Donated Leave Program. Employees who meet the eligibility criteria for the Donated Leave Program, in accordance with N.J.A.C. 4A:6-1.22, may apply to the appointing authority for donated leave.
Donated Leave Program. Donated leave for employees shall be governed by the provision of N.J.A.C. 4A:6-1.22.
Donated Leave Program. The donated leave program shall be in accordance with N.J.A.C. 4A:6-1.22, as may be amended from time to time.
Donated Leave Program. A. Employees suffering from a catastrophic health condition shall be entitled to participate in a Donated Leave Program, pursuant to the Donated Leave Policy and procedures set forth in the Board’s Personnel Handbook.
B. Individuals who are leaving the employ of the Board may elect to donate all or any part of their Sick, Vacation, and Personal time to any individual (s) who are eligible to receive Donated Leave.
C. Employees may receive up to one hundred and eighty (180) days of donated leave, and may apply for a sixty (60) day extension, at the discretion of the Board.
Donated Leave Program. Employees may donate up to sixteen (16) hours of earned vacation or personal leave to an eligible Employee who has been approved for a leave of absence because of a serious illness of themselves, a spouse, legal parent, or child as authorized under the County’s Family and medical Leave Act Policy and Article VIII, Section 10 of this contract, but does not possess the necessary earned hours of leave. An eligible Employee is defined as a regular full-time bargaining unit Employee with at least twelve (12) months of continuous employment at the time of the Employee’s application for FMLA leave. The maximum donated time an Employee may receive in a twelve (12) month period measured backward from the date they used any FMLA leave is four hundred eighty (480) hours. Requests for donated leave must be submitted for approval to the Human Resources Director along with a statement of need and supporting medical documentation. Upon approval, the Employee’s request will be communicated to all department offices to obtain donated leave. Donated leave shall be accepted until the maximum leave is donated or the Employee returns to work, whichever occurs first. The use of donated leave shall be subject to the same restrictions and/or requirements as set forth in the applicable benefit and policy manual, and the Employee/recipient shall not derive any accrual of leave as a result of the receipt of donated leave. Donated leave that is unused upon the Employee’s return to work shall be returned to the respective donor.
Donated Leave Program. If an employee is expected to be absent for greater than thirty (30) days due to a personal illness or injury, and has exhausted all paid time off, other employees may, on a voluntary basis, offer to donate vacation. Under no circumstances may sick time be donated. The Human Resources Department has full administrative responsibility for this program, and reserves the right to reject a donation offer in a specific instance.
Donated Leave Program. A donated leave policy has been developed to assist employees who have used all sick leave, personal leave, and at least half of annual leave, if applicable, as a result of a catastrophic illness or injury of the employee or his/her immediate family.
Donated Leave Program. Employees may participate in a Donated Leave Program. The terms and conditions of said program shall be equivalent to the existing policy established by the County of Cumberland.
Donated Leave Program. Employees who are eligible for 80 hours or more of vacation and/or have accumulated comp. time will be allowed to donate their vacation time, comp. time, or a combination of both vacation and comp. time to a co-worker within the bargaining unit. Total hours donated by an employee shall not exceed 32 hours per contract year.
Donated Leave Program. A Township employee, subject to this Agreement, shall be eligible to receive donated sick leave subject to the following conditions: The employee who is to receive the donated leave must have completed one year of continuous service with the Township. The recipient employee must have exhausted all accrued sick, vacation, and administrative leave and any and all compensatory time. Any officer who has been notified in writing of chronic, excessive or patterned absenteeism or lateness, abuse of leave time or other violations of the Township municipal code section 15-3 in the previous two-year period from the date the donated leave is requested shall be disqualified from receiving donated leave. In addition to the pre-conditions listed, an officer may only receive donated leave pursuant to this article in the event the officer suffers from a catastrophic health condition or injury or needs to provide care to a member of the officer's immediate family who is suffering from a catastrophic health condition or injury. A catastrophic health condition or injury is defined as a life-threatening condition or combination of conditions. In requesting permission from the Chief of Police to participate in the donated leave program, the requesting officer must submit to the Chief of Police medical verification from a physician or other licensed health care provider concerning the nature and anticipated duration of the disability. The Officer requesting donated leave time under this article must receive at least forty
