Common use of Catastrophic Leave Bank Clause in Contracts

Catastrophic Leave Bank. ‌ The District shall establish and maintain a Catastrophic Leave Bank which allows bargaining unit members and other employees to donate accrued leave to other employees who have exhausted or will exhaust their accrued leave due to the employee’s own health condition, or a health condition of a member of the employee’s immediate family. Immediate Family shall be defined as an employee’s spouse, registered domestic partner, child (including step or xxxxxx child), or a person defined as a dependent for Income Tax purposes. The Catastrophic Leave Bank will include the following terms and conditions: • All full-time regular and probationary employees shall be eligible to apply for and receive paid leave from the Catastrophic Leave Bank. • Time donated or given will be a one hour for one hour exchange, no conversions, based upon the requesting employee’s rate. • The catastrophic leave bank will have a maximum cap of 500 hours. The Catastrophic Leave Bank shall not be initiated until the employee’s leave balances (annual leave, floating holidays, and comp time bank) are completely exhausted. In order to be eligible to receive paid leave from the Catastrophic Leave Bank due to an employee’s own health condition, an employee must provide a physician’s statement that the employee’s health condition is such that the employee is currently unable to perform his/her regular duties and that provides an estimate of the length of time the employee’s health condition will be such that the employee is unable to perform his/her regular duties. If an employee is eligible for FMLA, the employee must apply FMLA leave while using the Catastrophic leave bank. In order to be eligible to receive paid leave from the Catastrophic Leave Bank due to the health condition of a member of an employee’s immediate family, an employee must provide a physician’s statement that the health condition of the member of the employee’s immediate family is such that the employee must take time off from work to provide care for that person and an estimate of the length of time the employee will need to take time off from work to provide such care. If an employee is eligible for FMLA, the employee must apply FMLA leave while using the Catastrophic leave bank. An employee who meets the conditions of eligibility for the receipt of paid leave from the Catastrophic Leave Bank shall be entitled to receive up to 320 hours of such leave in a 12-month period, provided that there are a sufficient number of hours in the Catastrophic Leave Bank. The Fire Chief shall have the discretion to approve a request from an eligible employee for additional hours of paid leave from the Catastrophic Leave Bank. A denial by the Fire Chief for additional hours of paid leave from the Catastrophic Leave Bank shall not be subject to the grievance or other appeal procedures. Employees receiving paid leave from the Catastrophic Leave Bank shall accrue leave based on the MOU. A 40-hour workweek employee who has at least 120 hours of annual leave may donate annual leave hours. A 40-hour workweek employee donating annual leave may not make a donation that would result in his/her having less than 80 hours of annual leave. Employees with floating holidays may donate part or all of their annual unused floating holiday hours. The District’s Catastrophic Leave Policy shall authorize employees to make donations annually to the Catastrophic Leave Bank. At any time during the year that the number of hours in the Catastrophic Leave Bank falls below the number of hours that are to be granted to an eligible employee, the Human Resources Department will notify the Union so they may solicit additional donations to the Catastrophic Leave Bank from regular employees. The names of the employees who make donations to the Catastrophic Leave Bank and the number of hours shall be kept confidential. 10.5 Integration‌ Employees shall timely apply for Worker’s Compensation Temporary Disability benefits, State Disability benefits, and/or State Disability Family Leave benefits (referred to as “benefit payment”) as appropriate to the injury, illness or condition which supports the basis for any leave of absence. For any period during which an employee on an approved leave receives any benefit payments, such payments will be integrated with the employee’s use of accrued paid leaves. In no event may an employee receive more in compensation through the combination of any benefit payments received and any paid time off received in cash than the employee would have received in regular compensation if not for the absence. In the event that there is a delay in the issuance of any benefit payment, the employee is required to notify the District. Should an employee receive a retroactive benefit payment, which when combined with the paid time off hours provided to the employee for the period of the retroactive payment would result in the employee receiving more than he or she would have received in regular compensation, the employee shall provide a photocopy of any retroactive benefit payment check to the District. The amount of any retroactive benefit payment will be divided by the employee’s rate of pay, including any specialty pays. The resulting number of hours shall be credited to the employee for purposes of District payment toward medical premiums only for any period of that leave which exceeds the District’s obligation to provide paid health care benefits under the FMLA/CFRA, and for which District payment is not already being made. 10.6 Leave Without Pay‌ This section shall cover leaves of absence without pay which are in excess of or not covered by leaves provided in sections 10.1 through 10.3 and 10.6 through 10.11, inclusive.

Catastrophic Leave Bank. ‌ The District shall establish and maintain a Catastrophic Leave Bank which allows bargaining unit members and other employees to donate accrued leave to other employees who have exhausted or will exhaust their accrued leave due to the employee’s own health condition, or a health condition of a member of the employee’s immediate family. Immediate Family shall be defined as an employee’s spouse, registered domestic partner, child (including step or xxxxxx child), or a person defined as a dependent for Income Tax purposes. The Catastrophic Leave Bank will include the following terms and conditions: • All full-time regular and probationary employees shall be eligible to apply for and receive paid leave from the Catastrophic Leave Bank. • Time donated or given will be a one hour for one one-hour exchange, no conversions, based upon the requesting employee’s rate. • The catastrophic leave bank will have a maximum cap of 500 hours. The Catastrophic Leave Bank shall not be initiated until the employee’s leave balances (annual leave, floating holidays, and comp time bank) are completely exhausted. In order to be eligible to receive paid leave from the Catastrophic Leave Bank due to an employee’s own health condition, an employee must provide a physician’s statement that the employee’s health condition is such that the employee is currently unable to perform his/her their regular duties and that provides an estimate of the length of time the employee’s health condition will be such that the employee is unable to perform his/her their regular duties. If an employee is eligible for FMLA, the employee must apply FMLA leave while using the Catastrophic leave bank. In order to be eligible to receive paid leave from the Catastrophic Leave Bank due to the health condition of a member of an employee’s immediate family, an employee must provide a physician’s statement that the health condition of the member of the employee’s immediate family is such that the employee must take time off from work to provide care for that person and an estimate of the length of time the employee will need to take time off from work to provide such care. If an employee is eligible for FMLA, the employee must apply FMLA leave while using the Catastrophic leave bank. An employee who meets the conditions of eligibility for the receipt of paid leave from the Catastrophic Leave Bank shall be entitled to receive up to 320 hours of such leave in a 12-month period, provided that there are a sufficient number of hours in the Catastrophic Leave Bank. The Fire Chief shall have the discretion to approve a request from an eligible employee for additional hours of paid leave from the Catastrophic Leave Bank. A denial by the Fire Chief for additional hours of paid leave from the Catastrophic Leave Bank shall not be subject to the grievance or other appeal procedures. Employees receiving paid leave from the Catastrophic Leave Bank shall accrue leave based on the MOU. A 40-hour workweek employee who has at least 120 hours of annual leave may donate annual leave hours. A 40-hour workweek employee donating annual leave may not make a donation that would result in his/her their having less than 80 hours of annual leave. Employees with floating holidays may donate part or all of their annual unused floating holiday hours. The District’s Catastrophic Leave Policy shall authorize employees to make donations annually to the Catastrophic Leave Bank. At any time during the year that the number of hours in the Catastrophic Leave Bank falls below the number of hours that are to be granted to an eligible employee, the Human Resources Department will notify the Union so they may solicit additional donations to the Catastrophic Leave Bank from regular employees. The names of the employees who make donations to the Catastrophic Leave Bank and the number of hours shall be kept confidential. 10.5 Integration‌ Integration Employees shall timely apply for Worker’s Compensation Temporary Disability benefits, State Disability benefits, and/or State Disability Family Leave benefits (referred to as “benefit payment”) as appropriate to the injury, illness or condition which supports the basis for any leave of absence. For any period during which an employee on an approved leave receives any benefit payments, such payments will be integrated with the employee’s use of accrued paid leaves. In no event may an employee receive more in compensation through the combination of any benefit payments received and any paid time off received in cash than the employee would have received in regular compensation if not for the absence. In the event that there is a delay in the issuance of any benefit payment, the employee is required to notify the District. Should an employee receive a retroactive benefit payment, which when combined with the paid time off hours provided to the employee for the period of the retroactive payment would result in the employee receiving more than he or she would have received in regular compensation, the employee shall provide a photocopy of any retroactive benefit payment check to the District. The amount of any retroactive benefit payment will be divided by the employee’s rate of pay, including any specialty pays. The resulting number of hours shall be credited to the employee for purposes of District payment toward medical premiums only for any period of that leave which exceeds the District’s obligation to provide paid health care benefits under the FMLA/CFRA, and for which District payment is not already being made. 10.6 Leave Without Pay‌ This section shall cover leaves of absence without pay which are in excess of or not covered by leaves provided in sections 10.1 through 10.3 and 10.6 through 10.11, inclusive.

Catastrophic Leave Bank. ‌ The District shall establish and maintain a Catastrophic Leave Bank which allows bargaining unit members and other employees to donate accrued leave to other employees who have exhausted or will exhaust their accrued leave due to the employee’s own health condition, or a health condition of a member of the employee’s immediate family. Immediate Family shall be defined as an employee’s spouse, registered domestic partner, child (including step or xxxxxx child), or a person defined as a dependent for Income Tax purposes. The Catastrophic Leave Bank will include the following terms and conditions: • All full-time regular and probationary employees shall be eligible to apply for and receive paid leave from the Catastrophic Leave Bank. • Time donated or given will be a one hour for one hour exchange, no conversions, based upon the requesting employee’s rate. • The catastrophic leave bank will have a maximum cap of 500 hours. The Catastrophic Leave Bank shall not be initiated until the employee’s leave balances (annual leave, floating holidays, and comp time bank) are completely exhausted. In order to be eligible to receive paid leave from the Catastrophic Leave Bank due to an employee’s own health condition, an employee must provide a physician’s statement that the employee’s health condition is such that the employee is currently unable to perform his/her regular duties and that provides an estimate of the length of time the employee’s health condition will be such that the employee is unable to perform his/her regular duties. If an employee is eligible for FMLA, the employee must apply FMLA leave while using the Catastrophic leave bank. In order to be eligible to receive paid leave from the Catastrophic Leave Bank due to the health condition of a member of an employee’s immediate family, an employee must provide a physician’s statement that the health condition of the member of the employee’s immediate family is such that the employee must take time off from work to provide care for that person and an estimate of the length of time the employee will need to take time off from work to provide such care. If an employee is eligible for FMLA, the employee must apply FMLA leave while using the Catastrophic leave bank. An employee who meets the conditions of eligibility for the receipt of paid leave from the Catastrophic Leave Bank shall be entitled to receive up to 320 hours of such leave in a 12-month period, provided that there are a sufficient number of hours in the Catastrophic Leave Bank. The Fire Chief shall have the discretion to approve a request from an eligible employee for additional hours of paid leave from the Catastrophic Leave Bank. A denial by the Fire Chief for additional hours of paid leave from the Catastrophic Leave Bank shall not be subject to the grievance or other appeal procedures. Employees receiving paid leave from the Catastrophic Leave Bank shall accrue leave based on the MOU. A 40-hour workweek employee who has at least 120 hours of annual leave may donate annual leave hours. A 40-hour workweek employee donating annual leave may not make a donation that would result in his/her having less than 80 hours of annual leave. Employees with floating holidays may donate part or all of their annual unused floating holiday hours. The District’s Catastrophic Leave Policy shall authorize employees to make donations annually to the Catastrophic Leave Bank. At any time during the year that the number of hours in the Catastrophic Leave Bank falls below the number of hours that are to be granted to an eligible employee, the Human Resources Department will notify the Union so they may solicit additional donations to the Catastrophic Leave Bank from regular employees. The names of the employees who make donations to the Catastrophic Leave Bank and the number of hours shall be kept confidential. 10.5 Integration‌ Employees shall timely apply for Worker’s Compensation Temporary Disability benefits, State Disability benefits, and/or State Disability Family Leave benefits (referred to as “benefit payment”) as appropriate to the injury, illness or condition which supports the basis for any leave of absence. For any period during which an employee on an approved leave receives any benefit payments, such payments will be integrated with the employee’s use of accrued paid leaves. In no event may an employee receive more in compensation through the combination of any benefit payments received and any paid time off received in cash than the employee would have received in regular compensation if not for the absence. In the event that there is a delay in the issuance of any benefit payment, the employee is required to notify the District. Should an employee receive a retroactive benefit payment, which when combined with the paid time off hours provided to the employee for the period of the retroactive payment would result in the employee receiving more than he or she would have received in regular compensation, the employee shall provide a photocopy of any retroactive benefit payment check to the District. The amount of any retroactive benefit payment will be divided by the employee’s rate of pay, including any specialty pays. The resulting number of hours shall be credited to the employee for purposes of District payment toward medical premiums only for any period of that leave which exceeds the District’s obligation to provide paid health care benefits under the FMLA/CFRA, and for which District payment is not already being made. 10.6 Leave Without Pay‌ This section shall cover leaves of absence without pay which are in excess of or not covered by leaves provided in sections 10.1 through 10.3 and 10.6 through 10.11, inclusive.

Catastrophic Leave Bank. ‌ The District shall establish and maintain a Catastrophic Leave Bank which allows bargaining unit members and other employees to donate accrued leave to other employees who have exhausted or will exhaust their accrued leave due to the employee’s own health condition, or a health condition of a member of the employee’s immediate family. Immediate Family shall be defined as an employee’s spouse, registered domestic partner, child (including step or xxxxxx child), or a person defined as a dependent for Income Tax purposes. The Catastrophic Leave Bank will include the following terms and conditions: •  All full-time regular and probationary employees shall be eligible to apply for and receive paid leave from the Catastrophic Leave Bank. •  Time donated or given will be a one hour for one hour exchange, no conversions, based upon the requesting employee’s rate. •  The catastrophic leave bank will have a maximum cap of 500 hours. The Catastrophic Leave Bank shall not be initiated until the employee’s leave balances (annual leave, floating holidays, and comp time bank) are completely exhausted. In order to be eligible to receive paid leave from the Catastrophic Leave Bank due to an employee’s own health condition, an employee must provide a physician’s statement that the employee’s health condition is such that the employee is currently unable to perform his/her regular duties and that provides an estimate of the length of time the employee’s health condition will be such that the employee is unable to perform his/her regular duties. If an employee is eligible for FMLA, the employee must apply FMLA leave while using the Catastrophic leave bank. In order to be eligible to receive paid leave from the Catastrophic Leave Bank due to the health condition of a member of an employee’s immediate family, an employee must provide a physician’s statement that the health condition of the member of the employee’s immediate family is such that the employee must take time off from work to provide care for that person and an estimate of the length of time the employee will need to take time off from work to provide such care. If an employee is eligible for FMLA, the employee must apply FMLA leave while using the Catastrophic leave bank. An employee who meets the conditions of eligibility for the receipt of paid leave from the Catastrophic Leave Bank shall be entitled to receive up to 320 hours of such leave in a 12-month period, provided that there are a sufficient number of hours in the Catastrophic Leave Bank. The Fire Chief shall have the discretion to approve a request from an eligible employee for additional hours of paid leave from the Catastrophic Leave Bank. A denial by the Fire Chief for additional hours of paid leave from the Catastrophic Leave Bank shall not be subject to the grievance or other appeal procedures. Employees receiving paid leave from the Catastrophic Leave Bank shall accrue leave based on the MOU. A 40-hour workweek employee who has at least 120 hours of annual leave may donate annual leave hours. A 40-hour workweek employee donating annual leave may not make a donation that would result in his/her having less than 80 hours of annual leave. Employees with floating holidays may donate part or all of their annual unused floating holiday hours. The District’s Catastrophic Leave Policy shall authorize employees to make donations annually to the Catastrophic Leave Bank. At any time during the year that the number of hours in the Catastrophic Leave Bank falls below the number of hours that are to be granted to an eligible employee, the Human Resources Department will notify the Union so they may solicit additional donations to the Catastrophic Leave Bank from regular employees. The names of the employees who make donations to the Catastrophic Leave Bank and the number of hours shall be kept confidential. 10.5 Integration‌ Employees shall timely apply for Worker’s Compensation Temporary Disability benefits, State Disability benefits, and/or State Disability Family Leave benefits (referred to as “benefit payment”) as appropriate to the injury, illness or condition which supports the basis for any leave of absence. For any period during which an employee on an approved leave receives any benefit payments, such payments will be integrated with the employee’s use of accrued paid leaves. In no event may an employee receive more in compensation through the combination of any benefit payments received and any paid time off received in cash than the employee would have received in regular compensation if not for the absence. In the event that there is a delay in the issuance of any benefit payment, the employee is required to notify the District. Should an employee receive a retroactive benefit payment, which when combined with the paid time off hours provided to the employee for the period of the retroactive payment would result in the employee receiving more than he or she would have received in regular compensation, the employee shall provide a photocopy of any retroactive benefit payment check to the District. The amount of any retroactive benefit payment will be divided by the employee’s rate of pay, including any specialty pays. The resulting number of hours shall be credited to the employee for purposes of District payment toward medical premiums only for any period of that leave which exceeds the District’s obligation to provide paid health care benefits under the FMLA/CFRA, and for which District payment is not already being made. 10.6 Leave Without Pay‌ This section shall cover leaves of absence without pay which are in excess of or not covered by leaves provided in sections 10.1 through 10.3 and 10.6 through 10.11, inclusive.

Catastrophic Leave Bank. ‌ The District shall establish and maintain a Catastrophic Leave Bank which allows bargaining unit members and other employees to donate accrued leave to other employees who have exhausted or will exhaust their accrued leave due to the employee’s own health condition, or a health condition of a member of the employee’s immediate family. Immediate Family shall be defined as an employee’s spouse, registered domestic partner, child (including step or xxxxxx child), or a person defined as a dependent for Income Tax purposes. The Catastrophic Leave Bank will include the following terms and conditions: • All full-time regular and probationary employees shall be eligible to apply for and receive paid leave from the Catastrophic Leave Bank. • Time donated or given will be a one hour for one hour exchange, no conversions, based upon the requesting employee’s rate. • The catastrophic leave bank will have a maximum cap of 500 hours. The Catastrophic Leave Bank shall not be initiated until the employee’s leave balances (annual leave, floating holidays, and comp time bank) are completely exhausted. In order to be eligible to receive paid leave from the Catastrophic Leave Bank due to an employee’s own health condition, an employee must provide a physician’s statement that the employee’s health condition is such that the employee is currently unable to perform his/her hertheir regular duties and that provides an estimate of the length of time the employee’s health condition will be such that the employee is unable to perform his/her hertheir regular duties. If an employee is eligible for FMLA, the employee must apply FMLA leave while using the Catastrophic leave bank. In order to be eligible to receive paid leave from the Catastrophic Leave Bank due to the health condition of a member of an employee’s immediate family, an employee must provide a physician’s statement that the health condition of the member of the employee’s immediate family is such that the employee must take time off from work to provide care for that person and an estimate of the length of time the employee will need to take time off from work to provide such care. If an employee is eligible for FMLA, the employee must apply FMLA leave while using the Catastrophic leave bank. An employee who meets the conditions of eligibility for the receipt of paid leave from the Catastrophic Leave Bank shall be entitled to receive up to 320 hours of such leave in a 12-month period, provided that there are a sufficient number of hours in the Catastrophic Leave Bank. The Fire Chief shall have the discretion to approve a request from an eligible employee for additional hours of paid leave from the Catastrophic Leave Bank. A denial by the Fire Chief for additional hours of paid leave from the Catastrophic Leave Bank shall not be subject to the grievance or other appeal procedures. Employees receiving paid leave from the Catastrophic Leave Bank shall accrue leave based on the MOU. A 40-hour workweek employee who has at least 120 hours of annual leave may donate annual leave hours. A 40-hour workweek employee donating annual leave may not make a donation that would result in his/her hertheir having less than 80 hours of annual leave. Employees with floating holidays may donate part or all of their annual unused floating holiday hours. The District’s Catastrophic Leave Policy shall authorize employees to make donations annually to the Catastrophic Leave Bank. At any time during the year that the number of hours in the Catastrophic Leave Bank falls below the number of hours that are to be granted to an eligible employee, the Human Resources Department will notify the Union so they may solicit additional donations to the Catastrophic Leave Bank from regular employees. The names of the employees who make donations to the Catastrophic Leave Bank and the number of hours shall be kept confidential. 10.5 Integration‌ Employees shall timely apply for Worker’s Compensation Temporary Disability benefits, State Disability benefits, and/or State Disability Family Leave benefits (referred to as “benefit payment”) as appropriate to the injury, illness or condition which supports the basis for any leave of absence. For any period during which an employee on an approved leave receives any benefit payments, such payments will be integrated with the employee’s use of accrued paid leaves. In no event may an employee receive more in compensation through the combination of any benefit payments received and any paid time off received in cash than the employee would have received in regular compensation if not for the absence. In the event that there is a delay in the issuance of any benefit payment, the employee is required to notify the District. Should an employee receive a retroactive benefit payment, which when combined with the paid time off hours provided to the employee for the period of the retroactive payment would result in the employee receiving more than he or she would have received in regular compensation, the employee shall provide a photocopy of any retroactive benefit payment check to the District. The amount of any retroactive benefit payment will be divided by the employee’s rate of pay, including any specialty pays. The resulting number of hours shall be credited to the employee for purposes of District payment toward medical premiums only for any period of that leave which exceeds the District’s obligation to provide paid health care benefits under the FMLA/CFRA, and for which District payment is not already being made. 10.6 Leave Without Pay‌ This section shall cover leaves of absence without pay which are in excess of or not covered by leaves provided in sections 10.1 through 10.3 and 10.6 through 10.11, inclusive.