Board Chair and Members of the Board,

Proposed Guidance for the Administrative/Human Resources Manual for Local Departments of Social Services has been posted for public comment. I am requesting that the State Board of Social Services consider increasing the standard annual leave carryover limits for local Department of Social Services employees as outlined in Chapter 4, document HR4.

For approximately 40 years, our annual leave carryover limits have remained unchanged, while the responsibilities, expectations, and demands placed on local social services employees have increased substantially.

While I appreciate that current policy permits local boards to approve exceptions when agency demands prevent employees from taking annual leave, I want to emphasize that an exception to the existing policy is not the same as increasing the standard carryover limits.

Under the current policy, additional leave approved through an exception must be used within 12 months or it expires. Furthermore, that additional leave is not included in the amount an employee may receive upon separation.  

What I am requesting is a permanent increase in the standard annual leave carryover limits, with corresponding consideration of the maximum leave payout limits.

Current Amounts:

Proposed Chart:

This is particularly important for smaller local agencies, where limited staffing, vacancies, increasing caseloads, and the demands of providing essential services frequently make it difficult for employees to take the leave they have earned.

We must not place employees in a position where their commitment to serving their communities results in the loss of an earned benefit. Nor should we expect employees who have already postponed vacations because of staff shortages to face the same dilemma the following year.

Increasing the standard carryover limits would provide a meaningful retention benefit, recognize the demands placed on our workforce, and give employees greater flexibility to take leave when operational circumstances permit.
Our workforce has changed, our responsibilities have expanded, and the challenges of recruiting and retaining qualified employees have become increasingly complex. It is time for our annual leave policies to reflect those realities.

I respectfully ask the Board to consider modernizing these limits rather than continuing to rely on temporary exceptions to address an ongoing workforce challenge.

Thank you for your consideration.

Sincerely,

Andrew Crawford

VLSSE President

Director Bedford County Dept of Social Services.

Chair and Members of the Board,

Proposed Guidance for the Administrative/Human Resources Manual for Local Departments of Social Services has been posted for public comment. I am requesting that the State Board of Social Services consider increasing the standard annual leave carryover limits for local Department of Social Services employees as outlined in Chapter 4, document HR4.

For approximately 40 years, our annual leave carryover limits have remained unchanged, while the responsibilities, expectations, and demands placed on local social services employees have increased substantially.

While I appreciate that current policy permits local boards to approve exceptions when agency demands prevent employees from taking annual leave, I want to emphasize that an exception to the existing policy is not the same as increasing the standard carryover limits.

Under the current policy, additional leave approved through an exception must be used within 12 months or it expires. Furthermore, that additional leave is not included in the amount an employee may receive upon separation.  

What I am requesting is a permanent increase in the standard annual leave carryover limits, with corresponding consideration of the maximum leave payout limits.

Current Amounts:

Proposed Chart:

This is particularly important for smaller local agencies, where limited staffing, vacancies, increasing caseloads, and the demands of providing essential services frequently make it difficult for employees to take the leave they have earned.

We must not place employees in a position where their commitment to serving their communities results in the loss of an earned benefit. Nor should we expect employees who have already postponed vacations because of staff shortages to face the same dilemma the following year.

Increasing the standard carryover limits would provide a meaningful retention benefit, recognize the demands placed on our workforce, and give employees greater flexibility to take leave when operational circumstances permit.
Our workforce has changed, our responsibilities have expanded, and the challenges of recruiting and retaining qualified employees have become increasingly complex. It is time for our annual leave policies to reflect those realities.

I respectfully ask the Board to consider modernizing these limits rather than continuing to rely on temporary exceptions to address an ongoing workforce challenge.

Thank you for your consideration.

Goodafternoon, Chair and Members of the Board,

Proposed Guidance for the Administrative/Human Resources Manual for Local Departments of Social Services has been posted for public comment. I am requesting that the State Board of Social Services consider increasing the standard annual leave carryover limits for local Department of Social Services employees as outlined in Chapter 4, document HR4.

For approximately 40 years, our annual leave carryover limits have remained unchanged, while the responsibilities, expectations, and demands placed on local social services employees have increased substantially.

While I appreciate that current policy permits local boards to approve exceptions when agency demands prevent employees from taking annual leave, I want to emphasize that an exception to the existing policy is not the same as increasing the standard carryover limits.

Under the current policy, additional leave approved through an exception must be used within 12 months or it expires. Furthermore, that additional leave is not included in the amount an employee may receive upon separation.  

What I am requesting is a permanent increase in the standard annual leave carryover limits, with corresponding consideration of the maximum leave payout limits.

Current Amounts:

Proposed Chart:

This is particularly important for smaller local agencies, where limited staffing, vacancies, increasing caseloads, and the demands of providing essential services frequently make it difficult for employees to take the leave they have earned.

We must not place employees in a position where their commitment to serving their communities results in the loss of an earned benefit. Nor should we expect employees who have already postponed vacations because of staff shortages to face the same dilemma the following year.

Increasing the standard carryover limits would provide a meaningful retention benefit, recognize the demands placed on our workforce, and give employees greater flexibility to take leave when operational circumstances permit.
Our workforce has changed, our responsibilities have expanded, and the challenges of recruiting and retaining qualified employees have become increasingly complex. It is time for our annual leave policies to reflect those realities.

I respectfully ask the Board to consider modernizing these limits rather than continuing to rely on temporary exceptions to address an ongoing workforce challenge.

Thank you for your consideration.

Respectfully,

Keri Cusick

Westmoreland County DSS Director

Chair and Members of the Board,

Proposed Guidance for the Administrative/Human Resources Manual for Local Departments of Social Services has been posted for public comment. I am requesting that the State Board of Social Services consider increasing the standard annual leave carryover limits for local Department of Social Services employees as outlined in Chapter 4, document HR4.

For approximately 40 years, our annual leave carryover limits have remained unchanged, while the responsibilities, expectations, and demands placed on local social services employees have increased substantially.

While I appreciate that current policy permits local boards to approve exceptions when agency demands prevent employees from taking annual leave, I want to emphasize that an exception to the existing policy is not the same as increasing the standard carryover limits.

Under the current policy, additional leave approved through an exception must be used within 12 months or it expires. Furthermore, that additional leave is not included in the amount an employee may receive upon separation.  

What I am requesting is a permanent increase in the standard annual leave carryover limits, with corresponding consideration of the maximum leave payout limits.

Current Amounts:

Proposed Chart:

This is particularly important for smaller local agencies, where limited staffing, vacancies, increasing caseloads, and the demands of providing essential services frequently make it difficult for employees to take the leave they have earned.

We must not place employees in a position where their commitment to serving their communities results in the loss of an earned benefit. Nor should we expect employees who have already postponed vacations because of staff shortages to face the same dilemma the following year.

Increasing the standard carryover limits would provide a meaningful retention benefit, recognize the demands placed on our workforce, and give employees greater flexibility to take leave when operational circumstances permit.
Our workforce has changed, our responsibilities have expanded, and the challenges of recruiting and retaining qualified employees have become increasingly complex. It is time for our annual leave policies to reflect those realities.

I respectfully ask the Board to consider modernizing these limits rather than continuing to rely on temporary exceptions to address an ongoing workforce challenge.

Thank you for your consideration.

Greetings to the Chair and Members of the Board,

Proposed Guidance for the Administrative/Human Resources Manual for Local Departments of Social Services has been posted for public comment. I am requesting that the State Board of Social Services consider increasing the standard annual leave carryover limits for local Department of Social Services employees as outlined in Chapter 4, document HR4.

For approximately 40 years, our annual leave carryover limits have remained unchanged, while the responsibilities, expectations, and demands placed on local social services employees have increased substantially.

While I appreciate that current policy permits local boards to approve exceptions when agency demands prevent employees from taking annual leave, I want to emphasize that an exception to the existing policy is not the same as increasing the standard carryover limits.

Under the current policy, additional leave approved through an exception must be used within 12 months or it expires. Furthermore, that additional leave is not included in the amount an employee may receive upon separation.  

What I am requesting is a permanent increase in the standard annual leave carryover limits, with corresponding consideration of the maximum leave payout limits.

Current:

Proposed:

This is particularly important for smaller local agencies, where limited staffing, vacancies, increasing caseloads, and the demands of providing essential services frequently make it difficult for employees to take the leave they have earned.

We must not place employees in a position where their commitment to serving their communities results in the loss of an earned benefit. Nor should we expect employees who have already postponed vacations because of staff shortages to face the same dilemma the following year.

Increasing the standard carryover limits would provide a meaningful retention benefit, recognize the demands placed on our workforce, and give employees greater flexibility to take leave when operational circumstances permit.
Our workforce has changed, our responsibilities have expanded, and the challenges of recruiting and retaining qualified employees have become increasingly complex. It is time for our annual leave policies to reflect those realities.

I respectfully ask the Board to consider modernizing these limits rather than continuing to rely on temporary exceptions to address an ongoing workforce challenge.

Thank you,

Tiffany Gordon

Westmoreland County DSS

Board Chair and Members of the Board,

Proposed Guidance for the Administrative/Human Resources Manual for Local Departments of Social Services has been posted for public comment. I am requesting that the State Board of Social Services consider increasing the standard annual leave carryover limits for local Department of Social Services employees as outlined in Chapter 4, document HR4.

For approximately 40 years, our annual leave carryover limits have remained unchanged, while the responsibilities, expectations, and demands placed on local social services employees have increased substantially.

While I appreciate that current policy permits local boards to approve exceptions when agency demands prevent employees from taking annual leave, I want to emphasize that an exception to the existing policy is not the same as increasing the standard carryover limits.

Under the current policy, additional leave approved through an exception must be used within 12 months or it expires. Furthermore, that additional leave is not included in the amount an employee may receive upon separation.  

What I am requesting is a permanent increase in the standard annual leave carryover limits, with corresponding consideration of the maximum leave payout limits.

Current Amounts:

Proposed Chart:

This is particularly important for smaller local agencies, where limited staffing, vacancies, increasing caseloads, and the demands of providing essential services frequently make it difficult for employees to take the leave they have earned.

We must not place employees in a position where their commitment to serving their communities results in the loss of an earned benefit. Nor should we expect employees who have already postponed vacations because of staff shortages to face the same dilemma the following year.

Increasing the standard carryover limits would provide a meaningful retention benefit, recognize the demands placed on our workforce, and give employees greater flexibility to take leave when operational circumstances permit.
Our workforce has changed, our responsibilities have expanded, and the challenges of recruiting and retaining qualified employees have become increasingly complex. It is time for our annual leave policies to reflect those realities.

I respectfully ask the Board to consider modernizing these limits rather than continuing to rely on temporary exceptions to address an ongoing workforce challenge.

Thank you for your consideration.

Sincerely,

Amanda Munford

Director of Southampton County DSS

Good morning, Chair and Members of the Board,

Proposed Guidance for the Administrative/Human Resources Manual for Local Departments of Social Services has been posted for public comment. I am requesting that the State Board of Social Services consider increasing the standard annual leave carryover limits for local Department of Social Services employees as outlined in Chapter 4, document HR4.

For approximately 40 years, our annual leave carryover limits have remained unchanged, while the responsibilities, expectations, and demands placed on local social services employees have increased substantially.

While I appreciate that current policy permits local boards to approve exceptions when agency demands prevent employees from taking annual leave, I want to emphasize that an exception to the existing policy is not the same as increasing the standard carryover limits.

Under the current policy, additional leave approved through an exception must be used within 12 months or it expires. Furthermore, that additional leave is not included in the amount an employee may receive upon separation.  

What I am requesting is a permanent increase in the standard annual leave carryover limits, with corresponding consideration of the maximum leave payout limits.

Current Amounts:

Proposed Chart:

This is particularly important for smaller local agencies, where limited staffing, vacancies, increasing caseloads, and the demands of providing essential services frequently make it difficult for employees to take the leave they have earned.

We must not place employees in a position where their commitment to serving their communities results in the loss of an earned benefit. Nor should we expect employees who have already postponed vacations because of staff shortages to face the same dilemma the following year.

Increasing the standard carryover limits would provide a meaningful retention benefit, recognize the demands placed on our workforce, and give employees greater flexibility to take leave when operational circumstances permit.
Our workforce has changed, our responsibilities have expanded, and the challenges of recruiting and retaining qualified employees have become increasingly complex. It is time for our annual leave policies to reflect those realities.

I respectfully ask the Board to consider modernizing these limits rather than continuing to rely on temporary exceptions to address an ongoing workforce challenge.

Thank you for your consideration.

Sincerely,

Linda Cooke

Interim Director, King and Queen DSS

Good morning, Chair and Members of the Board,

Proposed Guidance for the Administrative/Human Resources Manual for Local Departments of Social Services has been posted for public comment. I am requesting that the State Board of Social Services consider increasing the standard annual leave carryover limits for local Department of Social Services employees as outlined in Chapter 4, document HR4.

For approximately 40 years, our annual leave carryover limits have remained unchanged, while the responsibilities, expectations, and demands placed on local social services employees have increased substantially.

While I appreciate that current policy permits local boards to approve exceptions when agency demands prevent employees from taking annual leave, I want to emphasize that an exception to the existing policy is not the same as increasing the standard carryover limits.

Under the current policy, additional leave approved through an exception must be used within 12 months or it expires. Furthermore, that additional leave is not included in the amount an employee may receive upon separation.  

What I am requesting is a permanent increase in the standard annual leave carryover limits, with corresponding consideration of the maximum leave payout limits.

Current Amounts:

Proposed Chart:

This is particularly important for smaller local agencies, where limited staffing, vacancies, increasing caseloads, and the demands of providing essential services frequently make it difficult for employees to take the leave they have earned.

We must not place employees in a position where their commitment to serving their communities results in the loss of an earned benefit. Nor should we expect employees who have already postponed vacations because of staff shortages to face the same dilemma the following year.

Increasing the standard carryover limits would provide a meaningful retention benefit, recognize the demands placed on our workforce, and give employees greater flexibility to take leave when operational circumstances permit.
Our workforce has changed, our responsibilities have expanded, and the challenges of recruiting and retaining qualified employees have become increasingly complex. It is time for our annual leave policies to reflect those realities.

I respectfully ask the Board to consider modernizing these limits rather than continuing to rely on temporary exceptions to address an ongoing workforce challenge.

Thank you for your consideration.

Sincerely,

Tamara Green, Director

Good evening, Chair and Members of the Board,

Proposed Guidance for the Administrative/Human Resources Manual for Local Departments of Social Services has been posted for public comment. I am requesting that the State Board of Social Services consider increasing the standard annual leave carryover limits for local Department of Social Services employees as outlined in Chapter 4, document HR4.

For approximately 40 years, our annual leave carryover limits have remained unchanged, while the responsibilities, expectations, and demands placed on local social services employees have increased substantially.

While I appreciate that current policy permits local boards to approve exceptions when agency demands prevent employees from taking annual leave, I want to emphasize that an exception to the existing policy is not the same as increasing the standard carryover limits.

Under the current policy, additional leave approved through an exception must be used within 12 months or it expires. Furthermore, that additional leave is not included in the amount an employee may receive upon separation.  

What I am requesting is a permanent increase in the standard annual leave carryover limits, with corresponding consideration of the maximum leave payout limits.

Current Amounts:

Proposed Chart:

This is particularly important for smaller local agencies, where limited staffing, vacancies, increasing caseloads, and the demands of providing essential services frequently make it difficult for employees to take the leave they have earned.

We must not place employees in a position where their commitment to serving their communities results in the loss of an earned benefit. Nor should we expect employees who have already postponed vacations because of staff shortages to face the same dilemma the following year.

Increasing the standard carryover limits would provide a meaningful retention benefit, recognize the demands placed on our workforce, and give employees greater flexibility to take leave when operational circumstances permit.
Our workforce has changed, our responsibilities have expanded, and the challenges of recruiting and retaining qualified employees have become increasingly complex. It is time for our annual leave policies to reflect those realities.

I respectfully ask the Board to consider modernizing these limits rather than continuing to rely on temporary exceptions to address an ongoing workforce challenge.

Thank you for your consideration.

Sincerely,

Regina Barger, Director

Pittsylvania County Department of Social Services

Mr. Chair and Members of the Board,

I am requesting that the State Board of Social Services consider increasing the standard annual leave carryover limits for local Department of Social Services employees. 

For approximately 40 years, our annual leave carryover limits have remained unchanged, while the responsibilities, expectations, and demands placed on local social services employees have increased substantially. 

We appreciate that current policy permits local boards to approve exceptions when agency demands prevent employees from taking annual leave, I want to emphasize that an exception to the existing policy is not the same as increasing the standard carryover limits.

Under the current policy, additional leave approved through an exception must be used within 12 months or it expires. That additional leave is not included in the amount an employee may receive upon separation.  

I am requesting an increase in the standard annual leave carryover limits, with corresponding consideration of the maximum leave payout limits.

Current Amounts:

Proposed Chart:

This is particularly important for smaller agencies, where limited staffing, vacancies, increasing caseloads, and the demands of providing essential services frequently make it difficult for employees to take the leave they have earned.

We must not place employees in a position where their commitment to serving their communities results in the loss of an earned benefit. Nor should we expect employees who have already postponed vacations because of staff shortages to face the same dilemma the following year.

Increasing the standard carryover limits would provide a meaningful retention benefit, recognize the demands placed on our workforce, and give employees greater flexibility to take leave when operational circumstances permit.
Our workforce has changed, our responsibilities have expanded, and the challenges of recruiting and retaining qualified employees have become increasingly complex. It is time for our annual leave policies to reflect those realities.

I respectfully ask the Board to consider modernizing these limits rather than continuing to rely on temporary exceptions to address an ongoing workforce challenge. 

With kind regards,

Lisa C. Linthicum, Director

Campbell County Department of Social Services

Good morning, Chair and Members of the Board,

Proposed Guidance for the Administrative/Human Resources Manual for Local Departments of Social Services has been posted for public comment. I am requesting that the State Board of Social Services consider increasing the standard annual leave carryover limits for local Department of Social Services employees as outlined in Chapter 4, document HR4.

For approximately 40 years, our annual leave carryover limits have remained unchanged, while the responsibilities, expectations, and demands placed on local social services employees have increased substantially.

While I appreciate that current policy permits local boards to approve exceptions when agency demands prevent employees from taking annual leave, I want to emphasize that an exception to the existing policy is not the same as increasing the standard carryover limits.

Under the current policy, additional leave approved through an exception must be used within 12 months or it expires. Furthermore, that additional leave is not included in the amount an employee may receive upon separation.

What I am requesting is a permanent increase in the standard annual leave carryover limits, with corresponding consideration of the maximum leave payout limits.

Current Amounts:

Years of Service Maximum Annual Carryover & Payout Amount Max. Carryover Hours 40-Hour Week Max. Carryover Hours 37.5-Hour Week Max. Carryover Hours 35-Hour Week

Up to 5 Years 24 Days 192 Hours 180 Hours 168 Hours

5 Years 30 Days 240 Hours 225 Hours 210 Hours

10 Years 36 Days 288 Hours 270 Hours 252 Hours

15 Years 42 Days 336 Hours 315 Hours 294 Hours

20 Years 48 Days 384 Hours 360 Hours 336 Hours

25 Years 54 Days 432 Hours 405 Hours 378 Hours

Proposed Chart:

Years of Service Maximum Annual Carryover & Payout Amount Max. Carryover Hours & Payout 40-Hour Week Max. Carryover Hours & Payout 37.5-Hour Week Max. Carryover Hours & Payout 35-Hour Week

Up to 5 Years 30 Days 240 Hours 225 Hours 210 Hours

5 Years 36 Days 288 Hours 270 Hours 252 Hours

10 Years 42 Days 336 Hours 315 Hours 294 Hours

15 Years 48 Days 384 Hours 360 Hours 336 Hours

20 Years 54 Days 432 Hours 405 Hours 378 Hours

25 Years 60 Days 480 Hours 450 Hours 420 Hours

30 Years 66 Days 528 Hours 495 Hours 462 Hours

35 Years 72 Days 576 Hours 540 Hours 504 Hours

40 Years 78 Days 624 Hours 585 Hours 546 Hours

This is particularly important for smaller local agencies, where limited staffing, vacancies, increasing caseloads, and the demands of providing essential services frequently make it difficult for employees to take the leave they have earned.

We must not place employees in a position where their commitment to serving their communities results in the loss of an earned benefit. Nor should we expect employees who have already postponed vacations because of staff shortages to face the same dilemma the following year.

Increasing the standard carryover limits would provide a meaningful retention benefit, recognize the demands placed on our workforce, and give employees greater flexibility to take leave when operational circumstances permit. Our workforce has changed, our responsibilities have expanded, and the challenges of recruiting and retaining qualified employees have become increasingly complex. It is time for our annual leave policies to reflect those realities.

I respectfully ask the Board to consider modernizing these limits rather than continuing to rely on temporary exceptions to address an ongoing workforce challenge.

Thank you for your consideration.

Sincerely,

Jonathan Franklin

King George DSS