Common use of Catastrophic Leave Clause in Contracts

Catastrophic Leave. Donations of sick leave days to establish and maintain a sick leave bank will be initiated by the Human Resources Department on a form designed and furnished by the Treasurer. Individual members of the bargaining unit may donate a maximum of ten days of sick leave in any one school year. Any member of the bargaining unit who is currently absent due to a catastrophic, long- term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, and has applied but has not yet been approved for STRS or SERS disability, is eligible to receive sick leave days donated by other members of the bargaining unit. In addition, any member of the bargaining unit who is currently absent due to a member of the immediate household’s catastrophic, long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, is eligible to receive up to twenty (20) days of sick leave donated by other members of the bargaining unit, as described herein. For the purpose of this section, a “catastrophic illness or injury” shall be limited to matters which constitute a significant and serious medical condition such as: • Amputation of a limb • Spinal cord injuries • Severe head injury/trauma • Severe xxxxx • HIV spectrum disorders • Cancer • ALS (Amyotrophic Lateral Sclerosis) • Cerebral Palsy • Muscular Dystrophy • Hemophilia • Hepatitis • Stroke or cerebrovascular event/accident • Other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or long-term illness is not intended to include maternity leave and/or absence due to childbirth. However, complications resulting from pregnancy or childbirth which result in a catastrophic illness or injury may be included. Medical documentation shall be provided by the bargaining unit member to the Superintendent or his/her designee and made available when necessary for the determination of whether a catastrophic illness or injury has occurred and provided, as requested, to appropriate individuals. The employee may make application to the Assistant Superintendent – Human Resources and Operations to draw from the sick leave bank on an application form agreed to by the Board and the Union. Approval to draw from the sick leave bank shall be granted by the Superintendent’s designee. Employees qualifying under this section will continue to receive regular salary/wages and benefits until all donated days are exhausted. No employee will receive more donated sick leave than the work days remaining in the school year in which they become eligible. Should the employee be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly to the Superintendent who upon hearing the appeal, shall, within ten days, issue a decision to either allow the employee to draw on the sick leave bank or uphold the denial of the employee’s application. Upon notification that the employee is either denied or approved for STRS or SERS disability retirement, the employee will no longer be eligible to withdraw days from the sick leave bank. Should the employee return to work after having drawn days from the sick leave bank, the employee shall contribute one sick day for every three days accumulated to the sick leave bank, to a maximum of five days per school year. Such contribution shall be deducted from the employee’s final pay of the school year. Such deductions shall continue until such time as the contribution of sick days equals the number of sick days withdrawn from the bank or the employee retires or resigns. At the staff member’s retirement from the District, any accumulated sick leave will be used to repay remaining sick leave days borrowed from the Sick Leave Bank before any redemption of unused sick leave is calculated.

Catastrophic Leave. Donations of sick leave days to establish and maintain a sick leave bank will be initiated by the Human Resources Department on a form designed and furnished by the Treasurer. Individual members of the bargaining unit may donate a maximum of ten days of sick leave in any one school year. Any member of the bargaining unit who is currently absent due to a catastrophic, long- term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, and has applied but has not yet been approved for STRS or SERS disability, is eligible to receive sick leave days donated by other members of the bargaining unit. In addition, any member of the bargaining unit who is currently absent due to a member of the immediate household’s catastrophic, long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, is eligible to receive up to twenty (20) days of sick leave donated by other members of the bargaining unit, as described herein. For the purpose of this section, a “catastrophic illness or injury” shall be limited to matters which constitute a significant and serious medical condition such as: • Amputation of a limb • Spinal cord injuries • Severe head injury/trauma • Severe xxxxx • HIV spectrum disorders • Cancer • ALS (Amyotrophic Lateral Sclerosis) • Cerebral Palsy • Muscular Dystrophy • Hemophilia • Hepatitis • Stroke or cerebrovascular event/accident • Other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or long-term illness is not intended to include maternity leave and/or absence due to childbirth. However, complications resulting from pregnancy or childbirth which result in a catastrophic illness or injury may be included. Medical documentation shall be provided by the bargaining unit member to the Superintendent or his/her designee and made available when necessary for the determination of whether a catastrophic illness or injury has occurred and provided, as requested, to appropriate individuals. The employee may make application to the Assistant Superintendent – Human Resources and Operations to draw from the sick leave bank on an application form agreed to by the Board and the Union. Approval to draw from the sick leave bank shall be granted by the Superintendent’s designee. Employees qualifying under this section will continue to receive regular salary/wages and benefits until all donated days are exhausted. No employee will receive more donated sick leave than the work days workdays remaining in the school year in which they become eligible. Should the employee be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly to the Superintendent who upon hearing the appeal, shall, within ten days, issue a decision to either allow the employee to draw on the sick leave bank or uphold the denial of the employee’s application. Upon notification that the employee is either denied or approved for STRS or SERS disability retirement, the employee will no longer be eligible to withdraw days from the sick leave bank. Should the employee return to work after having drawn days from the sick leave bank, the employee shall contribute one sick day for every three days accumulated to the sick leave bank, to a maximum of five days per school year. Such contribution shall be deducted from the employee’s final pay of the school year. Such deductions shall continue until such time as the contribution of sick days equals the number of sick days withdrawn from the bank or the employee retires or resigns. At the staff member’s retirement from the District, any accumulated sick leave will be used to repay remaining sick leave days borrowed from the Sick Leave Bank before any redemption of unused sick leave is calculated.

Catastrophic Leave. Donations of sick leave days to establish A. A bona fide Catastrophic Leave program is established for serious medical conditions and maintain major disasters defined by Federal law; B. To qualify under the bona fide Catastrophic Leave program for a sick leave bank serious medical condition, employees will be initiated by the Human Resources Department on required to sign a form designed and furnished by the Treasurer. Individual members of the bargaining unit may donate stating that they or their eligible family member(s) have a maximum of ten days of sick leave in any one school year. Any member of the bargaining unit who is currently absent due to a catastrophic, long- term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, and has applied but has not yet been approved for STRS or SERS disability, is eligible to receive sick leave days donated by other members of the bargaining unit. In addition, any member of the bargaining unit who is currently absent due to a member of the immediate household’s catastrophic, long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, is eligible to receive up to twenty (20) days of sick leave donated by other members of the bargaining unit, as described herein. For the purpose of this section, a “catastrophic illness or injury” shall be limited to matters which constitute a significant and qualifying serious medical condition such as: • Amputation which will require them to be on unpaid leave for at least 14 calendar days; 1. A serious medical condition will be defined by the Family Medical Leave Act; 2. Eligible family member(s) will be defined by the AOCDS and County of Orange MOU Bereavement Leave provisions; C. The County shall administer any catastrophic leave requests pertaining to a major disaster defined by Federal law with the creation and administration of a limb • Spinal cord injuries • Severe head injury/trauma • Severe xxxxx • HIV spectrum disorders • Cancer • ALS (Amyotrophic Lateral Sclerosis) • Cerebral Palsy • Muscular Dystrophy • Hemophilia • Hepatitis • Stroke or cerebrovascular event/accident • Other County leave pool; D. A non-bona fide catastrophic leave program will remain in effect for individuals to donate hours for “other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or long-term illness circumstances.” It is not intended understood that the donor would be taxed for any contributions under these circumstances; E. Employees will be required to include maternity be on an unpaid leave and/or absence due for at least 14 calendar days and to childbirth. However, complications resulting from pregnancy or childbirth which result in a disclose the reason for catastrophic illness or injury may be included. Medical documentation shall be provided by the bargaining unit member leave under “other serious circumstances”; F. Applicable to the Superintendent bona fide and non-bona fide leave plans, the minimum amount of time that can be donated is two (2) hours and the maximum amount of time is twenty-four (24) hours; employees may donate any combination of annual leave, comp time, sick leave or his/her designee vacation time up to the maximum of 24 hours. G. Applicable to the bona fide and made available when necessary non-bona fide leave plans, donated hours will generally be processed on a “first-come, first-used” basis; H. Applicable to the bona fide and non-bona fide leave plans, hours donated will be processed in 80 hour increments for the determination of whether a catastrophic illness or injury has occurred and provided, as requested, to appropriate individuals. The employee may make application to the Assistant Superintendent – Human Resources and Operations to draw from the sick leave bank on an application form agreed to by the Board and the Union. Approval to draw from the sick leave bank shall be granted by the Superintendent’s designee. Employees qualifying under this section will continue to receive regular salary/wages and benefits until all donated days are exhausted. No employee will receive more donated sick leave than the work days remaining in the school year in which they become eligible. Should the employee be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly to the Superintendent who upon hearing the appeal, shall, within ten days, issue a decision to either allow the employee to draw on the sick leave bank or uphold the denial duration of the employee’s applicationCatastrophic Leave; once the Catastrophic Leave period ends, any remaining hours donated will be processed and will be returned to the donor; donated hours will be added to annual leave, sick leave or vacation, whichever is applicable. I. Applicable to the bona fide and non-bona fide leave plans, hours donated will be transferred on a straight hour to hour basis. Upon notification The current conversion formula will be eliminated; J. Applicable to the bona fide and non-bona fide leave plans, all County agencies and departments shall be required to distribute all Catastrophic Leave requests on a countywide basis; K. If it is determined that an employee who has received pay under the Catastrophic Leave Program has been off of work as a result of a job-incurred injury (Worker’s Compensation) and that employee is either denied eligible for, and receives, compensation pursuant to Labor Code 4850 to cover the period of time that he or approved for STRS or SERS disability retirementshe is unable to work, any payments made pursuant to the employee will no longer be eligible to withdraw days from the sick leave bank. Should the employee return to work after having drawn days from the sick leave bank, the Catastrophic Leave Program and any remaining hours donated on behalf of that employee shall contribute one sick day for every three days accumulated be returned by the County to the donors; donated hours will be added to annual, vacation or sick leave bankleave, whichever is applicable. L. Any donated hours which have been processed for eligible employees prior to a maximum of five days per school year. Such contribution shall be deducted from July 4, 2008 will remain on the employee’s final pay books under the terms of the school year. Such deductions shall continue until such time as the contribution of sick days equals the number of sick days withdrawn from the bank or the employee retires or resigns. At the staff member’s retirement from the District, any accumulated sick leave will be used to repay remaining sick leave days borrowed from the Sick former Catastrophic Leave Bank before any redemption of unused sick leave is calculatedProgram.

Catastrophic Leave. Donations of sick A catastrophic leave days to establish and maintain a sick leave bank will be initiated by the Human Resources Department on a form designed and furnished by the Treasurer. Individual members of the bargaining unit may donate a maximum of ten days of sick leave in is defined as any one school year. Any member of the bargaining unit who is currently absent due to a catastrophic, long- term, life-threatening illness or accident and has exhausted all injury to the Bargaining Unit Member which is expected to incapacitate the Bargaining Unit Member from carrying out their normal duties for a period in excess of his/her accumulated sick leave, and has applied but has not yet been approved for STRS or SERS disability, 10 days. It is eligible to receive sick leave days donated by other members of the bargaining unit. In addition, also any member of the bargaining unit who is currently absent due to a member of the immediate household’s catastrophic, long-term, life-threatening illness or accident injury to the Bargaining Unit Member’s spouse or dependent child that requires care from the Bargaining Unit Member, thus preventing the Bargaining Unit Member from carrying out their normal duties for a period in excess of 10 days. a. Catastrophic leave shall be granted to any Bargaining Unit Member meeting the above requirement. b. Once it is apparent that the Bargaining Unit Member will exhaust all personal sick days, the Bargaining Unit Member may request donations of sick days from the body. A donor may donate any number of their reserved sick days, in excess of a year’s reserve (11 days). c. An incident is considered to have concluded once the Bargaining Unit Member returns to work. d. After all donated sick days have been exhausted, the Bargaining Unit Member may request and will immediately receive up to 30 sick days from the catastrophic leave pool, if available, per incident. e. In the event that the Bargaining Unit Member returns to work before all donated sick days have been exhausted, all unused donated days will be placed in the catastrophic leave pool. Unused, donated sick days will not be returned to donors. f. Once the Bargaining Unit Member has exhausted all potential personal, donated and catastrophic pool sick days. The Bargaining Unit Member will be placed upon differential pay; whereby the Bargaining Unit Member will receive their normal salary less the cost of his/her accumulated sick leave, is eligible to receive their replacement Substitute teacher for a period of up to twenty (20) days of sick leave donated by other members 100 days. g. The DISTRICT will provide an accounting of the bargaining unit, as described herein. For the purpose of this section, a “catastrophic illness or injury” shall be limited to matters which constitute a significant and serious medical condition such as: • Amputation of a limb • Spinal cord injuries • Severe head injury/trauma • Severe xxxxx • HIV spectrum disorders • Cancer • ALS (Amyotrophic Lateral Sclerosis) • Cerebral Palsy • Muscular Dystrophy • Hemophilia • Hepatitis • Stroke or cerebrovascular event/accident • Other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or long-term illness is not intended to include maternity leave and/or absence due to childbirth. However, complications resulting from pregnancy or childbirth which result in a catastrophic illness or injury may be included. Medical documentation shall be provided by the bargaining unit member reserve quarterly to the Superintendent or his/her designee and made available when necessary for the determination of whether a catastrophic illness or injury has occurred and provided, as requested, to appropriate individuals. The employee may make application to the Assistant Superintendent – Human Resources and Operations to draw from the sick leave bank on an application form agreed to by the Board and the Union. Approval to draw from the sick leave bank shall be granted by the Superintendent’s designee. Employees qualifying under this section will continue to receive regular salary/wages and benefits until all donated days are exhausted. No employee will receive more donated sick leave than the work days remaining in the school year in which they become eligible. Should the employee be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly to the Superintendent who upon hearing the appeal, shall, within ten days, issue a decision to either allow the employee to draw on the sick leave bank or uphold the denial of the employee’s application. Upon notification that the employee is either denied or approved for STRS or SERS disability retirement, the employee will no longer be eligible to withdraw days from the sick leave bank. Should the employee return to work after having drawn days from the sick leave bank, the employee shall contribute one sick day for every three days accumulated to the sick leave bank, to a maximum of five days per school year. Such contribution shall be deducted from the employee’s final pay of the school year. Such deductions shall continue until such time as the contribution of sick days equals the number of sick days withdrawn from the bank or the employee retires or resigns. At the staff member’s retirement from the District, any accumulated sick leave will be used to repay remaining sick leave days borrowed from the Sick Leave Bank before any redemption of unused sick leave is calculatedASSOCIATION.

Catastrophic Leave. Donations of sick leave days to The District shall establish and maintain a sick leave bank will be initiated by Catastrophic Illness/Injury Leave Bank ("Leave Bank") for the Human Resources Department on a form designed and furnished by the Treasurer. Individual members benefit of the bargaining unit members. A catastrophic illness/injury that is expected to incapacitate the unit member for an extended period of time and taking time off from work would create a financial hardship for the unit member. This Article shall not apply to industrial accidents or illnesses. 1. Eligible bargaining unit members may voluntarily donate earned sick leave. This donation shall be irrevocable and shall be accomplished by the unit member completing a written form entitled "Catastrophic Leave Bank Donation Form." Bargaining unit members shall be permitted to make donations to the Leave Bank at any time during the school year. 2. Qualifications to make donations are as follows: a. The eligible unit member must donate a maximum minimum of ten one (1) working day of sick leave hours to the bank and not more than five (5) working days of sick leave hours in any one (1) school year. b. The unit member must have an accrued sick leave balance of at least ten (10) days at the time of donation. 3. Any member The Association may solicit Leave Bank days from its unit members; however, the program shall be administered by the District. The District shall provide all forms to unit members that are to be used for this purpose by the end of the bargaining unit who is currently absent due to a catastrophic, long- term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, and has applied but has not yet been approved for STRS or SERS disability, is eligible to receive sick leave days donated by other members of the bargaining unit. In addition, any member of the bargaining unit who is currently absent due to a member of the immediate household’s catastrophic, long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, is eligible to receive up to twenty (20) days of sick leave donated by other members of the bargaining unit, as described herein. For the purpose of this section, a “catastrophic illness or injury” shall be limited to matters which constitute a significant and serious medical condition such as: • Amputation of a limb • Spinal cord injuries • Severe head injury/trauma • Severe xxxxx • HIV spectrum disorders • Cancer • ALS (Amyotrophic Lateral Sclerosis) • Cerebral Palsy • Muscular Dystrophy • Hemophilia • Hepatitis • Stroke or cerebrovascular event/accident • Other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or long-term illness is not intended to include maternity leave and/or absence due to childbirth. However, complications resulting from pregnancy or childbirth which result in a catastrophic illness or injury may be included. Medical documentation shall be provided by the bargaining unit member to the Superintendent or his/her designee and made available when necessary for the determination of whether a catastrophic illness or injury has occurred and provided, as requested, to appropriate individuals. The employee may make application to the Assistant Superintendent – Human Resources and Operations to draw from the sick leave bank on an application form agreed to by the Board and the Union. Approval to draw from the sick leave bank shall be granted by the Superintendent’s designee. Employees qualifying under this section will continue to receive regular salary/wages and benefits until all donated days are exhausted. No employee will receive more donated sick leave than the work days remaining in the school year in which they become eligible. Should the employee be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly to the Superintendent who upon hearing the appeal, shall, within ten days, issue a decision to either allow the employee to draw on the sick leave bank or uphold the denial of the employee’s application. Upon notification that the employee is either denied or approved for STRS or SERS disability retirement, the employee will no longer be eligible to withdraw days from the sick leave bank. Should the employee return to work after having drawn days from the sick leave bank, the employee shall contribute one sick day for every three days accumulated to the sick leave bank, to a maximum of five days per school year. Such contribution shall be deducted from the employee’s final pay first full staff meeting of the school year. Such deductions All forms shall continue until such time as be forwarded to the contribution Human Resources Department for processing. 4. To be eligible for use of sick bank days, a unit member must have donated at least one day to the Catastrophic Leave Bank and have exhausted all accrued paid leave credits. The unit member must use all paid leave credits that he/she continues to accrue on a monthly basis before receiving Leave Bank days. a. Unit members new to the profession in their first two years will automatically be eligible without having to donate days. In order to remain eligible, the employee must donate at least one (1) day within sixty (60) calendar days equals of the start of their third year of employment. 5. Upon requesting use of bank hours, the bargaining unit member, member of the unit member's family, or designee must provide the District with written verification of the illness/injury prepared by a licensed physician and shall submit a "Certificated Catastrophic Event/Illness Leave Bank Request For Withdrawal Form" to the Human Resources Office. The request shall state the maximum number of sick days withdrawn being requested by the unit member. The Assistant Superintendent, Human Resources shall verify eligibility for bank hours. 6. The Leave Bank shall have no limit for accumulating leave days and shall carry-over from year to year. However, once a unit member has received 70 days of Catastrophic Leave, the Association and District shall meet to discuss further action. 7. In the event that a request for bank hours is denied due to ineligibility as defined above, the unit member making the request and the Association President shall be notified in writing of the denial. 8. The Association shall hold harmless and indemnify the District from any and all claims, attorneys' fees, judgments, costs or settlements arising from the bank or the employee retires or resigns. At the staff member’s retirement from the District, any accumulated sick leave will be used to repay remaining sick leave days borrowed from the Sick Leave Bank before any redemption administration of unused sick leave is calculatedthese provisions.

Catastrophic Leave. Donations of sick leave days to establish and maintain a sick leave bank will be initiated by the Human Resources Department on a form designed and furnished by the Treasurer. Individual members of the bargaining unit may donate a maximum of ten days of sick leave in any one school year. Any member of the bargaining unit who is currently absent due to a catastrophic, long- long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, and has applied but has not yet been approved for STRS or SERS disability, is eligible to receive sick leave days donated by other members of the bargaining unit. In addition, any member of the bargaining unit who is currently absent due to a member of the immediate household’s catastrophic, long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, is eligible to receive up to twenty (20) days of sick leave donated by other members of the bargaining unit, as described herein. For the purpose of this section, a “catastrophic illness or injury” shall be limited to matters which constitute a significant and serious medical condition such as: • Amputation of a limb • Spinal cord injuries • Severe head injury/trauma • Severe xxxxx • HIV spectrum disorders • Cancer • ALS (Amyotrophic Lateral Sclerosis) • Cerebral Palsy • Muscular Dystrophy • Hemophilia • Hepatitis • Stroke or cerebrovascular event/accident • Other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or long-term illness is not intended to include maternity leave and/or absence due to childbirth. However, complications resulting from pregnancy or childbirth which result in a catastrophic illness or injury may be included. Medical documentation shall be provided by the bargaining unit member to the Superintendent or his/her designee and made available when necessary for the determination of whether a catastrophic illness or injury has occurred and provided, as requested, to appropriate individuals. The employee may make application to the Assistant Superintendent – - Human Resources and Operations to draw from the sick leave bank on an application form agreed to by the Board and the Union. Approval to draw from the sick leave bank shall be granted by the Superintendent’s designee. Employees qualifying under this section will continue to receive regular salary/wages and benefits until all donated days are exhausted. No employee will receive more donated sick leave than the work days workdays remaining in the school year in which they become eligible. Should the employee be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly to the Superintendent who upon hearing the appeal, shall, within ten days, issue a decision to either allow the employee to draw on the sick leave bank or uphold the denial of the employee’s application. Upon notification that the employee is either denied or approved for STRS or SERS disability retirement, the employee will no longer be eligible to withdraw days from the sick leave bank. Should the employee return to work after having drawn days from the sick leave bank, the employee shall contribute one sick day for every three days accumulated to the sick leave bank, to a maximum of five days per school year. Such contribution shall be deducted from the employee’s final pay of the school year. Such deductions shall continue until such time as the contribution of sick days equals the number of sick days withdrawn from the bank or the employee retires or resigns. At the staff member’s retirement from the District, any accumulated sick leave will be used to repay remaining sick leave days borrowed from the Sick Leave Bank before any redemption of unused sick leave is calculated.

Catastrophic Leave. Donations of sick leave days to establish and maintain a sick leave bank will be initiated by the Human Resources Department on a form designed and furnished by the Treasurer. Individual members of the bargaining unit may donate a maximum of ten days of sick leave in any one school year. Any member of the bargaining unit who is currently absent due to a catastrophic, long- long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, and has applied but has not yet been approved for STRS or SERS disability, is eligible to receive sick leave days donated by other members of the bargaining unit. In addition, any member of the bargaining unit who is currently absent due to a member of the immediate household’s catastrophic, long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, is eligible to receive up to twenty (20) days of sick leave donated by other members of the bargaining unit, as described herein. For the purpose of this section, a “catastrophic illness or injury” shall be limited to matters which constitute a significant and serious medical condition such as: •  Amputation of a limb •  Spinal cord injuries •  Severe head injury/trauma •  Severe xxxxx •  HIV spectrum disorders •  Cancer •  ALS (Amyotrophic Lateral Sclerosis) •  Cerebral Palsy •  Muscular Dystrophy •  Hemophilia •  Hepatitis •  Stroke or cerebrovascular event/accident •  Other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or long-term illness is not intended to include maternity leave and/or absence due to childbirth. However, complications resulting from pregnancy or childbirth which result in a catastrophic illness or injury may be included. Medical documentation shall be provided by the bargaining unit member to the Superintendent or his/her designee and made available when necessary for the determination of whether a catastrophic illness or injury has occurred and provided, as requested, to appropriate individuals. The employee may make application to the Assistant Superintendent – - Human Resources and Operations to draw from the sick leave bank on an application form agreed to by the Board and the Union. Approval to draw from the sick leave bank shall be granted by the Superintendent’s designee. Employees qualifying under this section will continue to receive regular salary/wages and benefits until all donated days are exhausted. No employee will receive more donated sick leave than the work days workdays remaining in the school year in which they become eligible. Should the employee be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly to the Superintendent who upon hearing the appeal, shall, within ten days, issue a decision to either allow the employee to draw on the sick leave bank or uphold the denial of the employee’s application. Upon notification that the employee is either denied or approved for STRS or SERS disability retirement, the employee will no longer be eligible to withdraw days from the sick leave bank. Should the employee return to work after having drawn days from the sick leave bank, the employee shall contribute one sick day for every three days accumulated to the sick leave bank, to a maximum of five days per school year. Such contribution shall be deducted from the employee’s final pay of the school year. Such deductions shall continue until such time as the contribution of sick days equals the number of sick days withdrawn from the bank or the employee retires or resigns. At the staff member’s retirement from the District, any accumulated sick leave will be used to repay remaining sick leave days borrowed from the Sick Leave Bank before any redemption of unused sick leave is calculated.

Catastrophic Leave. Donations The Catastrophic Leave Donation Program is a voluntary leave donation program that provides a means to assist employees who experience a catastrophic event and have exhausted their paid leave benefits. The Catastrophic Leave Donation Program allows for the voluntary donation of accrued leave from one employee to another employee. It is expected that employees will exhibit good stewardship over their sick leave and vacation accruals by maintaining adequate balances if extended time away from work ever becomes necessary. However, the Employer realizes that a situation may arise in which an employee may experience a catastrophic event and has exhausted his or her paid leave benefits. This program is not an additional leave entitlement or benefit, but rather a means of allowing employees to assist colleagues in need. A catastrophic event is an extremely severe health-related situation necessitating an employee’s absence from work for an extended period of time. These events are one’s own terminal, life- threatening, or other grave illness/injury, or an immediate family member’s terminal, life-threatening, or other grave illness/injury. At the option of the employee, he/she may contribute up to ten (10) eight (8) hour days to establish and maintain a sick leave bank will be initiated by the Human Resources Department on a form designed and furnished by the Treasurer. Individual members another employee with two or more weeks of the bargaining unit may donate a maximum of ten days of sick leave in any one school year. Any member of the bargaining unit who is currently absent unpaid hours due to a catastrophic, long- term, life-threatening illness or accident and has exhausted all of catastrophic event. The receiving employee must make an official written request (includes email requests) to his/her accumulated sick leaveimmediate supervisor or Human Resources if he/she would like to be considered for Catastrophic Leave donations. The supervisor, and has applied but has not yet been approved for STRS or SERS disabilityHuman Resources, is eligible to receive sick leave days donated by other members shall have seven (7) calendar days, after receipt of the bargaining unitwritten request, to respond to the employee’s request in writing. In additionIf catastrophic leave is denied the supervisor, any member of the bargaining unit who is currently absent due to a member of the immediate household’s catastrophicor Human Resources, long-term, life-threatening illness or accident and has exhausted all of shall provide his/her accumulated sick leave, is eligible to receive up to twenty reasoning. A contributing employee must have a remaining balance of at least eighty (2080) days hours of sick leave donated by other members of the bargaining unit, as described herein. For the purpose of this section, a “catastrophic illness or injury” shall be limited to matters which constitute a significant and serious medical condition such as: • Amputation of a limb • Spinal cord injuries • Severe head injury/trauma • Severe xxxxx • HIV spectrum disorders • Cancer • ALS (Amyotrophic Lateral Sclerosis) • Cerebral Palsy • Muscular Dystrophy • Hemophilia • Hepatitis • Stroke or cerebrovascular event/accident • Other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or long-term illness is not intended to include maternity leave and/or absence due to childbirth. However, complications resulting from pregnancy or childbirth which result in a catastrophic illness or injury may be included. Medical documentation shall be provided by the bargaining unit member to the Superintendent or his/her designee and made available when necessary for the determination of whether a catastrophic illness or injury has occurred and provided, as requested, to appropriate individualsannual leave. The employee may make application to the Assistant Superintendent – Human Resources and Operations to draw from the sick leave bank contributed hours are on an application form agreed to by hour-to-hour basis and are not recoverable except through the Board and the Unionmonthly accrual process. Approval to draw from the sick leave bank shall be granted by the Superintendent’s designee. Employees qualifying under this section will continue to receive regular salary/wages and benefits until all donated days are exhausted. No employee will receive more donated sick leave than the work days remaining in the school year in which they become eligible. Should the employee be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly to the Superintendent who upon hearing the appeal, shall, within ten days, issue a decision to either allow the employee to draw on the sick leave bank or uphold the denial of the employee’s application. Upon notification that the employee is either denied or approved for STRS or SERS disability retirement, the employee will no longer be eligible to withdraw days from the sick leave bank. Should the employee return to work after having drawn days from the sick leave bank, the employee shall contribute one sick day for every three days accumulated to the sick leave bank, to a maximum of five days per school year. Such contribution shall be deducted from the employee’s final pay of the school year. Such deductions shall continue until such time as the contribution of sick days equals the number of sick days withdrawn from the bank or the employee retires or resigns. At the staff member’s retirement from the District, any accumulated sick leave Hours will be used to repay remaining sick leave days borrowed from the Sick Leave Bank before any redemption of unused sick leave is calculatedon a first-in/first-out basis. Donations utilized will appear as deductions on an employees pay stub.

Catastrophic Leave. Donations of sick leave days to establish and maintain a sick leave bank will be initiated by the Human Resources Department on a form designed and furnished by the Treasurer. Individual members of the bargaining unit may donate a maximum of ten days of sick leave in any one school year. Any member of the bargaining unit who is currently absent due to a catastrophic, long- term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, and has applied but has not yet been approved for STRS or SERS disability, is eligible to receive sick leave days donated by other members of the bargaining unit. In addition, any member of the bargaining unit who is currently absent due to a member of the immediate household’s catastrophic, long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, is eligible to receive up to twenty (20) days of sick leave donated by other members of the bargaining unit, as described herein. For the purpose of this section, a “catastrophic illness or injury” shall be limited to matters which constitute a significant and serious medical condition such as: • Amputation of a limb • Spinal cord injuries • Severe head injury/trauma • Severe xxxxx bums • HIV spectrum disorders • Cancer • ALS (Amyotrophic Lateral Sclerosis) • Cerebral Palsy • Muscular Dystrophy • Hemophilia • Hepatitis • Stroke or cerebrovascular event/accident • Other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or long-term illness is not intended to include maternity leave and/or absence due to childbirth. However, complications resulting from pregnancy or childbirth which result in a catastrophic illness or injury may be included. Medical documentation shall be provided by the bargaining unit member to the Superintendent or his/her designee and made available when necessary for the determination of whether a catastrophic illness or injury has occurred and provided, as requested, to appropriate individuals. The employee may make application to the Assistant Superintendent – Human Resources and Operations to draw from the sick leave bank on an application form agreed to by the Board and the Union. Approval to draw from the sick leave bank shall be granted by the Superintendent’s designee. Employees qualifying under this section will continue to receive regular salary/wages and benefits until all donated days are exhausted. No employee will receive more donated sick leave than the work days workdays remaining in the school year in which they become eligible. Should the employee be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly to the Superintendent who upon hearing the appeal, shall, within ten days, issue a decision to either allow the employee to draw on the sick leave bank or uphold the denial of the employee’s application. Upon notification that the employee is either denied or approved for STRS or SERS disability retirement, the employee will no longer be eligible to withdraw days from the sick leave bank. Should the employee return to work after having drawn days from the sick leave bank, the employee shall contribute one sick day for every three days accumulated to the sick leave bank, to a maximum of five days per school year. Such contribution shall be deducted from the employee’s final pay of the school year. Such deductions shall continue until such time as the contribution of sick days equals the number of sick days withdrawn from the bank or the employee retires or resigns. At the staff member’s retirement from the District, any accumulated sick leave will be used to repay remaining sick leave days borrowed from the Sick Leave Bank before any redemption of unused sick leave is calculated.

Catastrophic Leave. Donations 12.3.1 CSEA and the District agree to create the CSEA/DJUSD Catastrophic Leave Bank. 12.3.2 Definition: Catastrophic illness or injury means an illness or injury that is expected to incapacitate the employee for an extended period of sick leave days to establish and maintain time, or that incapacitates a sick leave bank will be initiated by the Human Resources Department on a form designed and furnished by the Treasurer. Individual members of the bargaining unit may donate a maximum of ten days of sick leave in any one school year. Any member of the bargaining unit who is currently absent due employee’s family which incapacity requires the employee to take time off from work for an extended period of time to care for that family member, and taking extended time off work creates a catastrophic, long- term, life-threatening illness financial hardship for the employee because he or accident and she has exhausted all of hishis or her sick leave and other paid time off and shall be unable to perform duties due to medical treatment or the accompanying disability; 12.3.3 Each request for Catastrophic Illness/her accumulated Injury Leave will be examined on its own merits and information, and on a case-by-case evaluation by Classified Catastrophic Leave Committee. The committee will include three (3) CSEA representatives and one District representative. The decision of the Committee shall be non-grievable but may be appealed to CSEA Chapter 572 Executive Board whose decision shall be final. 12.3.4 Receiving employee: 12.3.4.1 Prior to the bargaining unit member exhausting all the employee’s paid leave, including sick leave, comp time and has applied but has not yet been approved for STRS or SERS disabilityvacation, is eligible and prior to receive sick leave days donated by other members of the bargaining unit. In addition, any member of the bargaining unit who is currently absent due to a member of the immediate household’s catastrophic, long-term, life-threatening illness or accident and has exhausted all of his/her accumulated being placed on differential sick leave, is eligible the employee or the employee’s family member or agent can request to receive up to twenty (20) days of sick leave donated by other members be placed on Catastrophic Leave. Once all of the bargaining unitabove leave is exhausted, as described herein. For the purpose of this section, a “catastrophic illness or injury” shall be limited to matters which constitute a significant and serious medical condition such as: • Amputation of a limb • Spinal cord injuries • Severe head injury/trauma • Severe xxxxx • HIV spectrum disorders • Cancer • ALS (Amyotrophic Lateral Sclerosis) • Cerebral Palsy • Muscular Dystrophy • Hemophilia • Hepatitis • Stroke or cerebrovascular event/accident • Other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or long-term illness is not intended to include maternity leave and/or absence due to childbirth. However, complications resulting from pregnancy or childbirth which result in a catastrophic illness or injury leave will begin. 12.3.4.2 A bargaining unit member who is suffering from a catastrophic illness/injury must provide verification from a medical doctor of that catastrophic injury/illness to the Classified Catastrophic Leave Committee. The verification from the medical doctor should include the approximate length of illness. Additional verification may be includedrequired at the request of the committee. Medical documentation shall be provided by Upon receiving this information, the committee will determine the parameters of the request including the period of the donation and the number of days required. 12.3.4.3 If the committee determines that the bargaining unit member is unable to the Superintendent or hiswork due to employee's catastrophic illness/her designee and made available when necessary injury, CSEA will put out calls for the determination of whether a catastrophic illness or injury has occurred and provided, donations as requested, to appropriate individualsnecessary. The employee may make application to the Assistant Superintendent – Human Resources and Operations to draw from the sick leave bank on an application form agreed to by the Board and the Union. Approval to draw from the sick leave bank shall be granted by the Superintendent’s designee. Employees qualifying under this section will continue to receive regular salary/wages and benefits until all donated days are exhausted. No employee District will receive more donated and approve the donations of eligible sick leave than the work days remaining in the school year in which they become eligible. Should the employee be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly to the Superintendent who upon hearing the appeal, shall, within ten days, issue a decision to either allow the employee to draw on the sick leave bank or uphold the denial of the employee’s application. Upon notification that the employee is either denied or approved for STRS or SERS disability retirement, the employee will no longer be eligible to withdraw days from the sick leave bank. Should the employee return to work after having drawn days from the sick leave bank, the employee shall contribute one sick day for every three days accumulated to the sick leave bank, to a maximum of five days per school year. Such contribution shall be deducted from the employee’s final pay of the school year. Such deductions shall continue until such time as the contribution of sick days equals the number of sick days withdrawn from the bank or the employee retires or resigns. At the staff member’s retirement from the District, any accumulated sick leave will be used to repay remaining sick leave days borrowed from the Sick Leave Bank before any redemption of unused sick leave is calculatedleave.

Catastrophic Leave. Donations of sick leave days 8.7.1 Pursuant to establish and maintain Education Code section 44043.5, an employee who is suffering from a sick catastrophic illness or injury, or needs to take time off from work to care for an immediate family member who is suffering from a catastrophic illness or injury, may request donations from the catastrophic leave bank will be initiated by once each school year under the Human Resources Department on a form designed and furnished by the Treasurer. Individual members Catastrophic Leave Program. 8.7.2 For purposes of the bargaining unit may donate a maximum of ten days of sick leave in any one school year. Any member of the bargaining unit who is currently absent due to a catastrophicCatastrophic Leave Program, long- term, life-threatening “catastrophic illness” or “injury” means an illness or accident injury that is expected to incapacitate the employee or the employee’s immediate family member for an extended period of time, and taking extended time off work would create a financial hardship for the employee because he/she has exhausted all of his/her accumulated sick leave and other paid time off. Immediate family member shall be defined as in Article 8.3.3. 8.7.3 In order to be eligible for the Catastrophic Leave Program, the employee must provide medical verification of catastrophic illness or injury, be unable to work due to the employee’s or his/her immediate family member’s catastrophic illness or injury, and have exhausted all accrued paid leave. 8.7.4 An employee who requests donations from the catastrophic leave bank shall furnish all requested medical information deemed necessary by the District to determine the employee’s eligibility to receive donations under the Catastrophic Leave Program. The District shall be entitled to obtain an independent medical evaluation to determine an employee’s right to receive donations from the catastrophic leave bank. 8.7.5 The Catastrophic Leave Program shall not be used to compensate employees for absences due to 1) work related injuries or illnesses; 2) routine illnesses; and/or 3) routine maternity and/or childcare leave. 8.7.6 An employee requesting donations from the catastrophic leave bank must complete and submit the “Catastrophic Leave Request Form” to the Department of Human Resources. Family members or CSEA representatives may complete and submit a request on behalf of an employee in cases where the employee is unable to complete the form due to his/her catastrophic injury or illness. The information contained in the Catastrophic Leave Request Form shall be confidential and for District Office use only. A copy of the request shall be forwarded to payroll to verify the employee’s sick leave and vacation balance and eligibility. 8.7.7 Eligibility for catastrophic leave requires contribution to the catastrophic leave bank on a voluntary basis during the last active contribution period (as defined in subsection 8.7.8) preceding an employee’s application for the leave. All full-time employees on active duty are eligible to contribute accrued sick leave and vacation time to the catastrophic leave bank. 8.7.8 Contributions of accrued sick leave and vacation time shall be made each year. No contributions shall be requested if the number of days in the bank exceeds 400 days or 3,200 hours; however, new employees and employees on leave during the standard contribution period may contribute within thirty (30) calendar days after (re)commencing service, even if the number of days in the bank exceeds 400 days or 3,200 hours. Prior to July 30th the District and CSEA agree to reconcile the total number of days in the bank on an annual basis. Contributions are irrevocable. In the event the catastrophic leave bank is exhausted, no catastrophic leave requests may be granted. In such event, the District and CSEA shall meet to determine whether a special contribution period shall be opened. 8.7.9 Contributions of accrued sick leave and vacation time shall be authorized in writing by employees and shall be for a minimum of four (4) hours. However, an employee may not contribute sick leave if, as a result of the contribution, his/her sick leave balance would fall below eighty (80) hours. An employee may also not contribute helenvacation time if, as a result of the contribution, his/her vacation balance would fall below forty (40) hours. 8.7.10 Cancellation of eligibility shall occur automatically whenever an employee fails to make a contribution when contributions are requested. Employees who cancel shall no longer be eligible to withdraw from the catastrophic leave bank. 8.7.11 Catastrophic leave shall be used following the exhaustion of the employee’s accrued sick leave, vacation time, and has applied but has not yet been approved for STRS or SERS disability, is eligible to receive sick leave 100 days donated by other members of the bargaining unit. In addition, any member of the bargaining unit who is currently absent due to a member of the immediate household’s catastrophic, longhalf-term, life-threatening illness or accident and has exhausted all of his/her accumulated pay sick leave, is eligible . Catastrophic leave shall begin to receive run following the employee’s exhaustion of 100 days of half-pay sick leave. Employees may use up to twenty (20) days of catastrophic leave each school year. 8.7.12 An employee who has submitted a request to donate accrued sick leave donated by other members of and vacation time, and an employee who requests and receives donations from the bargaining unitcatastrophic leave bank, as described herein. For the purpose of this section, a “catastrophic illness or injury” shall be limited to matters which constitute a significant and serious medical condition such as: • Amputation of a limb • Spinal cord injuries • Severe head injury/trauma • Severe xxxxx • HIV spectrum disorders • Cancer • ALS (Amyotrophic Lateral Sclerosis) • Cerebral Palsy • Muscular Dystrophy • Hemophilia • Hepatitis • Stroke or cerebrovascular event/accident • Other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or long-term illness is not intended to include maternity leave and/or absence due to childbirth. However, complications resulting from pregnancy or childbirth which result in a catastrophic illness or injury may be included. Medical documentation shall be each execute an agreement provided by the bargaining unit member District. The agreement will confirm the understanding of each that the donation of accrued sick leave and vacation time is voluntary. The agreement will also provide that each employee agrees to indemnify and hold the District harmless from any claims, demands, or causes of action related to the Superintendent or his/her designee and made available when necessary for the determination of whether a catastrophic illness or injury has occurred and provided, as requested, to appropriate individualsdonation. The employee may make application to the Assistant Superintendent – Human Resources and Operations to draw from the sick leave bank on an application form agreed to No action taken by the Board and the Union. Approval to draw from the sick leave bank shall be granted by the Superintendent’s designee. Employees qualifying District under this section will continue to receive regular salary/wages and benefits until all donated days are exhausted. No employee will receive more donated sick leave than the work days remaining in the school year in which they become eligible. Should the employee shall be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly subject to the Superintendent who upon hearing grievance procedure of this Agreement. 8.7.13 The District and CSEA agree to establish a Catastrophic Leave Review Panel. The panel shall be composed of Palmdale 296 Executive Board. The District will appoint a District liaison to the appeal, shall, within ten days, issue panel to serve as a decision District contact. Employee requests for catastrophic leave will be submitted to either allow the employee to draw on the sick leave bank or uphold the denial of the employee’s application. Upon notification panel for consideration and decision. 8.7.14 The panel must determine and certify that the employee is either denied or approved eligible for STRS or SERS disability retirementcatastrophic leave and may request adequate proof of illness be provided, in accordance with Education Code section 44043.5 and pertinent rules and regulations of the employee will no longer District. 8.7.15 Any catastrophic leave days that are granted but unused shall be eligible returned to withdraw days from the sick leave bank. Should the employee return to work after having drawn days from the sick catastrophic leave bank, the employee shall contribute one sick day for every three days accumulated to the sick leave bank, to a maximum of five days per school year. Such contribution shall be deducted from the employee’s final pay of the school year. Such deductions shall continue until such time as the contribution of sick days equals the number of sick days withdrawn from the bank or the employee retires or resigns. At the staff member’s retirement from the District, any accumulated sick leave will be used to repay remaining sick leave days borrowed from the Sick Leave Bank before any redemption of unused sick leave is calculatedwhen possible.

Catastrophic Leave. Donations Pursuant to Education Code section 44043.5, employees may apply for and receive Catastrophic Leave pursuant to the following provisions: 14.24.1 The employee or a member of sick leave days their immediate family, as defined below, shall have suffered severe incapacitating illness or injury which is expected to establish continue for an extended period of time, as certified by an attending physician, and maintain a sick leave bank will which prevents the employee from properly performing the employee's District duties. The following shall not be initiated by the Human Resources Department on a form designed and furnished by the Treasurer. Individual members eligible for use of the bargaining unit may donate Catastrophic Leave: • Conditions or illness resulting from the commission of a maximum crime • Elective cosmetic surgery (with the exception of ten days reconstructive surgery due to catastrophic injury or illness) • Diagnosis of sick leave in any one school year. Any member “stress” Members of the bargaining immediate family shall be defined as follows: mother, father, step-mother, step-father, grandmother, grandfather, grandchild, xxxxxx parent, spouse, domestic partner, son, son-in-law, daughter, daughter-in-law, brother or sister, brother-in-law or sister-in-law, or any relative living in the immediate household of the employee, court-appointed legal guardian of the employee or of the spouse of the employee, or an individual for whom the employee is acting as a legal guardian. The time off work must create a financial hardship for the unit who is currently absent due to a catastrophic, long- term, life-threatening illness or accident and has member because they have exhausted all of his/her accumulated personal sick leave, and has applied but has not yet been approved for STRS or SERS disability, other paid time excluding differential pay. 14.24.2 An employee who is eligible for catastrophic leave may not draw upon the donated leave until exhaustion of all paid illness and injury leave, including, but not limited to, the payments provided by section 14.2 above. A member whose absence is a result of a worker's compensation injury/illness is ineligible to apply, unless the worker's comp claim is adjudicated or settled. 14.24.2.1 No employee shall receive sick leave days donated by other members more than 100% of base salary while using Catastrophic Leave. 14.24.3 Employees, the bargaining unit. In addition, any member of the bargaining unit who is currently absent due to Association or a member of the an incapacitated employee’s immediate household’s catastrophicfamily, long-term, life-threatening illness or accident and has exhausted all may request utilization of his/her accumulated sick leave, is eligible to receive up to twenty (20) days of sick leave donated Catastrophic Leave by other members of the bargaining unit, as described herein. For the purpose of this section, completing a “catastrophic illness or injury” shall be limited to matters which constitute a significant and serious medical condition such as: • Amputation of a limb • Spinal cord injuries • Severe head injury/trauma • Severe xxxxx • HIV spectrum disorders • Cancer • ALS (Amyotrophic Lateral Sclerosis) • Cerebral Palsy • Muscular Dystrophy • Hemophilia • Hepatitis • Stroke or cerebrovascular event/accident • Other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or long-term illness is not intended to include maternity leave and/or absence due to childbirth. However, complications resulting from pregnancy or childbirth which result in a catastrophic illness or injury may be included. Medical documentation shall be Leave request form provided by the bargaining unit member Association. The form shall be submitted to the Superintendent or his/her designee and made available Association within 14 calendar days when necessary for the determination possible prior to exhaustion of whether a catastrophic illness or injury has occurred and providedall accrued paid leave. Leaves, as requestedif granted, to appropriate individuals. The employee may make application to the Assistant Superintendent – Human Resources and Operations to draw from the sick leave bank on an application form agreed to by the Board and the Union. Approval to draw from the sick leave bank shall be granted by the Superintendent’s designee. Employees qualifying under this section will continue for increments of up to receive regular salary/wages and benefits until all donated days are exhausted. No employee will receive more donated sick leave than the work days remaining in the school year in which they become eligible. Should the employee be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly to the Superintendent who upon hearing the appeal, shall, within ten days, issue a decision to either allow the employee to draw on the sick leave bank or uphold the denial of the employee’s application. Upon notification that the employee is either denied or approved for STRS or SERS disability retirement, the employee will no longer be eligible to withdraw days from the sick leave bank. Should the employee return to work after having drawn days from the sick leave bank, the employee shall contribute one sick day for every three days accumulated to the sick leave bank, to a maximum of five days per school year. Such contribution shall be deducted from the employee’s final pay of the school year. Such deductions shall continue until such time as the contribution of sick days equals the number of sick days withdrawn from the bank or the employee retires or resigns. At the staff member’s retirement from the District, any accumulated sick leave will be used to repay remaining sick leave days borrowed from the Sick Leave Bank before any redemption of unused sick leave is calculated.twenty-five

Catastrophic Leave. Donations of sick leave days 8.7.1 Pursuant to establish and maintain Education Code section 44043.5, an employee who is suffering from a sick catastrophic illness or injury, or needs to take time off from work to care for an immediate family member who is suffering from a catastrophic illness or injury, may request donations from the catastrophic leave bank will be initiated by once each school year under the Human Resources Department on a form designed and furnished by the Treasurer. Individual members Catastrophic Leave Program. 8.7.2 For purposes of the bargaining unit may donate a maximum of ten days of sick leave in any one school year. Any member of the bargaining unit who is currently absent due to a catastrophicCatastrophic Leave Program, long- term, life-threatening “catastrophic illness” or “injury” means an illness or accident injury that is expected to incapacitate the employee or the employee’s immediate family member for an extended period of time, and taking extended time off work would create a financial hardship for the employee because he/she has exhausted all of his/her accumulated sick leave and other paid time off. Immediate family member shall be defined as in Article 8.3.3. 8.7.3 In order to be eligible for the Catastrophic Leave Program, the employee must provide medical verification of catastrophic illness or injury, be unable to work due to the employee’s or his/her immediate family member’s catastrophic illness or injury, and have exhausted all accrued paid leave. 8.7.4 An employee who requests donations from the catastrophic leave bank shall furnish all requested medical information deemed necessary by the District to determine the employee’s eligibility to receive donations under the Catastrophic Leave Program. The District shall be entitled to obtain an independent medical evaluation to determine an employee’s right to receive donations from the catastrophic leave bank. 8.7.5 The Catastrophic Leave Program shall not be used to compensate employees for absences due to 1) work related injuries or illnesses; 2) routine illnesses; and/or 3) routine maternity and/or childcare leave. 8.7.6 An employee requesting donations from the catastrophic leave bank must complete and submit the “Catastrophic Leave Request Form” to the Department of Human Resources. Family members or CSEA representatives may complete and submit a request on behalf of an employee in cases where the employee is unable to complete the form due to his/her catastrophic injury or illness. The information contained in the Catastrophic Leave Request Form shall be confidential and for District Office use only. A copy of the request shall be forwarded to payroll to verify the employee’s sick leave and vacation balance and eligibility. 8.7.7 Eligibility for catastrophic leave requires contribution to the catastrophic leave bank on a voluntary basis during the last active contribution period (as defined in subsection 8.7.8) preceding an employee’s application for the leave. All full-time employees on active duty are eligible to contribute accrued sick leave and vacation time to the catastrophic leave bank. 8.7.8 Contributions of accrued sick leave and vacation time shall be made year. No contributions shall be requested if the number of days in the bank exceeds 400 days or 3,200 hours; however, new employees and employees on leave during the standard contribution period may contribute within thirty (30) calendar days after (re)commencing service, even if the number of days in the bank exceeds 400 days or 3,200 hours. Prior to July 30th the District and CSEA agree to reconcile the total number of days in the bank on an annual basis. Contributions are irrevocable. In the event the catastrophic leave bank is exhausted, no catastrophic leave requests may be granted. In such event, the District and CSEA shall meet to determine whether a special contribution period shall be opened. 8.7.9 Contributions of accrued sick leave and vacation time shall be authorized in writing by employees and shall be for a minimum of four (4) hours. However, an employee may not contribute sick leave if, as a result of the contribution, his/her sick leave balance would fall below eighty (80) hours. An employee may also not contribute vacation time if, as a result of the contribution, his/her vacation balance would fall below forty (40) hours. 8.7.10 Cancellation of eligibility shall occur automatically whenever an employee fails to make a contribution when contributions are requested. Employees who cancel shall no longer be eligible to withdraw from the catastrophic leave bank. 8.7.11 Catastrophic leave shall be used following the exhaustion of the employee’s accrued sick leave, vacation time, and has applied but has not yet been approved for STRS or SERS disability, is eligible to receive sick leave 100 days donated by other members of the bargaining unit. In addition, any member of the bargaining unit who is currently absent due to a member of the immediate household’s catastrophic, longhalf-term, life-threatening illness or accident and has exhausted all of his/her accumulated pay sick leave, is eligible . Catastrophic leave shall begin to receive run following the employee’s exhaustion of 100 days of half-pay sick leave. Employees may use up to twenty (20) days of catastrophic leave each school year. 8.7.12 An employee who has submitted a request to donate accrued sick leave donated by other members of and vacation time, and an employee who requests and receives donations from the bargaining unitcatastrophic leave bank, as described herein. For the purpose of this section, a “catastrophic illness or injury” shall be limited to matters which constitute a significant and serious medical condition such as: • Amputation of a limb • Spinal cord injuries • Severe head injury/trauma • Severe xxxxx • HIV spectrum disorders • Cancer • ALS (Amyotrophic Lateral Sclerosis) • Cerebral Palsy • Muscular Dystrophy • Hemophilia • Hepatitis • Stroke or cerebrovascular event/accident • Other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or long-term illness is not intended to include maternity leave and/or absence due to childbirth. However, complications resulting from pregnancy or childbirth which result in a catastrophic illness or injury may be included. Medical documentation shall be each execute an agreement provided by the bargaining unit member District. The agreement will confirm the understanding of each that the donation of accrued sick leave and vacation time is voluntary. The agreement will also provide that each employee agrees to indemnify and hold the District harmless from any claims, demands, or causes of action related to the Superintendent or his/her designee and made available when necessary for the determination of whether a catastrophic illness or injury has occurred and provided, as requested, to appropriate individualsdonation. The employee may make application to the Assistant Superintendent – Human Resources and Operations to draw from the sick leave bank on an application form agreed to No action taken by the Board and the Union. Approval to draw from the sick leave bank shall be granted by the Superintendent’s designee. Employees qualifying District under this section will continue to receive regular salary/wages and benefits until all donated days are exhausted. No employee will receive more donated sick leave than the work days remaining in the school year in which they become eligible. Should the employee shall be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly subject to the Superintendent who upon hearing grievance procedure of this Agreement. 8.7.13 The District and CSEA agree to establish a Catastrophic Leave Review Panel. The panel shall be composed of Palmdale 296 Executive Board. The District will appoint a District liaison to the appeal, shall, within ten days, issue panel to serve as a decision District contact. Employee requests for catastrophic leave will be submitted to either allow the employee to draw on the sick leave bank or uphold the denial of the employee’s application. Upon notification panel for consideration and decision. 8.7.14 The panel must determine and certify that the employee is either denied or approved eligible for STRS or SERS disability retirementcatastrophic leave and may request adequate proof of illness be provided, in accordance with Education Code section 44043.5 and pertinent rules and regulations of the employee will no longer District. 8.7.15 Any catastrophic leave days that are granted but unused shall be eligible returned to withdraw days from the sick leave bank. Should the employee return to work after having drawn days from the sick catastrophic leave bank, the employee shall contribute one sick day for every three days accumulated to the sick leave bank, to a maximum of five days per school year. Such contribution shall be deducted from the employee’s final pay of the school year. Such deductions shall continue until such time as the contribution of sick days equals the number of sick days withdrawn from the bank or the employee retires or resigns. At the staff member’s retirement from the District, any accumulated sick leave will be used to repay remaining sick leave days borrowed from the Sick Leave Bank before any redemption of unused sick leave is calculatedwhen possible.

Catastrophic Leave. Donations The District maintains a catastrophic leave program and the methods of sick leave days to establish administration of the program shall be within the discretion of the District in consultation with the CSEA president or designee, in concert with legally mandated provisions and maintain a sick leave bank will be initiated by the administrative regulations. 1. The Human Resources Department on a form designed and furnished by the Treasurer. Individual members of the bargaining unit may donate a maximum of ten days of sick leave in any one school year. Any member of the bargaining unit who Office shall determine whether an employee is currently absent expected to be incapacitated due to a catastrophic, long- term, life-threatening illness or accident injury and whether such time off will create a financial hardship on the employee because he/she has exhausted all of his/her accumulated sick leave and other paid time off. Human Resources will collaborate with the CSEA president or designee on all requests and disbursements. a. Physician-prescribed pregnancy related disability may justify use of donated leave, and has applied but . b. Donated sick leave may be used after the absent employee's full-paid sick leave is exhausted even though differential sick leave has not yet been approved for STRS exhausted. c. Illness or SERS disability, is eligible to receive sick leave days donated by other members of the bargaining unit. In addition, any member of the bargaining unit who is currently absent due to injury that incapacitates a member of the employee's immediate household’s catastrophicfamily, long-termwhose incapacity requires the employee to take time off from work for an extended period of time for caregiving, life-threatening may justify use of donated sick leave. d. Catastrophic leave requests must be for three (3) or more days, not necessarily consecutive, for the same illness or accident and has exhausted all injury. 2. If a determination is made that catastrophic leave is justified, the Human Resources Office, in cooperation with the Association President, shall solicit donations of his/her accumulated sick leave credit from employees in amounts that the Human Resources Office determines are appropriate under the circumstances. 3. Upon the cessation of need for such donated sick leave, is eligible to receive up to twenty (20) days of the unused sick leave donated by other members of the bargaining unit, as described herein. For the purpose of this section, a “catastrophic illness or injury” shall be limited to matters which constitute banked for future use. The donor may not revoke the donation. 4. The maximum amount of donated leave that any employee may use during a significant and serious medical condition such as: • Amputation of a limb • Spinal cord injuries • Severe head injury/trauma • Severe xxxxx • HIV spectrum disorders • Cancer • ALS fiscal year is thirty (Amyotrophic Lateral Sclerosis30) • Cerebral Palsy • Muscular Dystrophy • Hemophilia • Hepatitis • Stroke or cerebrovascular event/accident • Other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or long-term illness is not intended to include maternity leave and/or absence due to childbirth. However, complications resulting from pregnancy or childbirth which result in a catastrophic illness or injury may be included. Medical documentation shall be provided by the bargaining unit member to the Superintendent or his/her designee and made available when necessary for the determination of whether a catastrophic illness or injury has occurred and provided, as requested, to appropriate individualsdays. 5. The employee may make application requesting catastrophic leave, and those employees who donate, shall remain confidential. 6. Catastrophic leave donations will be made solely to the Assistant Superintendent – Human Resources and Operations to draw from the sick leave bank on an application form agreed to by the Board and the UnionCatastrophic Leave bank. Approval to draw from the sick leave bank shall be granted by the Superintendent’s designee. Employees qualifying under this section will continue to receive regular salary/wages and benefits until all donated days are exhausted. No Donation forms designating a specific employee will receive more donated sick leave than the work days remaining in the school year in which they become eligible. Should the employee be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly rejected and returned to the Superintendent who upon hearing the appeal, shall, within ten days, issue a decision to either allow the employee to draw on the sick leave bank or uphold the denial of the employee’s application. Upon notification that the employee is either denied or approved for STRS or SERS disability retirement, the employee will no longer be eligible to withdraw days from the sick leave bank. Should the employee return to work after having drawn days from the sick leave bank, the employee shall contribute one sick day for every three days accumulated to the sick leave bank, to a maximum of five days per school year. Such contribution shall be deducted from the employee’s final pay of the school year. Such deductions shall continue until such time as the contribution of sick days equals the number of sick days withdrawn from the bank or the employee retires or resigns. At the staff member’s retirement from the District, any accumulated sick leave will be used to repay remaining sick leave days borrowed from the Sick Leave Bank before any redemption of unused sick leave is calculateddonor.

Catastrophic Leave. Donations of sick leave days to establish and maintain a sick leave bank will be initiated by the Human Resources Department on a form designed and furnished by the Treasurer. Individual members of the bargaining unit may donate a maximum of ten days of sick leave in any one school year. Any member of the bargaining unit who is currently absent due to a catastrophic, long- long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, and has applied but has not yet been approved for STRS or SERS disability, is eligible to receive sick leave days donated by other members of the bargaining unit. In addition, any member of the bargaining unit who is currently absent due to a member of the immediate household’s catastrophic, long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, is eligible to receive up to twenty (20) days of sick leave donated by other members of the bargaining unit, as described herein. For the purpose of this section, a “catastrophic illness or injury” shall be limited to matters which constitute a significant and serious medical condition such as: •  Amputation of a limb •  Spinal cord injuries •  Severe head injury/trauma •  Severe xxxxx •  HIV spectrum disorders •  Cancer •  ALS (Amyotrophic Lateral Sclerosis) •  Cerebral Palsy •  Muscular Dystrophy •  Hemophilia •  Hepatitis •  Stroke or cerebrovascular event/accident •  Other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or long-term illness is not intended to include maternity leave and/or absence due to childbirth. However, complications resulting from pregnancy or childbirth which result in a catastrophic illness or injury may be included. Medical documentation shall be provided by the bargaining unit member to the Superintendent or his/her designee and made available when necessary for the determination of whether a catastrophic illness or injury has occurred and provided, as requested, to appropriate individuals. The employee may make application to the Assistant Superintendent – Director of Human Resources and Operations to draw from the sick leave bank on an application form agreed to by the Board and the Union. Approval to draw from the sick leave bank shall be granted by the Superintendent’s designee. Employees qualifying under this section will continue to receive regular salary/wages and benefits until all donated days are exhausted. No employee will receive more donated sick leave than the work days workdays remaining in the school year in which they become eligible. Should the employee be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly to the Superintendent who upon hearing the appeal, shall, within ten days, issue a decision to either allow the employee to draw on the sick leave bank or uphold the denial of the employee’s application. Upon notification that the employee is either denied or approved for STRS or SERS disability retirement, the employee will no longer be eligible to withdraw days from the sick leave bank. Should the employee return to work after having drawn days from the sick leave bank, the employee shall contribute one sick day for every three days accumulated to the sick leave bank, to a maximum of five days per school year. Such contribution shall be deducted from the employee’s final pay of the school year. Such deductions shall continue until such time as the contribution of sick days equals the number of sick days withdrawn from the bank or the employee retires or resigns. At the staff member’s retirement from the District, any accumulated sick leave will be used to repay remaining sick leave days borrowed from the Sick Leave Bank before any redemption of unused sick leave is calculated.

Catastrophic Leave. Donations of sick leave days to establish and maintain a sick leave bank will be initiated by the Human Resources Department on a form designed and furnished by the Treasurer. Individual members of the bargaining unit may donate a maximum of ten days of sick leave in any one school year. Any member of the bargaining unit who is currently absent due to a catastrophic, long- long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, and has applied but has not yet been approved for STRS or SERS disability, is eligible to receive sick leave days donated by other members of the bargaining unit. In addition, any member of the bargaining unit who is currently absent due to a member of the immediate household’s catastrophic, long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, is eligible to receive up to twenty (20) days of sick leave donated by other members of the bargaining unit, as described herein. For the purpose of this section, a “catastrophic illness or injury” shall be limited to matters which constitute a significant and serious medical condition such as: • Amputation of a limb • Spinal cord injuries • Severe head injury/trauma • Severe xxxxx • HIV spectrum disorders • Cancer • ALS (Amyotrophic Lateral Sclerosis) • Cerebral Palsy • Muscular Dystrophy • Hemophilia • Hepatitis • Stroke or cerebrovascular event/accident • Other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or long-term illness is not intended to include maternity leave and/or absence due to childbirth. However, complications resulting from pregnancy or childbirth which result in a catastrophic illness or injury may be included. Medical documentation shall be provided by the bargaining unit member to the Superintendent or his/her designee and made available when necessary for the determination of whether a catastrophic illness or injury has occurred and provided, as requested, to appropriate individuals. The employee may make application to the Assistant Superintendent – Director of Human Resources and Operations to draw from the sick leave bank on an application form agreed to by the Board and the Union. Approval to draw from the sick leave bank shall be granted by the Superintendent’s designee. Employees qualifying under this section will continue to receive regular salary/wages and benefits until all donated days are exhausted. No employee will receive more donated sick leave than the work days workdays remaining in the school year in which they become eligible. Should the employee be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly to the Superintendent who upon hearing the appeal, shall, within ten days, issue a decision to either allow the employee to draw on the sick leave bank or uphold the denial of the employee’s application. Upon notification that the employee is either denied or approved for STRS or SERS disability retirement, the employee will no longer be eligible to withdraw days from the sick leave bank. Should the employee return to work after having drawn days from the sick leave bank, the employee shall contribute one sick day for every three days accumulated to the sick leave bank, to a maximum of five days per school year. Such contribution shall be deducted from the employee’s final pay of the school year. Such deductions shall continue until such time as the contribution of sick days equals the number of sick days withdrawn from the bank or the employee retires or resigns. At the staff member’s retirement from the District, any accumulated sick leave will be used to repay remaining sick leave days borrowed from the Sick Leave Bank before any redemption of unused sick leave is calculated.

Catastrophic Leave. Donations of sick leave days to establish and maintain a sick leave bank will be initiated by the Human Resources Department on a form designed and furnished by the Treasurer. Individual members of the bargaining unit may donate a maximum of ten days of sick leave in any one school year. Any member of the bargaining unit who is currently absent due to a catastrophic, long- long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, and has applied but has not yet been approved for STRS or SERS disability, is eligible to receive sick leave days donated by other members of the bargaining unit. In addition, any member of the bargaining unit who is currently absent due to a member of the immediate household’s catastrophic, long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, is eligible to receive up to twenty (20) days of sick leave donated by other members of the bargaining unit, as described herein. For the purpose of this section, a “catastrophic illness or injury” shall be limited to matters which constitute a significant and serious medical condition such as: •  Amputation of a limb •  Spinal cord injuries •  Severe head injury/trauma •  Severe xxxxx •  HIV spectrum disorders •  Cancer •  ALS (Amyotrophic Lateral Sclerosis) •  Cerebral Palsy •  Muscular Dystrophy •  Hemophilia •  Hepatitis •  Stroke or cerebrovascular event/accident •  Other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or long-term illness is not intended to include maternity leave and/or absence due to childbirth. However, complications resulting from pregnancy or childbirth which result in a catastrophic illness or injury may be included. Medical documentation shall be provided by the bargaining unit member to the Superintendent or his/her designee and made available when necessary for the determination of whether a catastrophic illness or injury has occurred and provided, as requested, to appropriate individuals. The employee may make application to the Assistant Superintendent – - Human Resources and Operations to draw from the sick leave bank on an application form agreed to by the Board and the Union. Approval to draw from the sick leave bank shall be granted by the Superintendent’s designee. Employees qualifying under this section will continue to receive regular salary/wages and benefits until all donated days are exhausted. No employee will receive more donated sick leave than the work days workdays remaining in the school year in which they become eligible. Should the employee be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly to the Superintendent who upon hearing the appeal, shall, within ten days, issue a decision to either allow the employee to draw on the sick leave bank or uphold the denial of the employee’s application. Upon notification that the employee is either denied or approved for STRS or SERS disability retirement, the employee will no longer be eligible to withdraw days from the sick leave bank. Should the employee return to work after having drawn days from the sick leave bank, the employee shall contribute one sick day for every three days accumulated to the sick leave bank, to a maximum of five days per school year. Such contribution shall be deducted from the employee’s final pay of the school year. Such deductions shall continue until such time as the contribution of sick days equals the number of sick days withdrawn from the bank or the employee retires or resigns. At the staff member’s retirement from the District, any accumulated sick leave will be used to repay remaining sick leave days borrowed from the Sick Leave Bank before any redemption of unused sick leave is calculated.

Catastrophic Leave. Donations The District’s catastrophic leave program is as follows: 1. If the Superintendent or designee receives written verification from an employee’s physician, or from the physician of an employee’s immediate family, that the employee or the employee’s immediate family member has been examined by the physician, determined to be physically ill or injured, and the physician has determined that the employee cannot return to work due to their own illness or injury, or due to illness or injury of the employee’s immediate family member and that family member requires the employee’s care, until a date which will require the employee to be placed on unpaid or partial leave, the Superintendent shall contact the employee and determine whether the employee desires to request that sick leave days to establish and maintain a sick leave bank will be initiated donated by the Human Resources Department on a form designed and furnished by the Treasurer. Individual members of the bargaining unit may donate a maximum of ten days of sick leave in any one school year. Any member of the bargaining unit who is currently absent due to a catastrophic, long- term, life-threatening illness or accident and has exhausted all of other employees for his/her accumulated sick leave, and has applied but has not yet been approved for STRS or SERS disability, is eligible to receive sick leave days donated by other members of the bargaining unit. In addition, any member of the bargaining unit who is currently absent due to a member of the immediate household’s catastrophic, long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, is eligible to receive up to twenty (20) days of sick leave donated by other members of the bargaining unit, as described hereinuse. 2. For the purpose purposes of this section, members of the employee’s immediate family include those specified in Section B. 2. of this Article. 3. To request donated catastrophic leave, the unit member or his/her designee will submit a “catastrophic illness or injury” shall be limited to matters which constitute a significant and serious medical condition such as: • Amputation of a limb • Spinal cord injuries • Severe head injury/trauma • Severe xxxxx • HIV spectrum disorders • Cancer • ALS (Amyotrophic Lateral Sclerosis) • Cerebral Palsy • Muscular Dystrophy • Hemophilia • Hepatitis • Stroke or cerebrovascular event/accident • Other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or long-term illness is not intended to include maternity leave and/or absence due to childbirth. Howeverrequest in writing, complications resulting from pregnancy or childbirth which result in a catastrophic illness or injury may be included. Medical documentation shall be on forms provided by and approved by the bargaining unit member District, to the Association President stating the facts which require a need for donated leave. a. As soon as practical, a committee of three (3) association members and the Superintendent or his/her designee designee, will meet and made available when necessary for determine whether or not the determination of whether a catastrophic illness unit member’s request shall be approved. b. If the request is denied, the Association President will notify unit member or injury has occurred and providedhis/her designee. c. If the request is approved, as requested, the Association will submit the required forms to appropriate individualsthe District. The employee may make application Association President will give notice to the Assistant Superintendent – Human Resources membership that a unit member is in need of catastrophic leave donations. The solicitation shall not identify the donee and Operations to draw from the donor’s identity shall be kept confidential. 4. Upon cessation of need for such donated sick leave, unused sick leave bank on an application form agreed to by the Board and the Union. Approval to draw from the sick leave bank shall be granted by returned to the Superintendent’s designeedonors’ credit. Employees qualifying under this section will continue A donor may not revoke the donation. 5. The District shall determine the methods of administration of the program, including records to receive regular salarybe retained. 6. An initial catastrophic leave request is not to exceed thirty (30) workdays. However, if a unit member is unable to return to work following the use of the initial catastrophic leave, then he/wages and benefits until all donated days are exhaustedshe may reapply for additional catastrophic leave. No employee will receive more The maximum amount of donated sick leave than the work days remaining in the school year in which they become eligible. Should the that any employee be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly to the Superintendent who upon hearing the appeal, shall, within ten days, issue a decision to either allow the employee to draw on the sick leave bank or uphold the denial of the employee’s application. Upon notification that the employee may use is either denied or approved for STRS or SERS disability retirement, the employee will no longer be eligible to withdraw days from the sick leave bank. Should the employee return to work after having drawn days from the sick leave bank, the employee shall contribute one sick day for every three days accumulated to the sick leave bank, to a maximum of five 100 days per school yearcatastrophic event. 7. Such contribution Donations of catastrophic leave may be made under the following provisions: a. The maximum amount a member may donate shall be deducted from the employee’s final pay ten (10) days per request. Initially, a minimum of the school year. Such deductions shall continue until such time as the contribution of sick one day (7 hours) must be donated but donations may be made in one (1) hour increments thereafter. b. Donors must maintain fifteen (15) days equals the number of sick days withdrawn from the bank or the employee retires or resigns. At the staff member’s retirement from the District, any accumulated sick leave will be used to repay remaining sick leave days borrowed from the Sick Leave Bank before any redemption of unused sick leave is calculatedfor their own needs.