Common use of Non-Occupational Illness or Injury Clause in Contracts

Non-Occupational Illness or Injury. 1. County Medical Leave (Short Term Disability) will be paid as follows: a. All employees who have completed six (6) months of regular employment with the COUNTY will be granted an eighty (80) hour Elimination Period Bank. b. This Elimination Period Bank (EPB) may only be used for the continuous 80-hour elimination period for approved Short Term Disability (STD) leave and once used will not be renewed. c. The EPB may not be donated or sold (converted), even at termination, nor does it accrue regular TM when used. d. First two (2) weeks of STD (one (1) week equals 40 hours for full- time employees) is the Elimination Period and will be charged to the employee’s accrued Leave Banks or may be taken as Unpaid Leave if all other approved Leave Banks have been exhausted. e. Third and fourth weeks continue at one hundred percent (100%) pay; f. Fifth (5th) and sixth (6th) weeks continue at ninety percent (90%) pay; (For full-time employee, this translates to seven hours twelve minutes (7.2) hours/day.) g. Seventh (7th) and eighth (8th) weeks continue at eighty percent (80%) pay; (For full- time employee, this translates to six hours twenty-four minutes (6.4) hours/day.) h. Ninth (9th) and tenth (10th) weeks continue at seventy percent (70%) pay; (For full-time employee, this translates to five hours thirty-six minutes (5.6) hours/day.) i. Remaining time will be paid at sixty-six and two-thirds percent (66-2/3%) to the conclusion of ninety (90) days. (For full-time employee, this translates to five hours eighteen minutes (5.3) hours/day.) 2. Each employee's existing sick leave balance, if less than four hundred (400) hours, as of January 6, 1990, to a maximum of one hundred and fifty (150) hours shall be preserved in a separate bank known as the Extended Illness Bank. If the employee's sick leave balance is four hundred (400) hours or more as of January 6, 1990, two hundred and fifty (250) hours shall be preserved in a separate bank known as the Extended Illness Bank. Extended illness bank hours may be used for the sole purpose of off-setting the use of time management hours to meet the fourteen (14) calendar day elimination period prior to the start of disability leave. After forty (40) consecutive work hours have been charged to the Time Management balance, the remaining hours of the elimination period shall be charged to any remaining balance in the employee's extended illness bank until the employee has exhausted their extended illness bank hours. 3. Once an employee has received benefits under this provision, no further time shall be charged against an employee's time management leave until the employee has returned to work and subsequently suffered another illness or injury. 4. If the same illness or injury recurs, requiring the employee to leave work, and the employee has returned to work for twenty-eight (28) or less calendar days, or if the employee is remaining under a doctor's care and the doctor recommends additional time off for the same illness or injury, no additional time will be charged against the employee's accrued time management leave. 5. It is, understood that disability leave for any reason shall not exceed that period during which the employee is in fact physically unable to return to work in full capacity, as substantiated by the employee’s physician. Return to work in a limited duty capacity shall be counted as part of and shall not extend the ninety (90) day eligibility period. 6. It is understood that any time off charged to disability leave pursuant to this Section may require substantiation to the satisfaction of the COUNTY prior to compensation. Failure to provide satisfactory substantiation will result in denying compensation and may result in disciplinary action pursuant to Article 15, DISCIPLINE AND DISCHARGE, of this Agreement. 7. Employees who are on disability leave shall not accrue Time Management (Article 9) or holiday time/personal time off (Article 10.1-10.

Non-Occupational Illness or Injury. 1. County Medical Leave (Short Term Disability) will be paid as follows: a. All New employees and current employees who have not yet completed six (6) months of regular employment will be granted an 80-hour Elimination Period Bank the first pay period following the successful completion of six (6) months of regular employment with the COUNTY. Employees hired prior to the effective date of this contract and who have completed six (6) months of regular employment with the COUNTY will be granted an eighty (the same 80) -hour Elimination Period Bankbank within 60 days after the contract’s ratification. b. This Elimination Period Bank (EPB) may only be used for the continuous 80-hour elimination period for approved Short Term Disability (STD) leave and once used used, will not be renewed. c. The EPB may not be donated or sold (converted), even at termination, nor does it accrue regular TM when used. d. First two (2) weeks of STD (one (1) week equals 40 hours for full- time employees) is the Elimination Period and will be charged to the employee’s employees accrued Leave Banks or may be taken as Unpaid Leave if the leave qualifies under FMLA or OFLA rules or if all other approved Leave Banks have been exhausted. e. Third and fourth weeks continue at one hundred percent (100%) % pay; f. Fifth (5th) and sixth (6th) weeks continue at ninety percent (90%) % pay; (For full-time employee, this translates to seven hours twelve minutes (7.2) 7.2 hours/day.) g. Seventh (7th) and eighth (8th) weeks continue at eighty percent (80%) % pay; (For full- time employee, this translates to six hours twenty-four minutes (6.4) 6.4 hours/day.) h. Ninth (9th) and tenth (10th) weeks continue at seventy percent (70%) % pay; (For full-time employee, this translates to five hours thirty-six minutes (5.6) 5.6 hours/day.) i. ) Remaining time will be paid at sixty-six and two-thirds percent (66-2/3%) % to the conclusion of ninety (90) 90 days. (For full-time employee, this translates to five hours eighteen minutes (5.3) 5.3 hours/day.) 2. Each employee's existing sick leave balance, if less than four hundred (400) 400 hours, as of January 6, 1990, to a maximum of one hundred and fifty (150) 150 hours shall be preserved in a separate bank known as the Extended Illness Bank. If the employee's sick leave balance is four hundred (400) 400 hours or more as of January 6, 1990, two hundred and fifty (250) 250 hours shall be preserved in a separate bank known as the Extended Illness Bank. Extended illness bank hours may be used for the sole purpose of off-setting the use of time management hours to meet the fourteen (14) calendar day elimination period prior to the start of disability leave. After forty (40) consecutive work hours have been charged to the Time Management balance, the remaining hours of the elimination period shall be charged to any remaining balance in the employee's extended illness bank until the employee has exhausted their his/her extended illness bank hours. 3. Once an employee has received benefits under this provision, no further time shall be charged against an employee's time management leave until the employee he/she has returned to work and subsequently suffered another illness or injury. 4. If the same illness or injury recurs, requiring the employee to leave work, and the employee has returned to work for twenty-eight (28) or less calendar days, or if the employee is remaining under a doctor's care and the doctor recommends additional time off for the same illness or injury, no additional time will be charged against the employee's accrued time management leave. 5. It is, understood that disability leave for any reason shall not exceed that period during which the employee is in fact physically unable to return to work in full capacity, as substantiated by the employee’s physician. Return to work in a limited duty capacity shall be counted as part of and shall not extend the ninety (90) day eligibility period. 6. It is understood that any time off charged to disability leave pursuant to this Section may require substantiation to the satisfaction of the COUNTY prior to compensation. Failure to provide satisfactory substantiation will result in denying compensation and may result in disciplinary action pursuant to Article 15, DISCIPLINE AND DISCHARGE, of this Agreement. 7. Employees who are on disability leave shall not accrue Time Management (Article 9) or holiday time/personal time off (Article 10.1-10.

Non-Occupational Illness or Injury. 1. County Medical Leave (Short Term Disability) will be paid as follows: a. All employees who have completed six (6) months of regular employment with the COUNTY will be granted an eighty (80) hour Elimination Period Bank. b. This Elimination Period Bank (EPB) may only be used for the continuous 80-hour elimination period for approved Short Term Disability (STD) leave and once used will not be renewed. c. The EPB may not be donated or sold (converted), even at termination, nor does it accrue regular TM when used. d. First two (2) weeks of STD (one (1) week equals 40 hours for full- time employees) is the Elimination Period and will be charged to the employee’s accrued Leave Banks or may be taken as Unpaid Leave if all other approved Leave Banks have been exhausted. e. Third and fourth weeks continue at one hundred percent (100%) pay; f. Fifth (5th) and sixth (6th) weeks continue at ninety percent (90%) pay; (For full-time employee, this translates to seven hours twelve minutes (7.2) hours/day.) g. Seventh (7th) and eighth (8th) weeks continue at eighty percent (80%) pay; (For full- time employee, this translates to six hours twenty-four minutes (6.4) hours/day.) h. Ninth Xxxxx (9th) and tenth (10th) weeks continue at seventy percent (70%) pay; (For full-time employee, this translates to five hours thirty-six minutes (5.6) hours/day.) i. Remaining time will be paid at sixty-six and two-thirds percent (66-2/3%) to the conclusion of ninety (90) days. (For full-time employee, this translates to five hours eighteen minutes (5.3) hours/day.) 2. Each employee's existing sick leave balance, if less than four hundred (400) hours, as of January 6, 1990, to a maximum of one hundred and fifty (150) hours shall be preserved in a separate bank known as the Extended Illness Bank. If the employee's sick leave balance is four hundred (400) hours or more as of January 6, 1990, two hundred and fifty (250) hours shall be preserved in a separate bank known as the Extended Illness Bank. Extended illness bank hours may be used for the sole purpose of off-setting the use of time management hours to meet the fourteen (14) calendar day elimination period prior to the start of disability leave. After forty (40) consecutive work hours have been charged to the Time Management balance, the remaining hours of the elimination period shall be charged to any remaining balance in the employee's extended illness bank until the employee has exhausted their extended illness bank hours. 3. Once an employee has received benefits under this provision, no further time shall be charged against an employee's time management leave until the employee has returned to work and subsequently suffered another illness or injury. 4. If the same illness or injury recurs, requiring the employee to leave work, and the employee has returned to work for twenty-eight (28) or less calendar days, or if the employee is remaining under a doctor's care and the doctor recommends additional time off for the same illness or injury, no additional time will be charged against the employee's accrued time management leave. 5. It is, understood that disability leave for any reason shall not exceed that period during which the employee is in fact physically unable to return to work in full capacity, as substantiated by the employee’s physician. Return to work in a limited duty capacity shall be counted as part of and shall not extend the ninety (90) day eligibility period. 6. It is understood that any time off charged to disability leave pursuant to this Section may require substantiation to the satisfaction of the COUNTY prior to compensation. Failure to provide satisfactory substantiation will result in denying compensation and may result in disciplinary action pursuant to Article 15, DISCIPLINE AND DISCHARGE, of this Agreement. 7. Employees who are on disability leave shall not accrue Time Management (Article 9) or holiday time/personal time off (Article 10.1-10.

Non-Occupational Illness or Injury. 1. County Medical Leave (Short Term Disability) will be paid as follows: a. All employees who have completed six (6) months of regular employment with the COUNTY will be granted an eighty (80) hour Elimination Period Bank. b. This Elimination Period Bank (EPB) may only be used for the continuous 80-hour elimination period for approved Short Term Disability (STD) leave and once used will not be renewed. c. The EPB may not be donated or sold (converted), even at termination, nor does it accrue regular TM when used. d. EPB is not transferrable between COUNTY bargaining units and is ineligible for use if an employee continues COUNTY service under different representation. Nor will the employee utilized EPB granted by other bargaining units while represented by the ASSOCIATION. However, should an employee leave an ASSOCIATION represented position and return, any unused EPB from previous service will be eligible for use. e. First two (2) weeks of STD (one (1) week equals 40 hours for full- full-time employees) is the Elimination Period and will be charged to the employee’s accrued Leave Banks or may be taken as Unpaid Leave if all other approved Leave Banks have been exhausted. e. f. Third and fourth weeks continue at one hundred percent (100%) pay;. f. g. Fifth (5th) and sixth (6th) weeks continue at ninety percent (90%) pay; (For full-time employeeemployees, this translates to seven hours twelve minutes (7.2) hours/day.) g. h. Seventh (7th) and eighth (8th) weeks continue at eighty percent (80%) pay; (For full- full-time employeeemployees, this translates to six hours twenty-four minutes (6.4) hours/day.) h. Ninth i. Xxxxx (9th) and tenth (10th) weeks continue at seventy percent (70%) pay; (For full-time employeeemployees, this translates to five hours thirty-six minutes (5.6) hours/day.) i. j. Remaining time will be paid at sixty-six and two-thirds percent (66-2/3%) to the conclusion of ninety (90) days. ; (For full-time employeeemployees, this translates to five hours eighteen minutes (5.3) hours/day.) 2. Each employee's existing sick leave balance, if less than four hundred (400) hours, as of January 6, 1990, to a maximum of one hundred and fifty (150) hours shall be preserved in a separate bank known as the Extended Illness Bank. If the employee's sick leave balance is four hundred (400) hours or more as of January 6, 1990, two hundred and fifty (250) hours shall be preserved in a separate bank known as the Extended Illness Bank. Extended illness bank hours may be used for the sole purpose of off-setting the use of time management hours to meet the fourteen (14) calendar day elimination period prior to the start of disability leave. After forty (40) consecutive work hours have been charged to the Time Management balance, the remaining hours of the elimination period shall be charged to any remaining balance in the employee's extended illness bank until the employee has exhausted their extended illness bank hours. 3. Once an employee has received benefits under this provision, no further time shall be charged against an employee's time management leave until the employee has returned to work and subsequently suffered another illness or injury. 43. If the same illness or injury recurs, requiring the employee to leave work, and the employee has returned to work for twenty-eight (28) or less calendar days, or if the employee is remaining under a doctor's care and the doctor recommends additional time off for the same illness or injury, no additional time will be charged against the employee's accrued time management leave. 54. It is, understood that disability leave for any reason shall not exceed that period during which the employee is in fact physically unable to return to work in full capacity, as substantiated by the employee’s physician. Return to work in a limited duty capacity shall be counted as part of and shall not extend the ninety (90) day eligibility period. 65. It is understood that any time off charged to disability leave pursuant to this Section may require substantiation to the satisfaction of the COUNTY prior to compensation. Failure to provide satisfactory substantiation will result in denying compensation and may result in disciplinary action pursuant to Article 15, DISCIPLINE AND DISCHARGE, of this Agreement. 76. Employees who are on disability leave shall not accrue Time Management (Article 9) or holiday time/personal time off (Article 10.1-10.