Leave without pay (LWOP) is distinguished from an approved personal leave of absence. Employees are expected to appropriately manage and maintain their accrued leave banks to cover both planned absences as well as unforeseen absences due to illness or injury or other emergency circumstances. Employees who do not have enough accrued leave to cover an absence may request leave without pay. LWOP may be approved in the general manager’s discretion. Notwithstanding, excessive use of LWOP may constitute a performance issue resulting in disciplinary action, up to and including termination of employment. [Res. 788 § 1 (Exh. 1), 2019; Res. 767 § 4.1, 2018.]