Administration of the Catastrophic Leave Bank Sample Clauses

Administration of the Catastrophic Leave Bank. The Catastrophic Leave Bank Committee shall have the responsibility of maintaining the records of the Catastrophic Leave Bank, receiving withdrawal requests, verifying the validity of requests, approving or denying the requests, and communicating its decision, in writing, to the participants and to the District. a) The committee’s authority shall be limited to administration of the Bank. The committee shall approve all properly submitted requests complying with the terms of this Article. Withdrawals may not be denied on the basis of the type of illness or disability. b) Applications shall be reviewed and decisions of the committee reported to the applicant, in writing, within 10 days of receipt of the application. c) The committee shall keep all records confidential and shall not disclose the nature of the illness except as is necessary to process the request for withdrawal and defend against any appeals of denials. d) By October 15, of each school year, the District shall notify the committee of the following: 1) The total number of accumulated days in the Bank on June 30 of the previous year 2) The number of days contributed by participants for the current year 3) The names of participants 4) The total number of days available in the Bank e) By the tenth day of each calendar month in which there is activity in the preceding month, the District shall notify the committee of the following: 1) The names of any additional participants who have joined in accordance with Section Q. 11.2 2) The names of any participants who have cancelled participation in accordance with Section III 3) The total number of days in the Bank at the beginning of the previous month 4) The total number of days in the Bank by new participants 5) The total number of days awarded during the previous month and to who they were awarded f) Any dispute between the Committee and the District as to the accounting of Catastrophic Leave Bank days shall be immediately reconciled. g) If the Catastrophic Leave Bank is terminated for any reason, the days remaining in the Catastrophic Leave Bank shall be returned to the then current participants of the Bank proportionately.
Sample 1Sample 2See All (4)
AutoNDA by SimpleDocs
Administration of the Catastrophic Leave Bank. 15 6.6.4.1 The Catastrophic Leave Bank Committee shall have the responsibility of maintaining the 16 records of the Catastrophic Leave Bank, receiving withdrawal requests, verifying the 17 validity of requests, approving or denying the requests, and communicating its decisions, 18 in writing, to the Participants and to the District. 19 6.6.4.2 The committee’s authority shall be limited to administration of the Bank. The Committee
Sample 1Sample 2Sample 3
Administration of the Catastrophic Leave Bank. 6 6.6.4.1 The Catastrophic Leave Bank Committee shall have the responsibility of 7 maintaining the records of the Catastrophic Leave Bank, receiving withdrawal 8 requests, verifying the validity of requests, approving or denying the requests, and 9 communicating its decisions, in writing, to the Participants and to the District. 10 6.6.4.2 The committee’s authority shall be limited to administration of the Bank. The 11 Committee shall approve all properly submitted requests complying with the terms 12 of this Article. Withdrawals may not be denied on the basis of the type of illness or 13 disability. 14 6.6.4.3 Applications shall be revised and decisions of the Committee reported to the 15 applicant, in writing, within ten (10) days of receipt of the application. 16 6.6.4.4 The Committee shall keep all records confidential and shall not disclose the nature 17 of the illness except as necessary to process the request for withdrawal and defend 18 against any appeals of denials. 19 6.6.4.5 By October 15, of each school year, the District shall notify the Committee of the 20 following: 21 6.6.4.5.1 The total number of accumulated days in the Bank on June 30th of the 22 previous school year. 23 6.6.4.5.2 The number of days contributed by Participants for the current year. 24 6.6.4.5.3 The names of participants. 25 6.6.4.5.4 The total number of days available in the Bank.
Sample 1
Administration of the Catastrophic Leave Bank. The Catastrophic Leave Bank Committee shall have the responsibility of maintaining the records of the Catastrophic Leave Bank, receiving withdrawal requests, verifying the validity of requests, approving or denying the requests, and communicating its decision, in writing, to the participants and to the District. a. The committee’s authority shall be limited to administration of the Bank. The committee shall approve all properly submitted requests complying with the terms of this Article. Withdrawals may not be denied on the basis of the type of illness or disability. b. Applications shall be reviewed and decisions of the committee reported to the applicant, in writing, within 10 days of receipt of the application. c. The committee shall keep all records confidential and shall not disclose the nature of the illness except as is necessary to process the request for withdrawal and defend against any appeals of denials. d. By October 15, of each school year, the District shall notify the committee of the following: i. The total number of accumulated days in the Bank on June 30 of the previous year ii. The number of days contributed by participants for the current year iii. The names of participants iv. The total number of days available in the Bank v. By the tenth day of each calendar month in which there is activity in the preceding month, the District shall notify the committee of the following:
Sample 1
Administration of the Catastrophic Leave Bank a. The Catastrophic Leave Bank shall be administered by a Catastrophic Leave Bank Committee consisting of five (5) members designated by the Saratoga Teachers Association, the Saratoga Classified Association, and the District. Decisions of the Committee are final and binding and are not subject to any grievance procedure. b. The District shall set up and maintain the Bank’s records.
Sample 1

Related to Administration of the Catastrophic Leave Bank

  • Catastrophic Leave Bank The City agrees to establish a Catastrophic Leave Bank to assist employees who have exhausted accrued leave time due to a serious or catastrophic illness or injury. The Catastrophic Leave Bank (CLB) will allow the bargaining unit employees to donate time to affected employees within and outside the unit, so that he/she can remain in a paid status for a longer period of time, thus partially ameliorating the financial impact of the illness, injury or condition. This donated time will be placed in a CLB and drawn down from the CLB by the eligible employee. Eligibility To be eligible for this benefit, the receiving employee must: 1) Be a regular full time employee, 2) Have sustained or have an immediate family member who has sustained a life threatening or debilitating illness, injury or condition which may require confirmation by a physician, 3) Have exhausted all accumulated paid leave including vacation, holiday, sick leave, and/or compensatory time off, 4) Be unable to return to work for at least 30 days or in the case of the condition affecting the immediate family member, that member must be in need of prolonged and significant personal care; and 5) Conformed with the requirements of the Family Medical Leave Act and/or Worker's Compensation.

  • Catastrophic Leave Program Leave credits, as defined below, may be transferred from one (1) or more employees to another employee, on an hour-for-hour basis, in accordance with departmental policies upon the request of both the receiving employee and the transferring employee and upon approval of the employee's appointing authority, under the following conditions: A. The receiving employee is required to be absent from work due to injury or the prolonged illness of the employee, employee's spouse, registered domestic partner, a domestic partner listed on an “Affidavit for Enrollment of Domestic Partners,” submitted to employee benefits, parent or child, has exhausted all earned leave credits, including but not limited to sick leave, compensatory time, holiday credits and disability leave and is therefore facing financial hardship. B. The transfers must be for a minimum of four (4) hours and in whole hour increments thereafter. C. Transfers shall be allowed to cross-departmental lines in accordance with the policies of the receiving department. D. The total maximum leave credits received by an employee shall normally not exceed five hundred twenty (520) hours; however, if approved by his/her appointing authority, the total leave credits may be up to one thousand forty (1,040) hours. Total leave credits in excess of one thousand forty (1,040) hours will be considered on a case-by-case basis by the appointing authority subject to the approval of the Chief Administrative Officer. E. The transfers are irrevocable, and will be indistinguishable from other leave credits belonging to the receiving employee. Transfers will be subject to all taxes required by law. F. Leave credits that may be transferred under this program are defined as the transferring employee’s vacation credits or up to twenty-four (24) hours of sick leave per fiscal year. G. Transfers shall be administered according to the rules and regulations of the Auditor and Controller, and made on a form prescribed by the Auditor and Controller. Approvals of the receiving and donating employee, the donating employee's appointing authority and the receiving employee's appointing authority (in the case of an interdepartmental transfer) will be provided for on such form. H. This program is not subject to the Grievance Procedure of this Agreement.

  • Catastrophic Leave The County will administer a Catastrophic Leave procedure designed to permit individual donations of annual leave, vacation, healthcare leave (8 hours maximum per fiscal year), compensatory and/or PIP leave time to an employee who is required to be on an extended unpaid leave due to a catastrophic medical condition or other serious circumstances.

  • Industrial Relations Training Leave Union Delegate/Employee Representative shall have access to industrial relations training in accordance with Appendix E hereof.

  • Administration Services When a medical prescription drug is administered by infusion, the administration of the prescription drug may be covered separately from the prescription drug. See Infusion Therapy - Administration Services in the Summary of Medical Benefits for benefit limits and the amount you pay. Prescription drugs that are self-administered are not covered as a medical benefit but may be covered as a pharmacy benefit. Please see Pharmacy Prescription Drugs and Diabetic Equipment or Supplies – Pharmacy Benefits section above for additional information. For some medical prescription drugs, after the first administration, coverage may be limited to certain locations (for example, a designated outpatient or ambulatory service facility, physician’s office, or your home), provided the location is appropriate based on your medical status. For a list of medical prescription drugs that are subject to this Site of Care Program, visit our website. Preauthorization may be required to determine medical necessity as well as appropriate site of care. If we deny your request for preauthorization, or you disagree with our determination for the appropriate site of care, you can submit a medical appeal. See Appeals in Section 5 for information on how to file a medical appeal.

  • Employment and Training Administration The ratio of trainees to journeymen on the job site shall not be greater than permitted under the plan approved by the Employment and Training Administration. Every trainee must be paid at not less than the rate specified in the approved program for the trainee's level of progress, expressed as a percentage of the journeyman hourly rate specified in the applicable wage determination. Trainees shall be paid fringe benefits in accordance with the provisions of the trainee program. If the trainee program does not mention fringe benefits, trainees shall be paid the full amount of fringe benefits listed on the wage determination unless the Administrator of the Wage and Hour Division determines that there is an apprenticeship program associated with the corresponding journeyman wage rate on the wage determination which provides for less than full fringe benefits for apprentices. Any employee listed on the payroll at a trainee rate who is not registered and participating in a training plan approved by the Employment and Training Administration shall be paid not less than the applicable wage rate on the wage determination for the classification of work actually performed. In addition, any trainee performing work on the job site in excess of the ratio permitted under the registered program shall be paid not less than the applicable wage rate on the wage determination for the work actually performed. In the event the Employment and Training Administration withdraws approval of a training program, the contractor will no longer be permitted to utilize trainees at less than the applicable predetermined rate for the work performed until an acceptable program is approved.

  • Family Medical Leave or Critical Illness Leave a) Family Medical Leave or Critical Illness leaves granted to a permanent teacher, long-term occasional teacher or teacher hired into a term position under this Article shall be in accordance with the provisions of the Employment Standards Act, as amended. b) The teacher will provide to the employer such evidence as necessary to prove entitlement under the Employment Standards Act. c) A teacher contemplating taking such leave(s) shall notify the employer of the intended date the leave is to begin and the anticipated date of return to active employment. d) Seniority and experience continue to accrue during such leave(s). e) Where a teacher is on such leave(s), the Employer shall continue to pay its share of the benefit premiums, where applicable. To maintain participation and coverage under the Collective Agreement, the teacher must agree to provide for payment for the teacher’s share of the benefit premiums, where applicable. f) In order to receive pay for such leaves, a teacher must access Employment Insurance and the Supplemental Employment Benefit (SEB) in accordance with g) to j), if allowable by legislation. An employee who is eligible for E.I. is not entitled to benefits under a school board’s sick leave and short term disability plan. g) The Employer shall provide for permanent teachers, long-term occasional teachers and teachers hired into a term position who access such Leaves, a SEB plan to top up their E.I.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!