal and professional responsibilities in recognition of the extended hours managers routinely work. Per the policy, generally speaking, “MTO is not intended as a substitute for multiple day leaves, such as vacation or sick leave.” For more details, see the MTO Policy. 

In contrast, Executive Management Leave provides managers with 80 hours of leave per calendar year, which must be recorded on the timesheet when used as Z132 (Executive Mgmt Leave) to ensure accurate tracking. It is important to note that both Executive Management Leave and MTO require supervisor approval prior to taking the time off.