Common use of Catastrophic Leave Clause in Contracts

Catastrophic Leave. When an eligible employee suffers a catastrophic illness or injury, and the eligible employee has exhausted all accrued leaves as a result of the illness/injury, then the eligible employee may file a request for donations of leave with the Association. The request must be accompanied by a medical statement from the attending physician estimating the amount of time the employee will be unable to work and the expected return to duty date. The Association will establish eligibility standards and will review the request to verify the employee's eligibility to receive leave donations. The Association will conduct the solicitation of donations and will be limited to an information-only solicitation, with no personal lobbying by employees. Solicitations will be conducted for a 30-day period of time and all donations will be submitted to the Association on the provided form. Donations can be made from the donor's Bonus hours, Annual Leave, and/or Personal Holiday. Sick Leave can only be donated when the employee has accrued at least 1,250 Sick Leave hours. Donations will be made by filling out an Application for Leave form, indicating the amount and type of leave to be donated, and if donating to a specific person, the name of the person receiving the donation written in the comments section of the form. These Application for Leave forms will be sent to the Association office for processing. (If no specific name is indicated on the form, the donation will go into a CCDSA Catastrophic Leave bank for use by eligible employees of this bargaining unit). The minimum donation is four (4) hours. Employees must have an Annual Leave balance of at least 40 hours after the donation. The Association will forward donations to the Department Payroll Section, where the donated time will be converted to dollars at the hourly rate of the donor. The dollars will then be converted to Sick Leave at the hourly rate of the recipient. If any donated hours remain at the end of the employee’s Catastrophic Leave period, they will transfer to the CCDSA Catastrophic Leave Bank. From the date of ratification of this Agreement forward, if an employee receives no donations or exhausts their donated hours, the employee may be eligible for up to 160 Catastrophic Leave Bank hours if approved by the Association. When an employee utilizes leave from the CCDSA Catastrophic Leave Bank, the employee will be required to reimburse the bank with accrued Annual Leave at the rate of two (2) hours per pay period. This reimbursement will only be required for bank hours utilized up to a maximum of 160 hours. An employee may only have one open Catastrophic Leave deduction at a time. If an employee separates from employment for any reason before reimbursing the CCDSA Catastrophic Leave Bank for borrowed time, the balance owed to the bank will be deducted from the employee’s final paycheck, cash out check or both. Eligible Employees - The Catastrophic Leave Program is available to all collective bargaining unit employees who require a minimum of 160 hours of leave after all accrued leaves have been exhausted. This may also apply to intermittent leave situations directly associated with the catastrophic leave request. The following requirements must be met: • Employees must complete initial probation with the Department prior to becoming eligible for the Catastrophic Leave Program. • The illness or injury cannot be a result of an illegal act, nor can it be self-inflicted. • Employees must meet the following definition of a catastrophic illness/injury: Catastrophic Illness/injury is an illness or injury that keeps an employee from performing the duties of their job (i.e., the employee is hospitalized, homebound or is the primary care giver to a member of their immediate family). See section 11.5 for immediate family definition. Employees with an approved work-related Worker's Compensation claim are not eligible for the Catastrophic Leave Program, unless the employee has exhausted all hours provided under Article 13 of this Agreement. Regulating Program - The Association and the Department agree that should any problems or abusive practices arise, that the parties will meet to make reasonable adjustments to facilitate the administration of the program or to eliminate these abusive practices.

Catastrophic Leave. When an eligible employee suffers a catastrophic illness or injury, and the eligible employee has exhausted all accrued leaves as a result of the illness/injury, then the eligible employee may file a request for donations of leave with the Association. The request must be accompanied by a by: • A medical statement from the attending physician estimating explaining the nature of the illness/injury and an estimated amount of time the employee will be unable to work and work. • Evidence of the expected return to duty dateBureau Commander’s approval of leave of absence. The Executive Board of Directors for the Association will establish eligibility standards and will review the request to verify the employee's ’s eligibility to receive leave donations. The Association will conduct the solicitation of donations and will be limited to an information-only solicitation, with no personal lobbying by employees. Solicitations will be conducted for a 30-day period of time 30 calendar days and all donations will be submitted to the Association on the provided form. Donations can be made from the donor's Bonus ’s bonus hours, Annual Leavevacation leave, and/or Personal Holidayprofessional leave. Sick Leave can only be donated when the employee has accrued at least 1,250 Sick Leave hours. Donations will be made by filling out an Application for Leave form, indicating the amount and type of leave to cannot be donated, and if donating to a specific person, the name of the person receiving the donation written in the comments section of the form. These Application for Leave forms will be sent to the Association office for processing. (If no specific name is indicated on the form, the donation will go into a CCDSA Catastrophic Leave bank for use by eligible employees of this bargaining unit). The minimum donation is four (4) hours. Employees must have an Annual Leave a vacation leave balance of at least 40 hours after the donation. The Association will forward donations to the Department Payroll Section, where the donated time will be converted to dollars at the hourly rate of the donor. The dollars will then be converted to Sick Leave sick leave at the hourly rate of the recipient. If any donated sick leave hours remain at the end of the employee’s Catastrophic Leave periodcatastrophic leave, they will transfer be transferred to the CCDSA Catastrophic Leave BankGeneral Fund Account (bank). Bank hours, if any, may be approved by the Association Executive Board on a matching basis, if needed (e.g., a solicitation for an approved employee nets 100 hours - after the 100 hours are used, the Association Executive Board may approve up to another 100 hours from the bank, if hours are available). However, employees will be eligible to utilize up to 160 hours of bank time prior to applying the matching standards set out herein. From the date of ratification of this Agreement agreement forward, if an employee receives may use no donations or exhausts their donated hours, the employee may be eligible for up to 160 Catastrophic Leave Bank hours if approved by the Association. When an employee utilizes leave from the CCDSA Catastrophic Leave Bank, the employee will be required to reimburse the bank with accrued Annual Leave at the rate of two (2) hours per pay period. This reimbursement will only be required for bank hours utilized up to more than a maximum total of 160 hours. An employee may only have one open Catastrophic Leave deduction at a time. If an employee separates from employment for any reason before reimbursing hours of bank time throughout the CCDSA Catastrophic Leave Bank for borrowed time, the balance owed to the bank will be deducted from the employee’s final paycheck, cash out check course of his or bothher career. Eligible Employees - employees: • The Catastrophic Leave Program is available to all collective bargaining unit employees who require a minimum of 160 80 hours of leave after all accrued leaves have been exhausted. This may also apply to intermittent leave situations directly associated with the catastrophic leave request. The following requirements must be met: • Employees must complete initial probation with who have graduated the Department prior to becoming eligible for Academy and are covered by the Catastrophic Leave Program. • The illness or injury cannot be a result of an illegal act, nor can it be self-inflictedcollective bargaining agreement. • Employees must meet the following definition of a catastrophic illness/injury: “Catastrophic Illness/injury is an illness or injury that keeps an employee from performing the duties of their job (i.e., the employee is hospitalized, homebound homebound, or is the primary care giver to a member of their immediate family). See section 11.5 for immediate family definition. The illness or injury cannot be a result of an illegal act, nor can it be intentionally self-inflicted.” • Employees with an approved work-related Worker's ’s Compensation claim claims are not eligible for the Catastrophic Leave Program. When an employee utilizes leave from the Catastrophic General Fund Account Bank, unless the employee has exhausted all will be required to reimburse the bank with accrued vacation at a rate of two (2) hours provided under Article 13 per pay period. This reimbursement will only be required for Bank hours utilized up to a maximum of this Agreement160 hours. Regulating Program - If an employee separates from employment for any reason before reimbursing the bank for borrowed time, the balance of money owed the bank will be deducted from the employee’s final paycheck, cash out check, or both. The Association and the Department parties agree that should any problems problem or abusive practices practice arise, that the parties will meet to make reasonable adjustments to facilitate the administration of the program or to eliminate these abusive practices.

Catastrophic Leave. When an eligible employee suffers a catastrophic illness or injury, and the eligible employee has exhausted all accrued leaves as a result of the illness/injury, then the eligible employee may file a request for donations of leave with the Association. The request must be accompanied by a medical statement from the attending physician estimating the amount of time the employee will be unable to work and the expected return to duty date. The Executive Board of Directors for the Association will establish eligibility standards and will review the request to verify the employee's eligibility to receive leave donations. The Association will conduct the solicitation of donations and will be limited to an information-only solicitation, with no personal lobbying by employees. Solicitations will be conducted for a 30-30 day period of time and all donations will be submitted to the Association on the provided form. Donations can be made from the donor's Bonus hours, Annual Leave, and/or Personal Holiday. Sick Leave can only cannot be donated when the employee has accrued at least 1,250 Sick Leave hoursdonated. Donations will be made by filling out an Application for Leave form, indicating the amount and type of leave to be donated, and if donating to a specific person, the name of the person receiving the donation written in the comments section of the form. These Application for Leave forms will be sent to the Association office for processing. (If no specific name is indicated on the form, the donation will go into a CCDSA PPACE Catastrophic Leave leave bank for use by eligible employees of this bargaining unit). The minimum donation is four (4) hours. Employees must have an Annual Leave leave balance of at least 40 hours after the donation. The Association will forward donations to the Department Payroll Section, where the donated time will be converted to dollars at the hourly rate of the donor. The dollars will then be converted to Sick Leave sick leave at the hourly rate of the recipient. If any donated hours remain at the end of the employee’s Catastrophic Leave period, they will transfer to the CCDSA PPACE Catastrophic Leave Bank. From the date of ratification of this Agreement forward, if an employee receives no donations or exhausts their donated hours, the employee may be eligible for up to 160 Catastrophic Leave Bank hours if approved by the AssociationExecutive Board. When an employee utilizes leave from the CCDSA PPACE Catastrophic Leave Bank, the employee will be required to reimburse the bank with accrued Annual Leave at the rate of two (2) hours per pay period. This reimbursement will only be required for bank hours utilized up to a maximum of 160 hours. An employee may only have one open Catastrophic Leave deduction at a time. If an employee separates from employment for any reason before reimbursing the CCDSA PPACE Catastrophic Leave Bank for borrowed time, the balance owed to the bank will be deducted from the employee’s final paycheck, cash out check or both. Eligible Employees - The Catastrophic Leave Program is available to all collective bargaining unit employees who require a minimum of 160 hours of leave after all accrued leaves have been exhausted. This may also apply to intermittent leave situations directly associated with the catastrophic leave request. The following requirements must be met: •  Employees must complete initial probation with the Department prior to becoming eligible for the Catastrophic Leave Program. •  The illness or injury cannot be a result of an illegal act, nor can it be self-inflicted. •  Employees must meet the following definition of a catastrophic illness/injury: Catastrophic Illness/injury is an illness or injury that keeps an employee from performing the duties of their job (i.e., the employee is hospitalized, homebound or is the primary care giver to a member of their immediate family). See section 11.5 12.5 for immediate family definition. Employees with an approved work-related Worker's Compensation claim are not eligible for the Catastrophic Leave Program, unless the employee has exhausted all hours provided under Article 13 of this Agreement. Regulating Program - The Association and the Department agree that should any problems or abusive practices arise, that the parties will meet to make reasonable adjustments to facilitate the administration of the program or to eliminate these abusive practices.

Catastrophic Leave. When an eligible employee suffers a catastrophic illness or injury, and the eligible employee has exhausted all accrued leaves as a result of the illness/injury, then the eligible employee may file a request for donations of leave with the Association. The request must be accompanied by a medical statement from the attending physician estimating the amount of time the employee will be unable to work and the expected return to duty date. The Executive Board of Directors for the Association will establish eligibility standards and will review the request to verify the employee's eligibility to receive leave donations. The Association will conduct the solicitation of donations and will be limited to an information-only solicitation, with no personal lobbying by employees. Solicitations will be conducted for a 30-day period of time and all donations will be submitted to the Association on the provided form. Donations can be made from the donor's Bonus hours, Annual Leave, and/or Personal Holiday. Sick Leave can only cannot be donated when the employee has accrued at least 1,250 Sick Leave hoursdonated. Donations will be made by filling out an Application for Leave form, indicating the amount and type of leave to be donated, and if donating to a specific person, the name of the person receiving the donation written in the comments section of the form. These Application for Leave forms will be sent to the Association office for processing. (If no specific name is indicated on the form, the donation will go into a CCDSA LVPPACE Catastrophic Leave leave bank for use by eligible employees of this bargaining unit). The minimum donation is four (4) hours. Employees must have an Annual Leave leave balance of at least 40 hours after the donation. The Association will forward donations to the Department Payroll Section, where the donated time will be converted to dollars at the hourly rate of the donor. The dollars will then be converted to Sick Leave sick leave at the hourly rate of the recipient. If any donated hours remain at the end of the employee’s Catastrophic Leave period, they will transfer to the CCDSA LVPPACE Catastrophic Leave Bank. From the date of ratification of this Agreement forward, if an employee receives no donations or exhausts their donated hours, the employee may be eligible for up to 160 Catastrophic Leave Bank hours if approved by the AssociationExecutive Board. When an employee utilizes leave from the CCDSA LVPPACE Catastrophic Leave Bank, the employee will be required to reimburse the bank with accrued Annual Leave at the rate of two (2) hours per pay period. This reimbursement will only be required for bank hours utilized up to a maximum of 160 hours. An employee may only have one open Catastrophic Leave deduction at a time. If an employee separates from employment for any reason before reimbursing the CCDSA LVPPACE Catastrophic Leave Bank for borrowed time, the balance owed to the bank will be deducted from the employee’s final paycheck, cash out check or both. If after said deduction, there is a deficiency, the employee will be obligated to pay the deficiency to LVPPACE for the sole purpose of reimbursing the Catastrophic Leave Bank. Eligible Employees - The Catastrophic Leave Program is available to all collective bargaining unit employees who require a minimum of 160 hours of leave after all accrued leaves have been exhausted. This may also apply to intermittent leave situations directly associated with the catastrophic leave request. The following requirements must be met: • Employees must complete initial probation with the Department prior to becoming eligible for the Catastrophic Leave Program. • The illness or injury cannot be a result of an illegal act, nor can it be self-inflicted. • Employees must meet the following definition of a catastrophic illness/injury: Catastrophic Illness/injury is an illness or injury that keeps an employee from performing the duties of their job (i.e., the employee is hospitalized, homebound or is the primary care giver to a member of their immediate family). See section 11.5 12.5 for immediate family definition. Further, at the time of bonus time accrual (employee’s hire date), if an employee has more than three (3) shifts of catastrophic leave, they will not be eligible for bonus hours. Employees with an approved work-related Worker's Compensation claim are not eligible for the Catastrophic Leave Program, unless the employee has exhausted all hours provided under Article 13 of this Agreement. Regulating Program - The Association and the Department agree that should any problems or abusive practices arise, that the parties will meet to make reasonable adjustments to facilitate the administration of the program or to eliminate these abusive practices.

Catastrophic Leave. When 1) The definition of Catastrophic Leave for an eligible employee suffers is a catastrophic documented illness or injuryinjury that is expected to incapacitate the employee for an extended period of time. 2) Eligibility: Teamsters Local 1932 members who have permanent status in the San Bernardino County Superintendent of Schools classified Teamsters bargaining unit. 3) Requests for Catastrophic Leave shall be submitted to the Union via the Teamsters Stewards or assigned Teamsters Business Agent. 4) Once approved, Payroll will review for proper eligibility and/or make the appropriate leave adjustments. 5) Participation in the Catastrophic Leave Program is voluntary. Donations to the bank will occur as needed. 6) Union members electing to participate in the program must submit a completed Catastrophic Leave Program Donation Form that holds the Superintendent and Teamsters Local 1932 harmless and authorizes the Superintendent to donate accumulated sick leave in not less than full day increments. 7) Employees requiring the need to use the Catastrophic Leave Program must meet all of the following criteria: a) Have permanent employment status with the Superintendent. b) Have met the criteria and qualify for the Catastrophic Leave. c) Have exhausted all available paid leave. 8) Donations of eligible leave credits are irrevocable once deducted from donors’ sick leave accounts. 9) Unit members in need of Catastrophic Leave must submit a “Request for Catastrophic Leave” form to the Union via the on-site Teamsters Stewards or the assigned Teamsters Business Agent. 10) A Union Catastrophic Leave Committee shall determine how much, if any, leave will be donated to the applicant and the Union will notify the applicant and Payroll Department. Both the donor and the applicant of Catastrophic Leave shall remain confidential to all except the Catastrophic Leave Committee and the Payroll Department. 11) An employee must meet the requirements to donate as outlined in the CBA Catastrophic Leave article. Currently, an employee may donate from prior year sick leave accrual on a voluntary and confidential basis, in increments of eight (8) hours, not to exceed a total of fifty percent (50%) of the donor's sick leave balance per employee. Donations may be made to Teamsters 1932 members within the bargaining unit only, example: Managers may not donate to a Teamster member vis-à-vis. 12) An employee is not eligible to donate hours if their resulting sick leave balance would fall below 160 hours. (Examples: If a donating employee has exhausted all prior year accrual of 200 hours, 40 hours may be donated. If a donating employee has 120 hours of accrued leaves as sick leave, no donation may be made.) Current year sick leave allocation may not be used towards a result of donation or counted in sick leave balance. Donations will be for the illness/injury, then the eligible employee may file a request for donations of leave with the Associationspecified employee's Catastrophic Leave only. The request must be accompanied by a medical statement from the attending physician estimating the amount of time the total donation available to any one employee will be unable to work and the expected return to duty date. The Association will establish eligibility standards and will review the request to verify the employee's eligibility to receive leave donations. The Association will conduct the solicitation of donations and will be limited to a total of one thousand forty (1040) hours per fiscal year. The employee on an information-only solicitation, with no personal lobbying by employees. Solicitations will be conducted for a 30-day period approved medical leave of time and all donations will be submitted to the Association on the provided form. Donations can be made from the donor's Bonus hours, Annual Leave, and/or Personal Holiday. Sick absence who is receiving Catastrophic Leave can only be donated when the employee has accrued at least 1,250 Sick Leave hours. Donations will be made by filling out continue to receive benefits as defined in Article 4.8. 13) On an Application for Leave form, indicating the amount and type of leave to be donated, and if donating to a specific personas needed basis, the name of the person receiving the donation written in the comments section of the form. These Application Union may ask for Leave forms will be sent to the Association office for processing. (If no specific name is indicated on the form, the donation will go into a CCDSA Catastrophic Leave bank for use by eligible employees of this bargaining unit). The minimum donation is four (4) hours. Employees must have an Annual Leave balance of at least 40 hours after the donation. The Association will forward donations to the Department Payroll Section, where the donated time will be converted to dollars at the hourly rate of the donor. The dollars will then be converted to Sick Leave at the hourly rate of the recipient. If any donated hours remain at the end of the employee’s Catastrophic Leave period, they will transfer to the CCDSA Catastrophic Leave Bank. From the date Names of ratification donors will remain confidential. Once notified of this Agreement forward, if an employee receives no donations or exhausts their donated hoursdonations, the employee may be eligible for up Payroll Department will make the appropriate leave adjustments. 14) All donors shall sign voluntary sick leave donation release forms. 15) Hold Harmless: Participating unit members shall hold the Superintendent and the Union harmless in relation to 160 Catastrophic Leave Bank hours if approved by the Associationany items related to this article. When an employee utilizes The unit member agrees that it will not file any claim or lawsuit of any kind related to any request, denial, or use of any leave from the CCDSA Catastrophic Leave Bank, the employee will be required to reimburse the bank with accrued Annual Leave at the rate of two (2) hours per pay period. This reimbursement will only be required for bank hours utilized up to a maximum of 160 hours. An employee may only have one open Catastrophic Leave deduction at a time. If an employee separates from employment for any reason before reimbursing the CCDSA Catastrophic Leave Bank for borrowed time, the balance owed to the bank will be deducted from the employee’s final paycheck, cash out check or both. Eligible Employees - The Catastrophic Leave Program is available to all collective bargaining unit employees who require a minimum of 160 hours of leave after all accrued leaves have been exhausted. This may also apply to intermittent leave situations directly associated with the catastrophic leave request. The following requirements must be met: • Employees must complete initial probation with the Department prior to becoming eligible for the Catastrophic Leave Program. • The illness or injury cannot Nothing in these provisions should be construed as a result guarantee of an illegal act, nor can it be self-inflicted. • Employees must meet the following definition any set amount of a catastrophic illness/injury: Catastrophic Illness/injury is an illness or injury that keeps an employee from performing the duties donation of their job (i.e., the employee is hospitalized, homebound or is the primary care giver to a member days of their immediate family). See section 11.5 for immediate family definition. Employees with an approved work-related Worker's Compensation claim are not eligible for the Catastrophic Leave Program, unless the employee has exhausted all hours provided under Article 13 of this Agreement. Regulating Program - The Association and the Department agree that should any problems or abusive practices arise, that the parties will meet to make reasonable adjustments to facilitate the administration of the program or to eliminate these abusive practicesany unit member.

Catastrophic Leave. When Catastrophic leave provides employees who have exhausted all available paid leave and are unable to work because of a catastrophic illness or injury the opportunity to receive donations of certain paid leave credits from co-workers. To qualify for such leave, an eligible employee suffers must: (1) be on an approved absence from work; (2) be absent due to a catastrophic illness or injury, ; and the eligible employee has (3) have exhausted all accrued leaves paid leave credits. A “catastrophic illness or injury” is defined as a result life threatening and/or debilitating illness or injury that incapacitates an employee or an employee’s immediate family member – defined as the employee’s spouse, child or parent – and that requires the employee to be absent from work. Employees who wish to apply for donated leave time under this provision should contact Human Resources to request a catastrophic leave request form. The completed request form must be submitted to Human Resources along with a health-care provider’s certification of the illness/catastrophic illness or injury, then if not already provided by the eligible employee may file a request for donations of leave with the Associationemployee. The request must be accompanied by a medical statement from the attending physician estimating the amount of time the employee will be unable reviewed by Human Resources to work and ensure that it meets the expected return to duty date. The Association will establish eligibility standards and will review the request to verify the employee's eligibility to receive criteria for receiving catastrophic leave donations. If the request is approved, an announcement of the opportunity to donate will be issue to Court employees. Court employees may voluntarily donate vacation leave credits for use by another Court employee. Sick leave credits may not be donated. To donate, an employee must submit a completed leave donation authorization form to Human Resources (form to be provided by Human Resources). Each employee choosing to donate vacation credits must transfer a minimum of four (4) hours and whole hour increments thereafter. Donors must have a balance of no fewer than forty (40) hours of vacation leave remaining in their vacation leave banks after their donated time has been deducted. Human Resources will transfer eligible leave credits, hour for hour, from the vacation leave records of donating employees to the recipient’s sick leave record as the donated hours are used. Any donated hours pending when the recipient’s need for catastrophic leave time has been met shall remain on the donors’ vacation leave records. Donated time is converted to sick leave accrued by the recipient of the donation and all terms and conditions regarding sick leave apply. Employees who receive donated credits will be required to use any leave credits they continue to accrue on a monthly basis prior to receiving credit from donations. The Association will conduct the solicitation use of donations and for catastrophic illness or injury will be limited to an information-only solicitation, with no personal lobbying by employees. Solicitations will be conducted for a 30-day period of time and all donations will be submitted to the Association on the provided form. Donations can be made from the donor's Bonus hours, Annual Leave, and/or Personal Holiday. Sick Leave can only be donated when the employee has accrued at least 1,250 Sick Leave hours. Donations will be made by filling out an Application for Leave form, indicating the amount and type of leave to be donated, and if donating to a specific person, the name of the person receiving the donation written in the comments section of the form. These Application for Leave forms will be sent to the Association office for processing. (If no specific name is indicated on the form, the donation will go into a CCDSA Catastrophic Leave bank for use by eligible employees of this bargaining unit). The minimum donation is four (4) hours. Employees must have an Annual Leave balance of at least 40 hours after the donation. The Association will forward donations to the Department Payroll Section, where the donated time will be converted to dollars at the hourly rate of the donor. The dollars will then be converted to Sick Leave at the hourly rate of the recipient. If any donated hours remain at the end of the employee’s Catastrophic Leave period, they will transfer to the CCDSA Catastrophic Leave Bank. From the date of ratification of this Agreement forward, if an employee receives no donations or exhausts their donated hours, the employee may be eligible for up to 160 Catastrophic Leave Bank hours if approved by the Association. When an employee utilizes leave from the CCDSA Catastrophic Leave Bank, the employee will be required to reimburse the bank with accrued Annual Leave at the rate of two (2) hours per pay period. This reimbursement will only be required for bank hours utilized up to a maximum of 160 hours. An employee may only have one open Catastrophic Leave deduction at a time. If an employee separates from employment twelve (12) continuous months for any reason before reimbursing the CCDSA Catastrophic Leave Bank for borrowed time, the balance owed to the bank will be deducted from the employee’s final paycheck, cash out check or both. Eligible Employees - The Catastrophic Leave Program is available to all collective bargaining unit employees who require a minimum of 160 hours of leave after all accrued leaves have been exhausted. This may also apply to intermittent leave situations directly associated with the catastrophic leave request. The following requirements must be met: • Employees must complete initial probation with the Department prior to becoming eligible for the Catastrophic Leave Program. • The illness or injury cannot be a result of an illegal act, nor can it be self-inflicted. • Employees must meet the following definition of a catastrophic illness/injury: Catastrophic Illness/injury is an illness or injury that keeps an employee from performing the duties of their job (i.e., the employee is hospitalized, homebound or is the primary care giver to a member of their immediate family). See section 11.5 for immediate family definition. Employees with an approved work-related Worker's Compensation claim are not eligible for the Catastrophic Leave Program, unless the employee has exhausted all hours provided under Article 13 of this Agreement. Regulating Program - The Association and the Department agree that should any problems or abusive practices arise, that the parties will meet to make reasonable adjustments to facilitate the administration of the program or to eliminate these abusive practiceseach occurrence.

Catastrophic Leave. When an eligible employee suffers a catastrophic illness or injury, and the eligible employee has exhausted all accrued leaves as a result of the illness/injury, then the eligible employee may file a request for donations of leave with the Association. The request must be accompanied by a medical statement from the attending physician estimating the amount of time the employee will be unable to work and the expected return to duty date. The Executive Board of Directors for the Association will establish eligibility standards and will review the request to verify the employee's eligibility to receive leave donations. The Association will conduct the solicitation of donations and will be limited to an information-only solicitation, with no personal lobbying by employees. Solicitations will be conducted for a 30-day period of time and all donations will be submitted to the Association on the provided formtime. Donations can be made from the donor's Bonus hours, Annual Leave, and/or Personal Holiday. Sick Leave can only cannot be donated when the employee has accrued at least 1,250 Sick Leave hoursdonated. Donations will be made by filling out an Application for the Catastrophic Leave formDonation Form, indicating the amount and type of leave to be donated, and if donating to a specific person, the name of the person receiving the donation written in the comments section of the form. These Application for Leave donation forms will be sent to the Association office Payroll for processing. (If no specific name is indicated on the form, the donation will go into a CCDSA LVPPACE Catastrophic Leave leave bank for use by eligible employees of this bargaining unit). The minimum donation is four (4) hours. Employees must have an Annual Leave leave balance of at least 40 80 hours after the donation. The Association employee donating time will forward donations to the Department Payroll Section, where the donated time will be converted to dollars at the hourly rate of the donor. The dollars will then be converted to Sick Leave sick leave at the hourly rate of the recipient. If any donated hours remain at the end of the employee’s Catastrophic Leave period, they will transfer to the CCDSA LVPPACE Catastrophic Leave Bank. From the date of ratification of this Agreement forward, if an employee receives no donations or exhausts their donated hours, the employee may be eligible for up to 160 Catastrophic Leave Bank hours if approved by the AssociationExecutive Board. When an employee utilizes leave from the CCDSA LVPPACE Catastrophic Leave Bank, the employee will be required to reimburse the bank with accrued Annual Leave at the rate of two (2) hours per pay period. This reimbursement will only be required for bank hours utilized up to a maximum of 160 hours. Employees have the option of making a one-time payment of the balance owed. An employee may only have one open Catastrophic Leave deduction at a time. In the event of a subsequent need for donations, the employee may submit a new CAT Leave Application. If approved, the Associations will conduct the solicitation for donations only. The employee cannot borrow from the bank since they are currently reimbursing the bank and may only have one open Catastrophic Leave deduction at a time. If an employee separates from employment for any reason before reimbursing the CCDSA LVPPACE Catastrophic Leave Bank for borrowed time, the balance owed to the bank will be deducted from the employee’s final paycheck, cash out check or both. Eligible Employees - The Catastrophic Leave Program If after said deduction, there is available a deficiency, the employee will be obligated to all collective bargaining unit employees who require a minimum pay the deficiency to LVPPACE for the sole purpose of 160 hours of leave after all accrued leaves have been exhausted. This may also apply to intermittent leave situations directly associated with the catastrophic leave request. The following requirements must be met: • Employees must complete initial probation with the Department prior to becoming eligible for reimbursing the Catastrophic Leave Program. • The illness or injury cannot be a result of an illegal act, nor can it be self-inflicted. • Employees must meet the following definition of a catastrophic illness/injury: Catastrophic Illness/injury is an illness or injury that keeps an employee from performing the duties of their job (i.e., the employee is hospitalized, homebound or is the primary care giver to a member of their immediate family). See section 11.5 for immediate family definition. Employees with an approved work-related Worker's Compensation claim are not eligible for the Catastrophic Leave Program, unless the employee has exhausted all hours provided under Article 13 of this Agreement. Regulating Program - The Association and the Department agree that should any problems or abusive practices arise, that the parties will meet to make reasonable adjustments to facilitate the administration of the program or to eliminate these abusive practicesBank within 12 months.

Catastrophic Leave. When an eligible employee suffers a catastrophic illness or injury, and the eligible employee has exhausted all accrued leaves as a result of the illness/injury, then the eligible employee may file a request for donations of leave with the Association. The request must be accompanied by a by: • A medical statement from the attending physician estimating explaining the nature of the illness/injury and an estimated amount of time the employee will be unable to work and work. • Evidence of the expected return to duty dateBureau Commander’s approval of leave of absence. The Executive Board of Directors for the Association will establish eligibility standards and will review the request to verify the employee's ’s eligibility to receive leave donations. The Association will conduct the solicitation of donations and will be limited to an information-only solicitation, with no personal lobbying by employees. Solicitations will be conducted for a 30-day period of time 30 calendar days and all donations will be submitted to the Association on the provided form. Donations can be made from the donor's Bonus ’s bonus hours, Annual Leavevacation leave, and/or Personal Holidayprofessional leave. Sick Leave can only be donated when the employee has accrued at least 1,250 Sick Leave hours. Donations will be made by filling out an Application for Leave form, indicating the amount and type of leave to cannot be donated, and if donating to a specific person, the name of the person receiving the donation written in the comments section of the form. These Application for Leave forms will be sent to the Association office for processing. (If no specific name is indicated on the form, the donation will go into a CCDSA Catastrophic Leave bank for use by eligible employees of this bargaining unit). The minimum donation is four (4) hours. Employees must have an Annual Leave a vacation leave balance of at least 40 hours after the donation. The Association will forward donations to the Department Payroll Section, where the donated time will be converted to dollars at the hourly rate of the donor. The dollars will then be converted to Sick Leave sick leave at the hourly rate of the recipient. If any donated sick leave hours remain at the end of the employee’s Catastrophic Leave periodcatastrophic leave, they will transfer be transferred to the CCDSA Catastrophic Leave BankGeneral Fund Account (bank). Bank hours, if any, may be approved by the Association Executive Board on a matching basis, if needed (e.g., a solicitation for an approved employee nets 100 hours - after the 100 hours are used, the Association Executive Board may approve up to another 100 hours from the bank, if hours are available). However, employees will be eligible to utilize up to 160 hours of bank time prior to applying the matching standards set out herein. From the date of ratification of this Agreement agreement forward, if an employee receives may use no donations or exhausts their donated hours, the employee may be eligible for up to 160 Catastrophic Leave Bank hours if approved by the Association. When an employee utilizes leave from the CCDSA Catastrophic Leave Bank, the employee will be required to reimburse the bank with accrued Annual Leave at the rate of two (2) hours per pay period. This reimbursement will only be required for bank hours utilized up to more than a maximum total of 160 hours. An employee may only have one open Catastrophic Leave deduction at a time. If an employee separates from employment for any reason before reimbursing hours of bank time throughout the CCDSA Catastrophic Leave Bank for borrowed time, the balance owed to the bank will be deducted from the employee’s final paycheck, cash out check course of his or bothher career. Eligible Employees - employees: • The Catastrophic Leave Program is available to all collective bargaining unit employees who require a minimum of 160 80 hours of leave after all accrued leaves have been exhausted. This may also apply to intermittent leave situations directly associated with the catastrophic leave request. The following requirements must be met: • Employees must complete initial probation with who have graduated the Department prior to becoming eligible for Academy and are covered by the Catastrophic Leave Program. • The illness or injury cannot be a result of an illegal act, nor can it be self-inflictedcollective bargaining agreement. • Employees must meet the following definition of a catastrophic illness/injury: “Catastrophic Illness/injury is an illness or injury that keeps an employee from performing the duties of their job (i.e., the employee is hospitalized, homebound homebound, or is the primary care giver to a member of their immediate family). See section 11.5 for immediate family definition. The illness or injury cannot be a result of an illegal act, nor can it be intentionally self-inflicted.” • Employees with an approved work-related Worker's ’s Compensation claim claims are not eligible for the Catastrophic Leave Program. When an employee utilizes leave from the Catastrophic General Fund Account Bank, unless the employee has exhausted all will be required to reimburse the bank with accrued vacation at a rate of two (2) hours provided under Article 13 per pay period. This reimbursement will only be required for Bank hours utilized up to a maximum of this Agreement160 hours. Regulating Program - If an employee separates from employment for any reason before reimbursing the bank for borrowed time, the balance of money owed the bank will be deducted from the employee’s final paycheck, cashout check, or both. The Association and the Department parties agree that should any problems problem or abusive practices practice arise, that the parties will meet to make reasonable adjustments to facilitate the administration of the program or to eliminate these abusive practices.

Catastrophic Leave. When an eligible employee suffers a catastrophic illness or injury, and the eligible employee has exhausted all accrued leaves as a result of the illness/injury, then the eligible employee may file a request for donations of leave with the Association. The request must be accompanied by a medical statement from the attending physician estimating the amount of time the employee will be unable to work and the expected return to duty date. The Executive Board of Directors for the Association will establish eligibility standards and will review the request to verify the employee's eligibility to receive leave donations. The Association will conduct the solicitation of donations and will be limited to an information-only solicitation, with no personal lobbying by employees. Solicitations will be conducted for a 30-30- day period of time and all donations will be submitted to the Association on the provided form. Donations can be made from the donor's Bonus hours, Annual Leave, and/or Personal Holiday. Sick Leave can only cannot be donated when the employee has accrued at least 1,250 Sick Leave hoursdonated. Donations will be made by filling out an Application for Leave form, indicating the amount and type of leave to be donated, and if donating to a specific person, the name of the person receiving the donation written in the comments section of the form. These Application for Leave forms will be sent to the Association office for processing. (If no specific name is indicated on the form, the donation will go into a CCDSA LVPPACE Catastrophic Leave leave bank for use by eligible employees of this bargaining unit). The minimum donation is four (4) hours. Employees must have an Annual Leave leave balance of at least 40 hours after the donation. The Association will forward donations to the Department Payroll Section, where the donated time will be converted to dollars at the hourly rate of the donor. The dollars will then be converted to Sick Leave sick leave at the hourly rate of the recipient. If any donated hours remain at the end of the employee’s Catastrophic Leave period, they will transfer to the CCDSA LVPPACE Catastrophic Leave Bank. From the date of ratification of this Agreement forward, if an employee receives no donations or exhausts their donated hours, the employee may be eligible for up to 160 Catastrophic Leave Bank hours if approved by the AssociationExecutive Board. When an employee utilizes leave from the CCDSA LVPPACE Catastrophic Leave Bank, the employee will be required to reimburse the bank with accrued Annual Leave at the rate of two (2) hours per pay period. This reimbursement will only be required for bank hours utilized up to a maximum of 160 hours. An employee may only have one open Catastrophic Leave deduction at a time. If an employee separates from employment for any reason before reimbursing the CCDSA LVPPACE Catastrophic Leave Bank for borrowed time, the balance owed to the bank will be deducted from the employee’s final paycheck, cash out check or both. If after said deduction, there is a deficiency, the employee will be obligated to pay the deficiency to LVPPACE for the sole purpose of reimbursing the Catastrophic Leave Bank. Eligible Employees - The Catastrophic Leave Program is available to all collective bargaining unit employees who require a minimum of 160 hours of leave after all accrued leaves have been exhausted. This may also apply to intermittent leave situations directly associated with the catastrophic leave request. The following requirements must be met: •  Employees must complete initial probation with the Department prior to becoming eligible for the Catastrophic Leave Program. •  The illness or injury cannot be a result of an illegal act, nor can it be self-inflicted. •  Employees must meet the following definition of a catastrophic illness/injury: Catastrophic Illness/injury is an illness or injury that keeps an employee from performing the duties of their job (i.e., the employee is hospitalized, homebound or is the primary care giver to a member of their immediate family). See section 11.5 12.5 for immediate family definition. F urther, at the time of bonus time accrual (employee’s hire date), if an employee has more than three (3) shifts of catastrophic leave, they will not be eligible for bonus hours. Employees with an approved work-related Worker's Compensation claim are not eligible for the Catastrophic Leave Program, unless the employee has exhausted all hours provided under Article 13 of this Agreement. Regulating Program - The Association and the Department agree that should any problems or abusive practices arise, that the parties will meet to make reasonable adjustments to facilitate the administration of the program or to eliminate these abusive practices.

Catastrophic Leave. When an eligible employee suffers Pursuant to Ed Code 87045, a catastrophic faculty member may qualify for a fully paid leave with full benefits if the faculty member or a member of the faculty member’s immediate family is disabled by a life-threatening long-term illness or injury, and the eligible employee has exhausted all accrued leaves as . 18.12.1 A faculty member may qualify for a result period of up to twenty-three (23) days of the illness/injury, then the eligible employee may file a request for donations contract year of leave with the AssociationCatastrophic Leave. The request must be accompanied by a medical statement from the attending physician estimating the amount of time the employee will be unable to work and the expected return to duty date. The Association will establish eligibility standards and will review the request to verify the employee's eligibility to receive leave donations. The Association will conduct the solicitation of donations and will be limited to an information-only solicitation, with no personal lobbying by employees. Solicitations will be conducted for a 30-day period of time and all donations will be submitted to the Association on the provided form. Donations can be made from the donor's Bonus hours, Annual Leave, and/or Personal Holiday. Sick Leave can only be donated when the employee has accrued at least 1,250 Sick Leave hours. Donations will be made by filling out an Application for Leave form, indicating the amount and type of leave to be donated, and if donating to a specific person, the name of the person receiving the donation written in the comments section of the form. These Application for Leave forms will be sent to the Association office for processing. (If no specific name is indicated on the form, the donation will go into a CCDSA Catastrophic Leave bank for use by eligible employees of this bargaining unit). The minimum donation is four (4) hours. Employees must have an Annual Leave balance of at least 40 hours after the donation. The Association will forward donations to the Department Payroll Section, where the donated time will be converted to dollars at the hourly rate of the donor. The dollars will then be converted to Sick Leave at the hourly rate of the recipient. If any donated hours remain at At the end of this initial period, the employee’s faculty member may qualify for one (1) additional period of up to twenty-three (23) days of the contract year of Catastrophic Leave. 18.12.2 The District will require a faculty member to provide verification by a physician in order to qualify for Catastrophic Leave. 18.12.3 While a faculty member is on Catastrophic Leave periodusing donated hours, they no Sick Leave will transfer accrue. 18.12.4 Faculty unit members may contribute sick leave credit in hourly increments from their accrued sick leaves balance to a SRJCFT Faculty Catastrophic Leave Bank for the CCDSA purpose of providing hours to faculty members who have been granted Catastrophic Leave. A faculty member may not make such a contribution that reduces the faculty member’s accrued Sick Leave to less than thirty (30) hours. 18.12.5 Human Resources (HR) will solicit sick leave donations from SRJCFT faculty members on an as-needed basis. Human Resources will maintain records for the SRJCFT Faculty Catastrophic Leave Bank. From Contributions to the date Faculty Catastrophic Leave Bank will be made using a Sick Leave Donation Form provided by HR. 18.12.6 A faculty member who has completed the equivalent of ratification one (1) full year (100 percent load for one (1) year) of this Agreement forward, if an employee receives no donations or exhausts their donated hours, paid service to the employee may District will be eligible for up to 160 a Catastrophic Leave. A faculty member may utilize Catastrophic Leave Bank hours if approved only during a period of time when the faculty member is in paid status by the Association. When an employee utilizes leave from the CCDSA District. 18.12.7 A faculty member requesting a Catastrophic Leave Bankwill receive the recommendation of the Supervising Administrator, and will notify the employee will be required to reimburse the bank with accrued Annual Leave at the rate Human Resources Department. 18.12.8 A maximum of two (2) hours per pay period. This reimbursement will only requests may be required granted for bank hours utilized up to a maximum of 160 hours. An employee may only have one open Catastrophic Leave deduction at a time. If an employee separates from employment for any reason before reimbursing the CCDSA Catastrophic Leave Bank for borrowed timeeach life-threatening, the balance owed to the bank will be deducted from the employee’s final paycheck, cash out check or both. Eligible Employees - The Catastrophic Leave Program is available to all collective bargaining unit employees who require a minimum of 160 hours of leave after all accrued leaves have been exhausted. This may also apply to intermittent leave situations directly associated with the catastrophic leave request. The following requirements must be met: • Employees must complete initial probation with the Department prior to becoming eligible for the Catastrophic Leave Program. • The long-term illness or injury cannot be event, as verified by a result of an illegal act, nor can it be self-inflicted. • Employees must meet the following definition of a catastrophic illness/injury: Catastrophic Illness/injury is an illness or injury that keeps an employee from performing the duties of their job (i.e., the employee is hospitalized, homebound or is the primary care giver to a member of their immediate family). See section 11.5 for immediate family definition. Employees with an approved work-related Worker's Compensation claim are not eligible for the Catastrophic Leave Program, unless the employee has exhausted all hours provided under Article 13 of this Agreement. Regulating Program - The Association and the Department agree that should any problems or abusive practices arise, that the parties will meet to make reasonable adjustments to facilitate the administration of the program or to eliminate these abusive practicesphysician.

Catastrophic Leave. When an eligible employee suffers a catastrophic illness or injury, and the eligible employee has exhausted all accrued leaves as a result of the illness/injury, then the eligible employee may file a request for donations of leave with the Association. The request must be accompanied by a medical statement from the attending physician estimating the amount of time the employee will be unable to work and the expected return to duty date. The Association will establish eligibility standards and will review the request to verify the employee's eligibility to receive leave donations. The Association will conduct the solicitation of donations and will be limited to an information-only solicitation, with no personal lobbying by employees. Solicitations will be conducted for a 30-day period of time and all donations will be submitted to the Association on the provided form. Donations can be made from the donor's Bonus hours, Annual Leave, and/or Personal Holiday. Sick Leave can only be donated when the employee has accrued at least 1,250 Sick Leave hours. Donations will be made by filling out an Application for Leave form, indicating the amount and type of leave to be donated, and if donating to a specific person, the name of the person receiving the donation written in the comments section of the form. These Application for Leave forms will be sent to the Association office for processing. (If no specific name is indicated on the form, the donation will go into a CCDSA Catastrophic Leave bank for use by eligible employees of this bargaining unit). The minimum donation is four (4) hours. Employees must have an Annual Leave balance of at least 40 hours after the donation. The Association will forward donations to the Department Payroll Section, where the donated time will be converted to dollars at the hourly rate of the donor. The dollars will then be converted to Sick Leave at the hourly rate of the recipient. If any donated hours remain at the end of the employee’s Catastrophic Leave period, they will transfer to the CCDSA Catastrophic Leave Bank. From the date of ratification of this Agreement forward, if an employee receives no donations or exhausts their donated hours, the employee may be eligible for up to 160 Catastrophic Leave Bank hours if approved by the Association. When an employee utilizes leave from the CCDSA Catastrophic Leave Bank, the employee will be required to reimburse the bank with accrued Annual Leave at the rate of two (2) hours per pay period. This reimbursement will only be required for bank hours utilized up to a maximum of 160 hours. An employee may only have one open Catastrophic Leave deduction at a time. If an employee separates from employment for any reason before reimbursing the CCDSA Catastrophic Leave Bank for borrowed time, the balance owed to the bank will be deducted from the employee’s final paycheck, cash out check or both. Eligible Employees - The Catastrophic Leave Program is available to all collective bargaining unit employees who require a minimum of 160 hours of leave after all accrued leaves have been exhausted. This may also apply to intermittent leave situations directly associated with the catastrophic leave request. The following requirements must be met: •  Employees must complete initial probation with the Department prior to becoming eligible for the Catastrophic Leave Program. •  The illness or injury cannot be a result of an illegal act, nor can it be self-inflicted. •  Employees must meet the following definition of a catastrophic illness/injury: Catastrophic Illness/injury is an illness or injury that keeps an employee from performing the duties of their job (i.e., the employee is hospitalized, homebound or is the primary care giver to a member of their immediate family). See section 11.5 for immediate family definition. Employees with an approved work-related Worker's Compensation claim are not eligible for the Catastrophic Leave Program, unless the employee has exhausted all hours provided under Article 13 of this Agreement. Regulating Program - The Association and the Department agree that should any problems or abusive practices arise, that the parties will meet to make reasonable adjustments to facilitate the administration of the program or to eliminate these abusive practices.

Catastrophic Leave. When an eligible employee suffers a catastrophic illness or injury, and the eligible employee has exhausted all accrued leaves as a result of the illness/injury, then the eligible employee may file a request for donations of leave with the Association. The request must be accompanied by a medical statement from the attending physician estimating the amount of time the employee will be unable to work and the expected return to duty date. The Executive Board of Directors for the Association will establish eligibility standards and will review the request to verify the employee's eligibility to receive leave donations. The Association will conduct the solicitation of donations and will be limited to an information-only solicitation, with no personal lobbying by employees. Solicitations will be conducted for a 30-30 day period of time and all donations will be submitted to the Association on the provided form. Donations can be made from the donor's Bonus hours, Annual Leave, and/or Personal Holiday. Sick Leave can only cannot be donated when the employee has accrued at least 1,250 Sick Leave hoursdonated. Donations will be made by filling out an Application for Leave form, indicating the amount and type of leave to be donated, and if donating to a specific person, the name of the person receiving the donation written in the comments section of the form. These Application for Leave forms will be sent to the Association office for processing. (If no specific name is indicated on the form, the donation will go into a CCDSA PPACE Catastrophic Leave leave bank for use by eligible employees of this bargaining unit). The minimum donation is four (4) hours. Employees must have an Annual Leave leave balance of at least 40 hours after the donation. The Association will forward donations to the Department Payroll Section, where the donated time will be converted to dollars at the hourly rate of the donor. The dollars will then be converted to Sick Leave sick leave at the hourly rate of the recipient. If any donated hours remain at the end of the employee’s Catastrophic Leave period, they will transfer to the CCDSA PPACE Catastrophic Leave Bank. From the date of ratification of this Agreement forward, if an employee receives no donations or exhausts their donated hours, the employee may be eligible for up to 160 Catastrophic Leave Bank hours if approved by the AssociationExecutive Board. When an employee utilizes leave from the CCDSA PPACE Catastrophic Leave Bank, the employee will be required to reimburse the bank with accrued Annual Leave at the rate of two (2) hours per pay period. This reimbursement will only be required for bank hours utilized up to a maximum of 160 hours. An employee may only have one open Catastrophic Leave deduction at a time. If an employee separates from employment for any reason before reimbursing the CCDSA PPACE Catastrophic Leave Bank for borrowed time, the balance owed to the bank will be deducted from the employee’s final paycheck, cash out check or both. Eligible Employees - The Catastrophic Leave Program is available to all collective bargaining unit employees who require a minimum of 160 hours of leave after all accrued leaves have been exhausted. This may also apply to intermittent leave situations directly associated with the catastrophic leave request. The following requirements must be met: • Employees must complete initial probation with the Department prior to becoming eligible for the Catastrophic Leave Program. • The illness or injury cannot be a result of an illegal act, nor can it be self-inflicted. • Employees must meet the following definition of a catastrophic illness/injury: Catastrophic Illness/injury is an illness or injury that keeps an employee from performing the duties of their job (i.e., the employee is hospitalized, homebound or is the primary care giver to a member of their immediate family). See section 11.5 12.5 for immediate family definition. Employees with an approved work-related Worker's Compensation claim are not eligible for the Catastrophic Leave Program, unless the employee has exhausted all hours provided under Article 13 of this Agreement. Regulating Program - The Association and the Department agree that should any problems or abusive practices arise, that the parties will meet to make reasonable adjustments to facilitate the administration of the program or to eliminate these abusive practices.

Catastrophic Leave. When an eligible employee suffers a catastrophic illness or injury, and the eligible employee has exhausted all accrued leaves as a result of the illness/injury, then the eligible employee may file a request for donations of leave with the Association. The request must be accompanied by a medical statement from the attending physician estimating the amount of time the employee will be unable to work and the expected return to duty date. The Executive Board of Directors for the Association will establish eligibility standards and will review the request to verify the employee's eligibility to receive leave donations. The Association will conduct the solicitation of donations and will be limited to an information-only solicitation, with no personal lobbying by employees. Solicitations will be conducted for a 30-30 day period of time and all donations will be submitted to the Association on the provided form. Donations can be made from the donor's Bonus hours, Annual Leave, and/or Personal Holiday. Sick Leave can only cannot be donated when the employee has accrued at least 1,250 Sick Leave hoursdonated. Donations will be made by filling out an Application for Leave form, indicating the amount and type of leave to be donated, and if donating to a specific person, the name of the person receiving the donation written in the comments section of the form. These Application for Leave forms will be sent to the Association office for processing. (If no specific name is indicated on the form, the donation will go into a CCDSA PPACE Catastrophic Leave leave bank for use by eligible employees of this bargaining unit). The minimum donation is four (4) hours. Employees must have an Annual Leave leave balance of at least 40 hours after the donation. The Association will forward donations to the Department Payroll Section, where the donated time will be converted to dollars at the hourly rate of the donor. The dollars will then be converted to Sick Leave sick leave at the hourly rate of the recipient. If any donated hours remain at the end of the employee’s Catastrophic Leave period, they will transfer to the CCDSA PPACE Catastrophic Leave Bank. From the date of ratification of this Agreement forward, if an employee receives no donations or exhausts their donated hours, the employee may be eligible for up to 160 Catastrophic Leave Bank hours if approved by the AssociationExecutive Board. When an employee utilizes leave from the CCDSA PPACE Catastrophic Leave Bank, the employee will be required to reimburse the bank with accrued Annual Leave at the rate of two (2) hours per pay period. This reimbursement will only be required for bank hours utilized up to a maximum of 160 hours. An employee may only have one open Catastrophic Leave deduction at a time. If an employee separates from employment for any reason before reimbursing the CCDSA PPACE Catastrophic Leave Bank for borrowed time, the balance owed to the bank will be deducted from the employee’s final paycheck, cash out check or both. Eligible Employees - The Catastrophic Leave Program If after said deduction, there is available a deficiency, the employee will be obligated to all collective bargaining unit employees who require a minimum pay the deficiency to PPACE for the sole purpose of 160 hours of leave after all accrued leaves have been exhausted. This may also apply to intermittent leave situations directly associated with the catastrophic leave request. The following requirements must be met: • Employees must complete initial probation with the Department prior to becoming eligible for reimbursing the Catastrophic Leave Program. • The illness or injury cannot be a result of an illegal act, nor can it be self-inflicted. • Employees must meet the following definition of a catastrophic illness/injury: Catastrophic Illness/injury is an illness or injury that keeps an employee from performing the duties of their job (i.e., the employee is hospitalized, homebound or is the primary care giver to a member of their immediate family). See section 11.5 for immediate family definition. Employees with an approved work-related Worker's Compensation claim are not eligible for the Catastrophic Leave Program, unless the employee has exhausted all hours provided under Article 13 of this Agreement. Regulating Program - The Association and the Department agree that should any problems or abusive practices arise, that the parties will meet to make reasonable adjustments to facilitate the administration of the program or to eliminate these abusive practicesBank.