Senior Management Leave FAQs
Eligible employees are covered by bargaining unit agreements for rep units 029 (Law Enforcement Management Union) and 032 (Sacramento County Management Association, Management Unit).
Rep unit 050 (Unrepresented Management) is included in an amendment to the Sacramento County Code, Section 2.100.080 relating to Management Time.
Management Leave hours will be available to use January 1 of each year through December 31.
Rep units 029/032: Permanent (regular) full-time employees will receive 80 hours on January 1.
Rep unit 050: Regular full-time employees in paid status will receive 80 hours on January 1.
Rep units 029/032: Employees hired or transfer into a qualifying position after January 1 must wait until January 1 of the following year to receive 80 hours of Management Leave.
Rep unit 050: Employees hired or transfer into a qualifying position after January 1 will receive a pro-rated number of Management Leave hours.
Rep units 029/032: Hours are not pro-rated for mid-year hiring or transfers.
Rep unit 050: 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 who transfer to temporary full-time positions in qualifying rep units are eligible despite the position status. The employee remains a regular full-time employee.
Example for rep units 029/032: An employee entering from a non-eligible unit is eligible for hours beginning January 1 provided they continue to hold the eligible position on that date.
Example for rep unit 050: An employee entering from a non-eligible unit is eligible for pro-rated hours based on the number of remaining full pay periods left in the year.
Rep units 029/032: Yes, you are eligible to receive 80 hours of Management Leave even if on an unpaid leave of absence.
Rep unit 050: 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 formula will be the same as identified in question 5.
No, employees who occupy intermittent positions are not considered regular employees, rather they are deemed temporary employees. Temporary employees are not eligible for Management Leave.
No, you are not eligible because you do not hold the qualifying position when receiving out of class pay.
Your hours remain available until used and if hours remain at time of separation from County service, they are paid as a terminal payout on the final check.
You continue to keep your Management Leave hours and wait until January 1 of the following year to receive any additional Management Leave. In no circumstances can the employee receive more than 80 Management Leave hours in a calendar year.
The employee has the following options to select on or before assuming the Executive position
- Keep the current Management Leave hours which are non-cashable, or
- Receive pro-rated Executive Management hours as shown on the reference sheet determined by the number of remaining full pay periods left in the year, starting the first full pay period from the entry into the Executive Management position.
In no case shall the total number of Management hours exceed 80 hours per Policy #830, Management Leave.
If the employee had previously used 80 hours, they would not be eligible for Executive Management Leave hours until the following January 1.
You will keep your same Management Leave balance.
Any unused balance is paid as a terminal payout on the final paycheck.
The employee either used or was paid out the remaining Management Leave hours at time of termination for the current year and must wait until January 1 of the following year to receive 80 hours.
The Management Leave hours used on the timesheet are retirement applicable.
The terminal payout of Management Leave is never retirement applicable.
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, Management Leave provides managers with 80 hours of leave per calendar year, which must be recorded on the timesheet when used as Z133 (Mgt/Atty Leave) to ensure accurate tracking. It is important to note that both Management Leave and MTO require supervisor approval prior to taking the time off.