Catastrophic Sick Leave Donation Program Sample Clauses

Catastrophic Sick Leave Donation Program. 1. The Clyde-Green Springs Board of Education shall establish a Catastrophic Sick Leave Donation (CSLD) Program which will allow individual employees to donate one (1) day of sick leave to each eligible applicant per year. 2. To qualify for the CSLD Program, an employee must have experienced a personal catastrophic illness or injury, or his/her spouse or child must have experienced a catastrophic illness or injury, and the employee must have exhausted his/her sick leave, advanced sick leave, and all forms of paid leave. The CSLD Program cannot be used beyond the current contract under which the individual is employed, or beyond the end of the school year in which the application is made. 3. Applications for use of the CSLD Program will be considered on a case-by-case basis. A committee, composed of five (5) teachers, appointed by the Association, will determine by majority vote whether an applicant may receive donated sick leave days under the Program. If an application has been approved, the committee shall inform the Association’s membership of its decision and formally submit a request to the Association on behalf of the applicant for the donation of sick leave days. This is the only situation in which the committee may request the donation of sick leave days to the Program. a. The decision of the committee shall be final and binding upon an applicant. An applicant denied CSLD assistance shall have no right to appeal the committee’s decision to the Superintendent or the Board of Education. Denial of an application is not subject to the grievance procedure. b. An applicant shall be awarded no more than twenty (20) days of sick leave per request. All requests are subject to the availability of donated sick leave days. c. Sick leave days that are donated but unused shall remain available for use by future applicants deemed eligible. If the number of unused sick leave days available to an applicant meets or exceeds the number of sick leave days the applicant has requested, the committee shall not submit a request to the Association for the donation of sick leave days, as provided in Paragraph 3. Sick leave days shall not be donated absent a request by the committee. d. An employee’s donation of a sick leave day will remain confidential to the extent permitted by law and should be submitted to the District Treasurer on the proper form. e. Applicants must complete their application on the proper form and submit one copy to the Superintendent and one copy to t...
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Catastrophic Sick Leave Donation Program. A catastrophic sick leave donation program is established to assist employees who suffer a catastrophic accident or long-term illness or injury, not job-related, or whose spouse, son, daughter or mother and/or father suffers a catastrophic accident or long-term illness or injury necessitating the employee to be absent from work, when the employee will exhaust all other available paid leave. This program neither supersedes nor replaces other disability programs.
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Catastrophic Sick Leave Donation Program. Section 10.1 A catastrophic sick leave program is established to assist employees who are placed on a leave of absence by a licensed physician due to an accident or long-term illness not job related. The joint labor management committee will establish definitions, forms and any additional policies necessary to administer this section. The catastrophic sick leave donation program can be utilized only if the following conditions are met: (a) The employee's physician certifies that a long-term medical injury or illness exists. (b) The illness or injury will require the employee to be off work for at least 90 days. (c) The employee must have worked for the city at least one (1) continuous year prior to the illness or injury. (d) Xxxxx to receiving a sick leave donation the employee must have exhausted all paid time off, including sick leave, compensatory time, vacation and personal time. (e) All sick leave donations from other employees of the city shall be voluntary. Bargaining unit employees may donate up to thirty (30) hours of sick leave to the ill or injured employee per catastrophe. Xxxx leave that is donated shall be subtracted from the donating employee's sick leave bank. (f) The employee donating must retain a balance of two hundred forty (240) hours available sick leave. (g) Xxxx leave shall be paid out at the rate of the employee who is injured or ill. (h) This section will not apply to employees who have or will file for disability retirement due to their illness or injury. (i) Sick leave donation may be made between employees within the same department only.
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Catastrophic Sick Leave Donation Program. A catastrophic sick leave program is established to assist employees who are placed on a leave of absence due to an accident or long-term illness not job related, and who will exhaust all other available paid leave. This program is available for use for illness or injury of the employee or the employee’s immediate family as set forth in Section 20.1 where the employee’s presence is reasonably necessary as set forth in Section 20.2. This program neither supersedes nor replaces other disability programs. The Catastrophic Sick Leave Donation program can be utilized only if all of the following conditions are met: 1. The Director has determined that the injury or illness is catastrophic. The Director has final determination and such determination is not appealable to the grievance procedure. 2. A doctor approved by the Employer certifies that a long-term medical injury or illness exists. 3. The injury or long-term illness must require the employee to take at least 30 days off. 4. The employee must have worked for the Employer for at least one continuous year prior to the illness or injury. 5. The employee shall not have been disciplined for sick leave abuse. 6. Prior to receiving a sick leave donation, the employee must have exhausted all paid time off, including sick leave, compensatory time, and vacation time. An employee who is utilizing donated sick leave and who also has any unused hours of FMLA leave will be required to utilize those unused hours concurrently with the use of donated sick leave hours 7. All sick leave donations are voluntary. 8. Unless otherwise approved by the Director, up to 96 hours total per catastrophe can be donated by an employee. An employee receiving sick leave donations may receive a maximum of 288 hours of time for any one catastrophic illness or injury. 9. Sick leave hours received shall be converted to fractional hours based upon their “hourly value” as calculated by the recipient’s rate of pay. 10. Any donation of sick leave by employees to this program shall not count as a "use" of sick leave.
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Catastrophic Sick Leave Donation Program. A catastrophic sick leave program is established to assit employees who are placed on a leave of absence due to an accident or long-term illness not job related, and who will exhaust all other available paid leave. The program is available for use for illness or injury of the employee or the employee’s immediate family as set forth in Section 14.5 where the employee’s presence is reasonably necessary as set forth in Section 14.1. This program neither supersedes nor replaces other disability programs. The Catastrophic Sick Leave Donation program can be utilized only if all of the following conditions are met: 1. The Sheriff has determined that the injury or illness is catastrophic. The Sheriff has final determination and such determination is not appealable to the grievance procedure. 2. A doctor approved by the Employer certifies that a long-term medical injury or illness exists. 3. The injury or long-term illness must require the employee to take at least thirty
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Catastrophic Sick Leave Donation Program. The terms and conditions of the Greene County Catastrophic Sick Leave Donation Program, as adopted by the Greene County Board of Commissioners and as amended or altered from time to time, are hereby incorporated by reference into this Agreement and made a part hereof.
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Catastrophic Sick Leave Donation Program. An employee may be eligible to receive donations of paid leave to be included in the employee’s PTO or extended sick leave balance if she/he has suffered a catastrophic illness or injury which prevents the employee from being able to work and if they have passed the probation period. Catastrophic illness or injury is defined as a critical medical condition considered to be terminal, or a long term major physical impairment or disability.
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Related to Catastrophic Sick Leave Donation Program

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

  • Sick Leave Donation Program A Labor Management Committee will be established for the purpose of proposing rules and procedures for a new, program. The LMC will be to develop consistent, transparent and equitable proposals for processes across all departments within the City. The LMC shall also explore proposals to lower the minimum leave bank required to donate sick leave and permit donation of sick leave upon separation from the City. The LMC must consult with the Office of Civil Rights to ensure compliance with the City’s Race and Social Justice Initiative. Once the LMC has developed its list of proposals, the City and Coalition of City Unions agrees to reopen each contract on this subject.

  • Leave Donation Program Employees may donate paid leave to a fellow employee who is otherwise eligible to accrue and use sick leave and is employed by the same Agency. The intent of the leave donation program is to allow employees to voluntarily provide assistance to their co-workers who are in critical need of leave due to the serious illness or injury of the employee or a member of the employee's immediate family. The definition of immediate family as provided in rule 123:1-47-01 of the Administrative Code shall apply for the leave donation program. A. An employee may receive donated leave, up to the number of hours the employee is scheduled to work each pay period, if the employee who is to receive donated leave: 1. Or a member of the employee's immediate family has a serious illness or injury; 2. Has no accrued leave or has not been approved to receive other state-paid benefits; and 3. Has applied for any paid leave, workers' compensation, or benefits program for which the employee is eligible. Employees who have applied for these programs may use donated leave to satisfy the waiting period for such benefits where applicable, and donated leave may be used following a waiting period, if one exists, in an amount equal to the benefit provided by the program, i.e. fifty six hours (56) pay period may be utilized by an employee who has satisfied the disability waiting period and is pending approval, this is equal to the seventy percent (70%) benefit provided by disability. B. Employees may donate leave if the donating employee: 1. Voluntarily elects to donate leave and does so with the understanding that donated leave will not be returned; 2. Donates a minimum of eight hours; and 3. Retains a combined leave balance of at least eighty hours. Leave shall be donated in the same manner in which it would otherwise be used except that compensatory time is not eligible for donation. C. The leave donation program shall be administered on a pay period by pay period basis. Employees using donated leave shall be considered in active pay status and shall accrue leave and be entitled to any benefits to which they would otherwise be entitled. Leave accrued by an employee while using donated leave shall be used, if necessary, in the following pay period before additional donated leave may be received. Donated leave shall not count toward the probationary period of an employee who receives donated leave during his or her probationary period. Donated leave shall be considered sick leave, but shall never be converted into a cash benefit. D. Employees who wish to donate leave shall certify: 1. The name of the employee for whom the donated leave is intended; 2. The type of leave and number of hours to be donated; 3. That the employee will have a minimum combined leave balance of at least eighty hours; and 4. That the leave is donated voluntarily and the employee understands that the donated leave will not be returned. E. Appointing authorities shall ensure that no employees are forced to donate leave. Appointing authorities shall respect an employee's right to privacy, however appointing authorities may, with the permission of the employee who is in need of leave or a member of the employee's immediate family, inform employees of their co-worker's critical need for leave. Appointing authorities shall not directly solicit leave donations from employees. The donation of leave shall occur on a strictly voluntary basis.

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

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

  • Sick Leave Donation 10.3.1 A worker may donate days of sick leave to individual District workers who, due to a serious health condition, have exhausted all accumulated sick leave. Donating workers must retain a sixty (60) day balance of sick leave after their donation. No worker may receive more than 40 days of donated leave per year. 10.3.1.1 A “serious health condition” is defined as an illness, injury, impairment or physical or mental condition which involves inpatient care in a hospital, hospice, or residential health care facility, or continuing treatment or continuing supervision by a health care provider as defined in 29 USC 825.114(a) and as certified by a worker’s physician or other qualified medical practitioner. 10.3.1.2 The Vice Chancellor of Human Resources and the Chief Stewards by mutual agreement will verify the certification for eligibility. If the certification from the worker’s physician is insufficient, a certification by a physician of the District’s choosing may be required, at District expense. The District may require additional medical opinions. 10.3.2 Donated leave must be in one-day increments (no less than 8 hours). Recipients of donated sick leave shall be solely responsible for any state and federal taxes on the donated time. Such taxes shall be withheld at the normal rate for the recipient worker. In the event that the state or federal governments rule that tax liability is due other than as taxed, the recipient shall be solely liable for such liabilities. 10.3.2.1 The donated sick leave may be used only when the worker has exhausted accumulated sick leave and either is not eligible for long- term disability or is eligible but has not begun to receive the long-term coverage. 10.3.2.2 The Vice Chancellor of Human Resources shall be notified of solicitation of donations. Solicitations of donations may be made by the individual or his/her representative(s). 10.3.2.3 Donation of sick leave shall be authorized by a signed pledge form prepared by and filed with the District Office of Human Resources. In the event several workers donate sick leave, the sick leave shall be used in the order in which the signed pledge forms are filed with Human Resources. 10.3.2.4 If the worker does not use all donated sick leave, the sick leave shall be returned to the donating worker(s).

  • Sick Leave Abuse ‌ When the Employer suspects sick leave abuse, the employee will be provided the opportunity to explain the circumstances surrounding their sick leave use prior to disciplining the employee, or making reference to sick leave use in the employee’s performance evaluation. The Employer may not adopt or enforce any policy that counts the use of paid sick leave time as an absence that may lead to or result in disciplinary action for an authorized purpose. The Employer may not discriminate or retaliate against an employee for the use of paid sick leave for an authorized purpose.

  • Dependent Care Assistance Program The County offers the option of enrolling in a Dependent Care Assistance Program (DCAP) designed to qualify for tax savings under Section 129 of the Internal Revenue Code, but such savings are not guaranteed. The program allows employees to set aside up to five thousand dollars ($5,000) of annual salary (before taxes) per calendar year to pay for eligible dependent care (child and elder care) expenses. Any unused balance is forfeited and cannot be recovered by the employee.

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

  • Sick Leave Credit-Based Retirement Gratuities 1) A Teacher is not eligible to receive a sick leave credit gratuity after August 31, 2012, except a sick leave credit gratuity that the Teacher had accumulated and was eligible to receive as of that day. 2) If the Teacher is eligible to receive a sick leave credit gratuity, upon the Teacher’s retirement, the gratuity shall be paid out at the lesser of, a) the rate of pay specified by the board’s system of sick leave credit gratuities that applied to the Teacher on August 31, 2012; and b) the Teacher’s salary as of August 31, 2012. 3) If a sick leave credit gratuity is payable upon the death of a Teacher, the gratuity shall be paid out in accordance with subsection (2). 4) For greater clarity, all eligibility requirements must have been met as of August 31, 2012 to be eligible for the aforementioned payment upon retirement, and the Employer and Union agree that any and all wind-up payments to which Teachers without the necessary years of service were entitled to under Ontario Regulation 01/13: Sick Leave Credits and Sick Leave Credit Gratuities, have been paid. 5) For the purposes of the following boards, despite anything in the board’s system of sick leave credit gratuities, it is a condition of eligibility to receive a sick leave credit gratuity that the Teacher have ten (10) years of service with the board: i. Near North District School Board ii. Avon Maitland District School Board iii. Xxxxxxxx-Xxxxxxxxx District School Board

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