Common use of Operation Clause in Contracts

Operation. 1. The operation and administration of the sick leave bank shall be by the Executive Director of Human Resources (or the Associate Director of Human Resources), the UCTA President (or delegate), the USPA President (or delegate), Benefits Manager or Specialist and a registered nurse. Such individuals shall constitute the Sick Leave Bank Committee. The Executive Director of Human Resources (or the Associate Director of Human Resources) shall be the Chairman of the Sick Leave Bank Committee. 2. Eligibility for donation and number of sick leave days shall be decided by a majority vote of the Sick Leave Bank Committee. In the case of a tie vote, the Chairman of the committee shall make the final decision. 3. Sick leave bank days cannot be used until all paid compensatory time, sick leave, vacation and personal leave days (support employees) and all sick leave, personal leave and sub-deduct days (teachers) have been exhausted by the employee. Employees may not be reimbursed for sub-deduct costs under this policy. 4. Application must be made in writing to the Sick Leave Bank Committee through the Executive Director of Human Resources. Employees who are eligible to be members of UCTA or USPA should send a copy of the application to the appropriate union president. An employee may be eligible to receive donations if the Committee determines the employee meets the criteria described in this policy and the employee has followed district policies regarding the use of sick leave. 5. In order for the Sick Leave Bank Committee to evaluate whether an application for donation for sick leave bank days qualifies under this policy, the employee must sign a release stating that members of the Sick Leave Bank Committee will be authorized to receive information regarding the nature and extent of the applicant’s condition or the condition of the household member for which leave is requested. Applications for sick leave donation from the bank will not be considered until a release has been received from the employee. The Sick Leave Bank Committee members will be required to sign an agreement to keep all such information confidential. 6. The employee will be required to submit a medical certificate from a physician verifying the severe or extraordinary nature and expected duration of the condition, and may be required to provide additional certifications to verify the continued severe or extraordinary nature of the condition and expected duration. “Severe or extraordinary” may include severe conditions resulting in non-elective surgery, as well as life-threatening conditions, but does not include ongoing or sudden conditions that are not severe, extraordinary or life threatening and does not include routine or non-threatening chronic conditions. 7. Xxxx leave received by the bank will be paid at the daily rate of the receiving district employee. The sick leave received by a district employee from the bank will be designated as donated sick leave and will be maintained separately from all other sick leave. 8. Sick leave received by an employee pursuant to an application for donation from the bank can only be used for the condition verified by the physician pursuant to that particular application and any unused days will be returned to the bank. 9. Pursuant to State law, members who have not abided by district policies regarding the use of sick leave are prohibited from utilizing sick bank days. 10. Use of days: a. The maximum number of days granted per application shall be limited to the equivalent of the employee’s thirty (30) workdays donated from the bank per school year. b. In case of extreme or unusual circumstances, the employee may appeal to the Sick Leave Bank Committee for consideration to extend beyond the thirty- (30-) day per school year limit. c. During his/her employment with the district, the employee shall be limited to the equivalent of the employee’s ninety (90) workdays donated from the bank. d. A qualifying employee who has exhausted his/her availability of donated leave under the Sick Leave Bank policy may utilize sick days donated by individual employees as per the Individual Sick Leave Donation Program below. e. Donations from the bank will not be permitted for employees who have been paid for any portion of the workday. f. As of the effective date an employee is approved for payment(s) under the long-term disability policy provided by the district, the employee will cease to qualify to utilize sick bank days. All donated sick leave must be given voluntarily. No employee shall be coerced, threatened, intimidated, or financially induced into donating sick leave for purposes of this program. This policy shall be reevaluated and/or revised annually by the Sick Leave Bank Committee.

Operation. 1The plan will be administered under the direction of the Human Resources Director. The operation Human Resources Department will be responsible for receiving and administration recording all donations of accruals and for initiating transfer of credits from the Bank to the recipient's sick leave account. Disbursement of accruals will be subject to the approval of a six (6) member committee composed of three (3) members appointed by the County Administrator and three (3) members appointed by the majority representative employee organizations. The committee shall meet as necessary to consider all requests for credits and shall make determinations as to the appropriateness of the sick leave bank request. The committee shall determine the amount of accruals to be awarded for employees whose donations are non-specific. Consideration of all requests by the Executive Director of Human Resources (or committee will be on an anonymous requestor basis. Hours transferred from the Associate Director of Human Resources), the UCTA President (or delegate), the USPA President (or delegate), Benefits Manager or Specialist and a registered nurse. Such individuals shall constitute the Sick Catastrophic Leave Bank Committee. The Executive Director of Human Resources (or to a recipient will be in the Associate Director of Human Resources) shall be the Chairman of the Sick Leave Bank Committee. 2. Eligibility for donation and number form of sick leave days accruals and shall be decided treated as regular sick leave accruals. To receive credits under this plan, an employee must have permanent status, must have exhausted all time off accruals to a level below eight (8) hours total, have applied for a medical leave of absence and have medical verification of need. Donations are irrevocable unless the donation to the eligible employee is denied. Donations may be made in hourly blocks with a minimum donation of not less than four (4) hours from balances in the vacation, holiday, floating holiday, compensatory time, or holiday compensatory time accounts. Employees who elect to donate to a specific individual shall have seventy-five percent (75%) of their donation credited to the individual and twenty-five percent (25%) credited to the Catastrophic Leave Bank. Time donated will be converted to a dollar value and the dollar value will be converted back to sick leave accruals at the recipient's base hourly rate when disbursed. Credits will not be on a straight hour-for-hour basis. All computations will be on a standard 173.33 basis, except that employees on other than a forty (40) hour week will have hours prorated according to their status. Any recipient will be limited to a total of 1040 hours or its equivalent per catastrophic event; each donor will be limited to 120 hours per calendar year. No element of this plan is grievable. All appeals from either a donor or recipient will be resolved on a final basis by a majority vote the Human Resources Director. No employee will have any entitlement to catastrophic leave benefits. The award of Catastrophic Leave will be at the sole discretion of the Sick Leave Bank Committeecommittee, both as to amounts of benefits awarded and as to persons awarded benefits. Benefits may be denied, or awarded for less than six (6) months. The committee will be entitled to limit benefits in accordance with available contributions and to choose from among eligible applicants, on an anonymous basis, those who will receive benefits, except for hours donated to a specific employee. In the case of event a tie vote, the Chairman of donation is made to a specific employee and the committee shall make the final decision. 3. Sick leave bank days cannot be used until all paid compensatory time, sick leave, vacation and personal leave days (support employees) and all sick leave, personal leave and sub-deduct days (teachers) have been exhausted by the employee. Employees may not be reimbursed for sub-deduct costs under this policy. 4. Application must be made in writing to the Sick Leave Bank Committee through the Executive Director of Human Resources. Employees who are eligible to be members of UCTA or USPA should send a copy of the application to the appropriate union president. An employee may be eligible to receive donations if the Committee determines the employee meets does not meet the criteria described in this policy and Catastrophic Leave Bank criteria, the donating employee has followed district policies may authorize the hours to be donated to the bank or returned to the donor’s account. The donating employee will have fourteen (14) calendar days from notification to submit his/her decision regarding the use status of sick leave. 5. In order for their donation, or the Sick Leave Bank Committee to evaluate whether an application for donation for sick leave bank days qualifies under this policy, the employee must sign a release stating that members of the Sick Leave Bank Committee hours will be authorized irrevocably transferred to receive information regarding the nature and extent of the applicant’s condition or the condition of the household member for which leave is requestedCatastrophic Leave Bank. Applications for sick leave donation from the bank will not be considered until Any unused hours transferred to a release has been received from the employee. The Sick Leave Bank Committee members will be required to sign an agreement to keep all such information confidential. 6. The employee will be required to submit a medical certificate from a physician verifying the severe or extraordinary nature and expected duration of the condition, and may be required to provide additional certifications to verify the continued severe or extraordinary nature of the condition and expected duration. “Severe or extraordinary” may include severe conditions resulting in non-elective surgery, as well as life-threatening conditions, but does not include ongoing or sudden conditions that are not severe, extraordinary or life threatening and does not include routine or non-threatening chronic conditions. 7. Xxxx leave received by the bank will be paid at the daily rate of the receiving district employee. The sick leave received by a district employee from the bank will be designated as donated sick leave and will be maintained separately from all other sick leave. 8. Sick leave received by an employee pursuant to an application for donation from the bank can only be used for the condition verified by the physician pursuant to that particular application and any unused days recipient will be returned to the bankCatastrophic Leave Bank. 9. Pursuant to State law, members who have not abided by district policies regarding the use of sick leave are prohibited from utilizing sick bank days. 10. Use of days: a. The maximum number of days granted per application shall be limited to the equivalent of the employee’s thirty (30) workdays donated from the bank per school year. b. In case of extreme or unusual circumstances, the employee may appeal to the Sick Leave Bank Committee for consideration to extend beyond the thirty- (30-) day per school year limit. c. During his/her employment with the district, the employee shall be limited to the equivalent of the employee’s ninety (90) workdays donated from the bank. d. A qualifying employee who has exhausted his/her availability of donated leave under the Sick Leave Bank policy may utilize sick days donated by individual employees as per the Individual Sick Leave Donation Program below. e. Donations from the bank will not be permitted for employees who have been paid for any portion of the workday. f. As of the effective date an employee is approved for payment(s) under the long-term disability policy provided by the district, the employee will cease to qualify to utilize sick bank days. All donated sick leave must be given voluntarily. No employee shall be coerced, threatened, intimidated, or financially induced into donating sick leave for purposes of this program. This policy shall be reevaluated and/or revised annually by the Sick Leave Bank Committee.

Operation. 1. A. The operation and administration plan will be administered under the direction of the sick leave bank shall be by the Executive Director of Human Resources (or the Associate Director of Human Resources), the UCTA President (or delegate), the USPA President (or delegate), Benefits Manager or Specialist and a registered nurse. Such individuals shall constitute the Sick Leave Bank Committee. The Executive Director of Human Resources (or the Associate Director of Human Resources) shall be the Chairman of the Sick Leave Bank Committee. 2. Eligibility for donation and number of sick leave days shall be decided by a majority vote of the Sick Leave Bank Committee. In the case of a tie vote, the Chairman of the committee shall make the final decision. 3. Sick leave bank days cannot be used until all paid compensatory time, sick leave, vacation and personal leave days (support employees) and all sick leave, personal leave and sub-deduct days (teachers) have been exhausted by the employee. Employees may not be reimbursed for sub-deduct costs under this policy. 4. Application must be made in writing to the Sick Leave Bank Committee through the Executive Director of Human Resources. Employees who are eligible to be members of UCTA or USPA should send a copy of the application to the appropriate union president. An employee may be eligible to receive donations if the Committee determines the employee meets the criteria described in this policy and the employee has followed district policies regarding the use of sick leave. 5. In order for the Sick Leave Bank Committee to evaluate whether an application for donation for sick leave bank days qualifies under this policy, the employee must sign a release stating that members of the Sick Leave Bank Committee The Human Resources Department will be authorized to receive information regarding the nature responsible for receiving and extent recording all donations of the applicant’s condition or the condition accruals and for initiating transfer of the household member for which leave is requested. Applications for sick leave donation credits from the bank to the recipient's sick leave account. Disbursement of accruals will be subject to the approval of a six (6) member committee composed of three (3) members appointed by the County Administrator and three (3) members appointed by the majority representative employee organizations. The committee will meet once a month if necessary to consider all requests for credits and shall make determinations as to the appropriateness of the request. The committee shall determine the amount of accruals to be awarded for employees whose donations are nonspecific. Consideration of all requests by the committee will be on an anonymous requester basis. B. Hours transferred from the Catastrophic Leave Bank to a recipient will be in the form of sick leave accruals and shall be treated as regular sick leave accruals. To receive credits under this plan, an employee must have permanent status, must have exhausted all time off accruals to a level below eight (8) hours total, have applied for a medical leave of absence and have medical verification of need. Donations are irrevocable unless the donation to the eligible employee is denied. Donations may be made in hourly blocks with a minimum donation of not less than four (4) hours per donation from balances in the vacation, holiday, floating holiday, compensatory time, or holiday compensatory time accounts. Employees who elect to donate to a specific individual shall have seventy-five percent (75%) of their donation credited to the individual and twenty-five percent (25%) credited to the Catastrophic Leave Bank. Time donated will be converted to a dollar value and the dollar value will be converted back to sick leave accruals at the recipient's base hourly rate when disbursed. Credits will not be considered until on a release has been received from the employeestraight hour-for-hour basis. The Sick Leave Bank Committee members All computations will be required on a standard 173.33 basis, except that employees on other than a forty (40) hour week will have hours prorated according to sign an agreement to keep all such information confidentialtheir status. 6. The employee C. Any recipient will be required to submit a medical certificate from a physician verifying the severe or extraordinary nature and expected duration of the condition, and may be required to provide additional certifications to verify the continued severe or extraordinary nature of the condition and expected duration. “Severe or extraordinary” may include severe conditions resulting in non-elective surgery, as well as life-threatening conditions, but does not include ongoing or sudden conditions that are not severe, extraordinary or life threatening and does not include routine or non-threatening chronic conditions. 7. Xxxx leave received by the bank will be paid at the daily rate of the receiving district employee. The sick leave received by a district employee from the bank will be designated as donated sick leave and will be maintained separately from all other sick leave. 8. Sick leave received by an employee pursuant to an application for donation from the bank can only be used for the condition verified by the physician pursuant to that particular application and any unused days will be returned to the bank. 9. Pursuant to State law, members who have not abided by district policies regarding the use of sick leave are prohibited from utilizing sick bank days. 10. Use of days: a. The maximum number of days granted per application shall be limited to the a total of one thousand forty (1040) hours or its equivalent of the employee’s thirty (30) workdays donated from the bank per school year. b. In case of extreme or unusual circumstances, the employee may appeal to the Sick Leave Bank Committee for consideration to extend beyond the thirty- (30-) day per school year limit. c. During his/her employment with the district, the employee shall catastrophic event; each donor will be limited to the equivalent of the employee’s ninety one hundred twenty (90120) workdays donated from the bankhours per calendar year. d. A qualifying employee who has exhausted his/her availability of donated leave under the Sick Leave Bank policy may utilize sick days donated by individual employees as per the Individual Sick Leave Donation Program below. e. Donations from the bank will not be permitted for employees who have been paid for any portion of the workday. f. As of the effective date an employee is approved for payment(s) under the long-term disability policy provided by the district, the employee will cease to qualify to utilize sick bank days. All donated sick leave must be given voluntarily. No employee shall be coerced, threatened, intimidated, or financially induced into donating sick leave for purposes of this program. This policy shall be reevaluated and/or revised annually by the Sick Leave Bank Committee.

Operation. 1. The operation and administration of the sick leave bank shall be by the Executive Director of Human Resources (or the Associate Director of Human Resources), the UCTA President (or delegate), the USPA President (or delegate), Benefits Manager or Specialist and a registered nurse. Such individuals shall constitute the Sick Leave Bank Committee. The Executive Director of Human Resources (or the Associate Director of Human Resources) shall be the Chairman of the Sick Leave Bank Committee. 2. Eligibility for donation and number of sick leave days shall be decided by a majority vote of the Sick Leave Bank Committee. In the case of a tie vote, the Chairman of the committee shall make the final decision. 3. Sick leave bank days cannot be used until all paid compensatory time, sick leave, vacation and personal leave days (support employees) and all sick leave, personal leave and sub-deduct days (teachers) have been exhausted by the employee. Employees may not be reimbursed for sub-deduct costs under this policy. 4. Application must be made in writing to the Sick Leave Bank Committee through the Executive Director of Human Resources. Employees who are eligible to be members of UCTA or USPA should send a copy of the application to the appropriate union president. An employee may be eligible to receive donations if the Committee determines the employee meets the criteria described in this policy and the employee has followed district policies regarding the use of sick leave. 5. In order for the Sick Leave Bank Committee to evaluate whether an application for donation for sick leave bank days qualifies under this policy, the employee must sign a release stating that members of the Sick Leave Bank Committee will be authorized to receive information regarding the nature and extent of the applicant’s condition or the condition of the household member for which leave is requested. Applications for sick leave donation from the bank will not be considered until a release has been received from the employee. The Sick Leave Bank Committee members will be required to sign an agreement to keep all such information confidential. 6. The employee will be required to submit a medical certificate from a physician verifying the severe or extraordinary nature and expected duration of the condition, and may be required to provide additional certifications to verify the continued severe or extraordinary nature of the condition and expected duration. “Severe or extraordinary” may include severe conditions resulting in non-elective surgery, as well as life-threatening conditions, but does not include ongoing or sudden conditions that are not severe, extraordinary or life threatening and does not include routine or non-threatening chronic conditions. 7. Xxxx leave received by the bank will be paid at the daily rate of the receiving district employee. The sick leave received by a district employee from the bank will be designated as donated sick leave and will be maintained separately from all other sick leave. 8. Sick leave received by an employee pursuant to an application for donation from the bank can only be used for the condition verified by the physician pursuant to that particular application and any unused days will be returned to the bank. 9. Pursuant to State law, members who have not abided by district policies regarding the use of sick leave are prohibited from utilizing sick bank days. 10. Use of days: a. The maximum number of days granted per application shall be limited to the equivalent of the employee’s thirty (30) workdays donated from the bank per school year. b. In case of extreme or unusual circumstances, the employee may appeal to the Sick Leave Bank Committee for consideration to extend beyond the thirty- (30-) day per school year limit. c. During his/her employment with the district, the employee shall be limited to the equivalent of the employee’s ninety (90) workdays donated from the bank. d. A qualifying employee who has exhausted his/her availability of donated leave under the Sick Leave Bank policy may utilize sick days donated by individual employees as per the Individual Sick Leave Donation Program below. e. Donations from the bank will not be permitted for employees who have been paid released to work for any portion of the workday. f. As of the effective date an employee is approved for payment(s) under the long-term disability policy provided by the district, the employee will cease to qualify to utilize sick bank days. All donated sick leave must be given voluntarily. No employee shall be coerced, threatened, intimidated, or financially induced into donating sick leave for purposes of this program. This policy shall be reevaluated and/or revised annually by the Sick Leave Bank Committee.

Operation. 1. The operation and administration Any member applying for Sick Leave Bank benefits must have used all of his/her own paid leave before drawing on the sick leave bank shall be by the Executive Director of Human Resources (or the Associate Director of Human Resources), the UCTA President (or delegate), the USPA President (or delegate), Benefits Manager or Specialist and a registered nurseSick Leave Bank. 2. Such individuals shall constitute Requests to draw from the Sick Leave Bank Committeemay range from eight and one half (8.5) hours to one hundred and thirty-six (136) hours per application. A maximum of two hundred and seventy-two (272) hours may be granted per year per individual. Individuals must reapply after two hundred and seventy-two (272) hours. The Executive Director of Human Resources (or the Associate Director of Human Resources) year shall be considered July 1 to June 30. 3. Members who are unable to perform the Chairman essential functions of their position with reasonable accommodations may request days from the Sick Leave Bank. Request for use of Sick Leave Bank days and a doctor’s notice of illness must be received by the chairperson of the Sick Leave Bank Committee within thirty (30) days of depleting their paid leave. The Sick Leave Bank Committee may request a second doctor’s opinion. 4. Sick Leave Bank days are not intended to be used for “Elective Surgery”. Elective surgery is defined herein as a doctor-diagnosed condition causing minimal or no pain, dysfunction, or disability and for which surgery sometime in the future is acceptable. This condition is unlikely to deteriorate quickly and does not have the potential to become an emergency. 5. The Sick Leave Bank Committee Shall consist of five (5) members. Two (2) members shall be appointed by the Association president and two (2) members shall be appointed by the Board. These four (4) members shall, together, select a fifth (5th) member. 6. Sick Leave Bank days shall be approved provided the member has met all eligibility requirements and has furnished a doctor’s verification of illness or condition. 7. Any member who is denied days from the Sick Leave Bank may file a written appeal to the Superintendent or designee. The Superintendent or designee shall chair an appeals committee that will consist of one (1) member appointed by FMEA and one (1) Board member. The FMEA member and Board member will be someone other than those who serve on the Sick Leave Bank Committee. 28. Eligibility for donation and number Sick Leave Bank days are available in the event of sick leave days shall be decided by a majority vote illness or injury of eligible members only. Any member of the Sick Leave Bank Committeemay apply for Sick Leave Bank days for the illness of their dependent child or spouse if said dependent has a terminal illness. In the case of a tie vote, the Chairman of the committee shall make the final decisionTerminal illness is defined as an illness or condition that has been diagnosed as life ending. 39. Sick leave bank days cannot be used until all paid compensatory time, sick leave, vacation and personal leave days (support employees) and all sick leave, personal leave and sub-deduct days (teachers) have been exhausted by the employee. Employees may not be reimbursed for sub-deduct costs under this policy. 4. Application must be made in writing to Only the Sick Leave Bank Committee through shall have the Executive Director of Human Resources. Employees who are eligible authority to be members of UCTA or USPA should send a copy grant variances to the operation of the application Sick Leave Bank. These variances must be for “just cause” and not of an arbitrary or capricious nature. 10. An annual report on the activity of the Sick Leave Bank will be given to the appropriate union president. An employee may be eligible to receive donations if the Committee determines the employee meets the criteria described in this policy and the employee has followed district policies regarding the use of sick leaveBoard. 511. In order Because employees can sign up for the Sick Leave Bank Committee at the beginning of each year, donation of days will no longer be allowed. A. Teachers shall be granted the following temporary leaves of absence with full pay, during each school year, upon application to evaluate whether the appropriate building administrator. Exceptions may be made during periods of emergency when there is an application for donation for sick leave bank days qualifies under this policy, the employee must sign a release stating that members unusual number of the Sick Leave Bank Committee will be authorized to receive information regarding the nature teacher absences because of illness and extent of the applicant’s condition or the condition of the household member for which leave is requested. Applications for sick leave donation from the bank will then some leaves may not be considered until a release has been received from the employee. The Sick Leave Bank Committee members will be required to sign an agreement to keep all such information confidentialgranted. 6. The employee will be required to submit a medical certificate from a physician verifying the severe or extraordinary nature and expected duration of the condition, and may be required to provide additional certifications to verify the continued severe or extraordinary nature of the condition and expected duration. “Severe or extraordinary” may include severe conditions resulting in non-elective surgery, as well as life-threatening conditions, but does not include ongoing or sudden conditions that are not severe, extraordinary or life threatening and does not include routine or non-threatening chronic conditions. 7. Xxxx leave received by the bank will be paid at the daily rate of the receiving district employee. The sick leave received by a district employee from the bank will be designated as donated sick leave and will be maintained separately from all other sick leave. 8. Sick leave received by an employee pursuant to an application for donation from the bank can only be used for the condition verified by the physician pursuant to that particular application and any unused days will be returned to the bank. 9. Pursuant to State law, members who have not abided by district policies regarding the use of sick leave are prohibited from utilizing sick bank days. 10. Use of days: a. The maximum number of days granted per application shall be limited to the equivalent of the employee’s thirty (30) workdays donated from the bank per school year. b. In case of extreme or unusual circumstances, the employee may appeal to the Sick Leave Bank Committee for consideration to extend beyond the thirty- (30-) day per school year limit. c. During his/her employment with the district, the employee shall be limited to the equivalent of the employee’s ninety (90) workdays donated from the bank. d. A qualifying employee who has exhausted his/her availability of donated leave under the Sick Leave Bank policy may utilize sick days donated by individual employees as per the Individual Sick Leave Donation Program below. e. Donations from the bank will not be permitted for employees who have been paid for any portion of the workday. f. As of the effective date an employee is approved for payment(s) under the long-term disability policy provided by the district, the employee will cease to qualify to utilize sick bank days. All donated sick leave must be given voluntarily. No employee shall be coerced, threatened, intimidated, or financially induced into donating sick leave for purposes of this program. This policy shall be reevaluated and/or revised annually by the Sick Leave Bank Committee.

Operation. 1. The operation and administration of the sick leave bank shall be by the Senior Executive Director of Human Resources (or the Associate Director of Human Resources), the UCTA President (or delegate), the USPA President (or delegate), Benefits Manager or Specialist and a registered nurse. Such individuals shall constitute the Sick Leave Bank Committee. The Senior Executive Director of Human Resources (or the Associate Director of Human Resources) shall be the Chairman of the Sick Leave Bank Committee. 2. Eligibility for donation and number of sick leave days shall be decided by a majority vote of the Sick Leave Bank Committee. In the case of a tie vote, the Chairman of the committee shall make the final decision. 3. Sick leave bank days cannot be used until all paid compensatory time, sick leave, vacation and personal leave days (support employees) and all sick leave, personal leave and sub-deduct days (teachers) have been exhausted by the employee. Employees may not be reimbursed for sub-deduct costs under this policy. 4. Application must be made in writing to the Sick Leave Bank Committee through the Senior Executive Director of Human Resources. Employees who are eligible to be members of UCTA or USPA should send a copy of the application to the appropriate union president. An employee may be eligible to receive donations if the Committee determines the employee meets the criteria described in this policy and the employee has followed district policies regarding the use of sick leave. 5. In order for the Sick Leave Bank Committee to evaluate whether an application for donation for sick leave bank days qualifies under this policy, the employee must sign a release stating that members of the Sick Leave Bank Committee will be authorized to receive information regarding the nature and extent of the applicant’s condition or the condition of the household member for which leave is requested. Applications for sick leave donation from the bank will not be considered until a release has been received from the employee. The Sick Leave Bank Committee members will be required to sign an agreement to keep all such information confidential. 6. The employee will be required to submit a medical certificate from a physician verifying the severe or extraordinary nature and expected duration of the condition, and may be required to provide additional certifications to verify the continued severe or extraordinary nature of the condition and expected duration. “Severe or extraordinary” may include severe conditions resulting in non-elective surgery, as well as life-threatening conditions, but does not include ongoing or sudden conditions that are not severe, extraordinary or life threatening and does not include routine or non-threatening chronic conditions. 7. Xxxx leave received by the bank will be paid at the daily rate of the receiving district employee. The sick leave received by a district employee from the bank will be designated as donated sick leave and will be maintained separately from all other sick leave. 8. Sick leave received by an employee pursuant to an application for donation from the bank can only be used for the condition verified by the physician pursuant to that particular application and any unused days will be returned to the bank. 9. Pursuant to State law, members who have not abided by district policies regarding the use of sick leave are prohibited from utilizing sick bank days. 10. Use of days: a. The maximum number of days granted per application shall be limited to the equivalent of the employee’s thirty (30) workdays donated from the bank per school year. b. In case of extreme or unusual circumstances, the employee may appeal to the Sick Leave Bank Committee for consideration to extend beyond the thirty- (30-) day per school year limit. c. During his/her employment with the district, the employee shall be limited to the equivalent of the employee’s ninety (90) workdays donated from the bank. d. A qualifying employee who has exhausted his/her availability of donated leave under the Sick Leave Bank policy may utilize sick days donated by individual employees as per the Individual Sick Leave Donation Program below. e. Donations from the bank will not be permitted for employees who have been paid (include working part time or temporary total disability {TTD}) for any portion of the workday. f. As of the effective date an employee is approved for payment(s) under the long-term disability policy provided by the district, the employee will cease to qualify to utilize sick bank days. All donated sick leave must be given voluntarily. No employee shall be coerced, threatened, intimidated, or financially induced into donating sick leave for purposes of this program. This policy shall be reevaluated and/or revised annually by the Sick Leave Bank Committee.

Operation. 1. The operation and administration of the sick leave bank shall be by the Executive Director of Human Resources (or the Associate Director of Human Resources), the UCTA President (or delegate), the USPA President (or delegate), Benefits Manager or Specialist and a registered nurse. Such individuals shall constitute the Sick Leave Bank Committee. The Executive Director of Human Resources (or the Associate Director of Human Resources) shall be the Chairman of the Sick Leave Bank Committee. 2. Eligibility for donation and number of sick leave days shall be decided by a majority vote of the Sick Leave Bank Committee. In the case of a tie vote, the Chairman of the committee shall make the final decision. 3. Sick leave bank days cannot be used until all paid compensatory time, sick leave, vacation and personal leave days (support employees) and all sick leave, personal leave and sub-deduct days (teachers) have been exhausted by the employee. Employees may not be reimbursed for sub-deduct costs under this policy. 4. Application must be made in writing to the Sick Leave Bank Committee through the Executive Director of Human Resources. Employees who are eligible to be members of UCTA or USPA should send a copy of the application to the appropriate union president. An employee may be eligible to receive donations if the Committee determines the employee meets the criteria described in this policy and the employee has followed district policies regarding the use of sick leave. 5. In order for the Sick Leave Bank Committee to evaluate whether an application for donation for sick leave bank days qualifies under this policy, the employee must sign a release stating that members of the Sick Leave Bank Committee will be authorized to receive information regarding the nature and extent of the applicant’s condition or the condition of the household member for which leave is requested. Applications for sick leave donation from the bank will not be considered until a release has been received from the employee. The Sick Leave Bank Committee members will be required to sign an agreement to keep all such information confidential. 6. The employee will be required to submit a medical certificate from a physician verifying the severe or extraordinary nature and expected duration of the condition, and may be required to provide additional certifications to verify the continued severe or extraordinary nature of the condition and expected duration. “Severe or extraordinary” may include severe conditions resulting in non-elective surgery, as well as life-threatening conditions, but does not include ongoing or sudden conditions that are not severe, extraordinary or life threatening and does not include routine or non-threatening chronic conditions. 7. Xxxx leave received by the bank will be paid at the daily rate of the receiving district employee. The sick leave received by a district employee from the bank will be designated as donated sick leave and will be maintained separately from all other sick leave. 8. Sick leave received by an employee pursuant to an application for donation from the bank can only be used for the condition verified by the physician pursuant to that particular application and any unused days will be returned to the bank. 9. Pursuant to State law, members who have not abided by district policies regarding the use of sick leave are prohibited from utilizing sick bank days. 10. Use of days: a. The maximum number of days granted per application shall be limited to the equivalent of the employee’s thirty (30) workdays donated from the bank per school year. b. In case of extreme or unusual circumstances, the employee may appeal to the Sick Leave Bank Committee for consideration to extend beyond the thirty- (30-) day per school year limit. c. During his/her employment with the district, the employee shall be limited to the equivalent of the employee’s ninety (90) workdays donated from the bank. d. A qualifying employee who has exhausted his/her availability of donated leave under the Sick Leave Bank policy may utilize sick days donated by individual employees as per the Individual Sick Leave Donation Program below. e. Donations from the bank will not be permitted for employees who have been paid released to work for any portion of the workday. f. As of the effective date an employee is approved for payment(s) under the long-term disability policy provided by the district, the employee will cease to qualify to utilize sick bank days. All donated sick leave must be given voluntarily. No employee shall be coerced, threatened, intimidated, or financially induced into donating sick leave for purposes of this program. This policy shall be reevaluated and/or revised annually by the Sick Leave Bank Committee.

Operation. ‌ 1. The operation and administration Any member applying for Sick Leave Bank benefits must have used all of his/her own paid leave before drawing on the sick leave bank shall be by the Executive Director of Human Resources (or the Associate Director of Human Resources), the UCTA President (or delegate), the USPA President (or delegate), Benefits Manager or Specialist and a registered nurseSick Leave Bank. 2. Such individuals shall constitute Requests to draw from the Sick Leave Bank Committeemay range from eight and one half (8.5) hours to one hundred and thirty-six (136) hours per application. A maximum of two hundred and seventy-two (272) hours may be granted per year per individual. The Executive Director of Human Resources (or the Associate Director of Human Resources) year shall be considered July 1 to June 30. 3. Members who are unable to perform the Chairman essential functions of their position with reasonable accommodations may request days from the Sick Leave Bank. Request for use of Sick Leave Bank days and a doctor’s notice of illness must be received by the chairperson of the Sick Leave Bank Committee within thirty (30) days of depleting their paid leave. The Sick Leave Bank Committee may request a second doctor’s opinion. 4. Sick Leave Bank days are not intended to be used for “Elective Surgery”. Elective surgery is defined herein as a doctor-diagnosed condition causing minimal or no pain, dysfunction, or disability and for which surgery sometime in the future is acceptable. This condition is unlikely to deteriorate quickly and does not have the potential to become an emergency. 5. The Sick Leave Bank Committee Shall consist of five (5) members. Two (2) members shall be appointed by the Association president and two (2) members shall be appointed by the Board. These four (4) members shall, together, select a fifth (5th) member. 6. Sick Leave Bank days shall be approved provided the member has met all eligibility requirements and has furnished a doctor’s verification of illness or condition. 7. Any member who is denied days from the Sick Leave Bank may file a written appeal to the Superintendent or designee. The Superintendent or designee shall chair an appeals committee that will consist of one (1) member appointed by FMEA and one (1) Board member. The FMEA member and Board member will be someone other than those who serve on the Sick Leave Bank Committee. 28. Eligibility for donation and number Sick Leave Bank days are available in the event of sick leave days shall be decided by a majority vote illness or injury of eligible members only. Any member of the Sick Leave Bank Committee. In the case of a tie vote, the Chairman of the committee shall make the final decision. 3. Sick leave bank days cannot be used until all paid compensatory time, sick leave, vacation and personal leave days (support employees) and all sick leave, personal leave and sub-deduct days (teachers) have been exhausted by the employee. Employees may not be reimbursed apply for sub-deduct costs under this policy. 4. Application must be made in writing to the Sick Leave Bank Committee through the Executive Director of Human Resources. Employees who are eligible to be members of UCTA or USPA should send a copy of the application to the appropriate union president. An employee may be eligible to receive donations if the Committee determines the employee meets the criteria described in this policy and the employee has followed district policies regarding the use of sick leave. 5. In order days for the Sick Leave Bank Committee to evaluate whether illness of their dependent child or spouse if said dependent has a terminal illness. Terminal illness is defined as an application for donation for sick leave bank days qualifies under this policy, the employee must sign a release stating illness or condition that members of the Sick Leave Bank Committee will be authorized to receive information regarding the nature and extent of the applicant’s condition or the condition of the household member for which leave is requested. Applications for sick leave donation from the bank will not be considered until a release has been received from the employee. The Sick Leave Bank Committee members will be required to sign an agreement to keep all such information confidentialdiagnosed as life ending. 6. The employee will be required to submit a medical certificate from a physician verifying the severe or extraordinary nature and expected duration of the condition, and may be required to provide additional certifications to verify the continued severe or extraordinary nature of the condition and expected duration. “Severe or extraordinary” may include severe conditions resulting in non-elective surgery, as well as life-threatening conditions, but does not include ongoing or sudden conditions that are not severe, extraordinary or life threatening and does not include routine or non-threatening chronic conditions. 7. Xxxx leave received by the bank will be paid at the daily rate of the receiving district employee. The sick leave received by a district employee from the bank will be designated as donated sick leave and will be maintained separately from all other sick leave. 8. Sick leave received by an employee pursuant to an application for donation from the bank can only be used for the condition verified by the physician pursuant to that particular application and any unused days will be returned to the bank. 9. Pursuant to State law, members who have not abided by district policies regarding the use of sick leave are prohibited from utilizing sick bank days. 10. Use of days: a. The maximum number of days granted per application shall be limited to the equivalent of the employee’s thirty (30) workdays donated from the bank per school year. b. In case of extreme or unusual circumstances, the employee may appeal to the Sick Leave Bank Committee for consideration to extend beyond the thirty- (30-) day per school year limit. c. During his/her employment with the district, the employee shall be limited to the equivalent of the employee’s ninety (90) workdays donated from the bank. d. A qualifying employee who has exhausted his/her availability of donated leave under the Sick Leave Bank policy may utilize sick days donated by individual employees as per the Individual Sick Leave Donation Program below. e. Donations from the bank will not be permitted for employees who have been paid for any portion of the workday. f. As of the effective date an employee is approved for payment(s) under the long-term disability policy provided by the district, the employee will cease to qualify to utilize sick bank days. All donated sick leave must be given voluntarily. No employee shall be coerced, threatened, intimidated, or financially induced into donating sick leave for purposes of this program. This policy shall be reevaluated and/or revised annually by the Sick Leave Bank Committee.

Operation. 1. The operation and administration of the sick leave bank shall be by the Executive Director of Human Resources (or the Associate Director of Human Resources), the UCTA President (or delegate), the USPA President (or delegate), Benefits Manager or Specialist and a registered nurse. Such individuals shall constitute the Sick Leave Bank Committee. The Executive Director of Human Resources (or the Associate Director of Human Resources) shall be the Chairman of the Sick Leave Bank Committee. 2. Eligibility for donation and number of sick leave days shall be decided by a majority vote of the Sick Leave Bank Committee. In the case of a tie vote, the Chairman of the committee shall make the final decision. 3. Sick leave bank days cannot be used until all paid compensatory time, sick leave, vacation and personal leave days (support employees) and all sick leave, personal leave and sub-deduct days (teachers) have been exhausted by the employee. Employees may not be reimbursed for sub-deduct costs under this policy. 4. Application must be made in writing to the Sick Leave Bank Committee through the Executive Director of Human Resources. Employees who are eligible to be members of UCTA or USPA should send a copy of the application to the appropriate union president. An employee may be eligible to receive donations if the Committee determines the employee meets the criteria described in this policy and the employee has followed district policies regarding the use of sick leave. 5. In order for the Sick Leave Bank Committee to evaluate whether an application for donation for sick leave bank days qualifies under this policy, the employee must sign a release stating that members of the Sick Leave Bank Committee will be authorized to receive information regarding the nature and extent of the applicant’s condition or the condition of the household member for which leave is requested. Applications for sick leave donation from the bank will not be considered until a release has been received from the employee. The Sick Leave Bank Committee members will be required to sign an agreement to keep all such information confidential. 6. The employee will be required to submit a medical certificate from a physician verifying the severe or extraordinary nature and expected duration of the condition, and may be required to provide additional certifications to verify the continued severe or extraordinary nature of the condition and expected duration. “Severe or extraordinary” may include severe conditions resulting in non-elective surgery, as well as life-threatening conditions, but does not include ongoing or sudden conditions that are not severe, extraordinary or life threatening and does not include routine or non-threatening chronic conditions. 7. Xxxx leave received by the bank will be paid at the daily rate of the receiving district employee. The sick leave received by a district employee from the bank will be designated as donated sick leave and will be maintained separately from all other sick leave. 8. Sick leave received by an employee pursuant to an application for donation from the bank can only be used for the condition verified by the physician pursuant to that particular application and any unused days will be returned to the bank. 9. Pursuant to State law, members who have not abided by district policies regarding the use of sick leave are prohibited from utilizing sick bank days. 10. Use of days: a. The maximum number of days granted per application shall be limited to the equivalent of the employee’s thirty (30) workdays donated from the bank per school year. b. In case of extreme or unusual circumstances, the employee may appeal to the Sick Leave Bank Committee for consideration to extend beyond the thirty- (30-) day per school year limit. c. During his/her employment with the district, the employee shall be limited to the equivalent of the employee’s ninety (90) workdays donated from the bank. d. A qualifying employee who has exhausted his/her availability of donated leave under the Sick Leave Bank policy may utilize sick days donated by individual employees as per the Individual Sick Leave Donation Program below. e. Donations from the bank will not be permitted for employees who have been paid for any portion of the workday. f. As of the effective date an employee is approved for payment(s) under the long-term disability policy provided by the district, the employee will cease to qualify to utilize sick bank days. All donated sick leave must be given voluntarily. No employee shall be coerced, threatened, intimidated, or financially induced into donating sick leave for purposes of this program. This policy shall be reevaluated and/or revised annually by the Sick Leave Bank Committee.

Operation. 1The Company and the Union agree to work through a joint committee and endeavour to promote the sale of union-made delicatessen products whenever possible. The operation Company and administration the Union agree to participate in a Labour-Management Committee which will meet to discuss matters of mutual concern. An agenda subjects to be discussed will be provided by the parties to each other prior to the date of the sick leave bank shall be by the Executive Director of Human Resources (or the Associate Director of Human Resources), the UCTA President (or delegate), the USPA President (or delegate), Benefits Manager or Specialist and a registered nurse. Such individuals shall constitute the Sick Leave Bank Committeemeeting. The Executive Director of Human Resources (or the Associate Director of Human Resources) shall be the Chairman of the Sick Leave Bank Committee. 2. Eligibility for donation and number of sick leave days shall be decided by a majority vote of the Sick Leave Bank Committee. In the case of a tie vote, the Chairman of the committee shall make the final decision. 3. Sick leave bank days cannot be used until all paid compensatory time, sick leave, vacation and personal leave days (support employees) and all sick leave, personal leave and sub-deduct days (teachers) have been exhausted by the employee. Employees may not be reimbursed for sub-deduct costs under this policy. 4. Application must be made in writing to the Sick Leave Bank Committee through the Executive Director of Human Resources. Employees who are eligible to be members of UCTA or USPA should send a copy of the application to the appropriate union president. An employee may be eligible to receive donations if the Committee determines the employee meets the criteria described in this policy and the employee has followed district policies regarding the use of sick leave. 5. In order for the Sick Leave Bank Committee to evaluate whether an application for donation for sick leave bank days qualifies under this policy, the employee must sign a release stating that members of the Sick Leave Bank Committee will be authorized comprised of Union representatives and three Management representatives who will meet on a monthly basis. Meetings will normally be held during the day shift and employees attending the meeting will suffer no loss of pay while attending. ARTICLE BASIC HOURLY RATE OF PAY Appendix "A-1" Basic Hourly Rates of Pay will apply to receive information regarding those employees on the nature and extent payroll as of July Appendix "A-2" Basic Hourly Rates of Pay will apply to those employees hired subsequent to July The starting rate for new employees (except maintenance employees) hired prior to July will be as follows: per hour for the applicant’s condition or six months of employment. Upon the condition completion of six months of employment the household member for which leave is requestedrate will be increased to of their job rate listed in "A-1". Applications for sick leave donation from Upon the bank completion of twelve months of employment the rate will not be considered until a release has been received from increased to of their job rate listed in Appendix "A-1". Upon the employeecompletion of eighteen months of employment the rate will be increased to of their job rate listed in Appendix "A-1". Upon the completion of twenty-four months of employment the rate will be to of their job rate listed in Appendix "A-1". The Sick Leave Bank Committee members starting rate for new employees (except maintenance employees) hired on or subsequent to July will as follows: per hour for the six months of employment. Upon the completion of six months of employment the rate will be increased to of their job listed in Appendix "A-2". Upon the completion of twelve months of employment the rate will be increased to of their job rate listed in Appendix "A-2". Upon the completion of eighteen months of employment the rate will be increased to of their job rate listed in Appendix "A-2". Upon the completion of twenty-four months of employment the rate will be increased to of their job rate listed in Appendix "A-2". Full-time non-probationary employees who are required to sign an agreement to keep all such information confidential. 6. The employee will be required to submit work in a medical certificate from a physician verifying the severe or extraordinary nature and expected duration of the condition, and may be required to provide additional certifications to verify the continued severe or extraordinary nature of the condition and expected duration. “Severe or extraordinary” may include severe conditions resulting in non-elective surgery, as well as life-threatening conditions, but does not include ongoing or sudden conditions that are not severe, extraordinary or life threatening and does not include routine or non-threatening chronic conditions. 7. Xxxx leave received by the bank higher paid classification for at least one (1) hour per day will be paid at the daily appropriate higher rate of pay for time so worked. Persons who are students who temporarily employed during the receiving district employee. The sick leave received by a district employee from the bank periods (15 April September; December January) will be designated paid in accordance with the following First year employed Second year employed Fourth year employed The Company agrees to provide a lump sum payment, less deductions, to those regular full-time employees who on the payroll and actively at work as donated sick leave and of July Those regular full-time employees who were on the payroll but not actively at work as of July who to work prior to January will be maintained separately from all other sick leave. 8. Sick leave received by an employee pursuant entitled to an application for donation from the bank can only be used for the condition verified by the physician pursuant to that particular application and any unused days a lump sum payment, The amount of payment will be returned reduced by 1/12 times for each full month of absence or lay-off January and the date of return to the bankwork. 9. Pursuant to State law, members who have not abided by district policies regarding the use of sick leave are prohibited from utilizing sick bank days. 10. Use of days: a. The maximum number of days granted per application shall be limited to the equivalent of the employee’s thirty (30) workdays donated from the bank per school year. b. In case of extreme or unusual circumstances, the employee may appeal to the Sick Leave Bank Committee for consideration to extend beyond the thirty- (30-) day per school year limit. c. During his/her employment with the district, the employee shall be limited to the equivalent of the employee’s ninety (90) workdays donated from the bank. d. A qualifying employee who has exhausted his/her availability of donated leave under the Sick Leave Bank policy may utilize sick days donated by individual employees as per the Individual Sick Leave Donation Program below. e. Donations from the bank will not be permitted for employees who have been paid for any portion of the workday. f. As of the effective date an employee is approved for payment(s) under the long-term disability policy provided by the district, the employee will cease to qualify to utilize sick bank days. All donated sick leave must be given voluntarily. No employee shall be coerced, threatened, intimidated, or financially induced into donating sick leave for purposes of this program. This policy shall be reevaluated and/or revised annually by the Sick Leave Bank Committee.

Operation. 1The plan will be administered under the direction of the Human Resources Director. The operation Human Resources Department will be responsible for receiving and administration recording all donations of accruals and for initiating transfer of credits from the Bank to the recipient's sick leave account. Disbursement of accruals will be subject to the approval of a six (6) member committee composed of three (3) members appointed by the County Administrator and three (3) members appointed by the majority representative employee organizations. The committee shall meet as necessary to consider all requests for credits and shall make determinations as to the appropriateness of the sick leave bank request. The committee shall determine the amount of accruals to be awarded for employees whose donations are non-specific. Consideration of all requests by the Executive Director of Human Resources (or committee will be on an anonymous requestor basis. Hours transferred from the Associate Director of Human Resources), the UCTA President (or delegate), the USPA President (or delegate), Benefits Manager or Specialist and a registered nurse. Such individuals shall constitute the Sick Catastrophic Leave Bank Committee. The Executive Director of Human Resources (or to a recipient will be in the Associate Director of Human Resources) shall be the Chairman of the Sick Leave Bank Committee. 2. Eligibility for donation and number form of sick leave days accruals and shall be decided by treated as regular sick leave accruals. To receive credits under this plan, an employee must have permanent status, must have exhausted all time off accruals to a majority vote level below eight (8) hours total, have applied for a medical leave of absence and have medical verification of need. Donations are irrevocable unless the Sick Leave Bank Committeedonation to the eligible employee is denied. In Donations may be made in hourly blocks with a minimum donation of not less than four (4) hours per donations from balances in the case of a tie votevacation, the Chairman of the committee shall make the final decision. 3. Sick leave bank days cannot be used until all paid holiday, floating holiday, compensatory time, or holiday compensatory time accounts. Employees who elect to donate to a specific individual shall have seventy-five percent (75%) of their donation credited to the individual and twenty-five percent (25%) credited to the Catastrophic Leave Bank. Time donated will be converted to a dollar value and the dollar value will be converted back to sick leaveleave accruals at the recipient's base hourly rate when disbursed. Credits will not be on a straight hour-for-hour basis. All computations will be on a standard one hundred seventy three and thirty three hundredths (173.33) basis, vacation and personal leave days except that employees on other than a forty (support employees40) and all sick leave, personal leave and sub-deduct days hour week will have hours prorated according to their status. Any recipient will be limited to a total of one thousand forty (teachers1040) have been exhausted hours or its equivalent per catastrophic event; each donor will be limited to one hundred twenty (120) hours per calendar year. No element of this plan is grievable. All appeals from either a donor or recipient will be resolved on a final basis by the employee. Employees may not be reimbursed for sub-deduct costs under this policy. 4. Application must be made in writing to the Sick Leave Bank Committee through the Executive Director of Human Resources. Employees who are eligible No employee will have any entitlement to catastrophic leave benefits. The award of Catastrophic Leave will be members of UCTA or USPA should send a copy at the sole discretion of the application committee, both as to the appropriate union presidentamounts of benefits awarded and as to persons awarded benefits. An employee Benefits may be denied, or awarded for less than six (6) months. The committee will be entitled to limit benefits in accordance with available contributions and to choose from among eligible applicants, on an anonymous basis, those who will receive benefits, except for hours donated to receive donations if a specific employee. In the Committee event a donation is made to a specific employee and the committee determines the employee meets does not meet the criteria described in this policy and Catastrophic Leave Bank criteria, the donating employee has followed district policies may authorize the hours to be donated to the bank or returned to the donor’s account. The donating employee will have fourteen (14) calendar days from notification to submit his/her decision regarding the use status of sick leave. 5. In order for their donation, or the Sick Leave Bank Committee to evaluate whether an application for donation for sick leave bank days qualifies under this policy, the employee must sign a release stating that members of the Sick Leave Bank Committee hours will be authorized irrevocably transferred to receive information regarding the nature and extent of the applicant’s condition or the condition of the household member for which leave is requestedCatastrophic Leave Bank. Applications for sick leave donation from the bank will not be considered until Any unused hours transferred to a release has been received from the employee. The Sick Leave Bank Committee members will be required to sign an agreement to keep all such information confidential. 6. The employee will be required to submit a medical certificate from a physician verifying the severe or extraordinary nature and expected duration of the condition, and may be required to provide additional certifications to verify the continued severe or extraordinary nature of the condition and expected duration. “Severe or extraordinary” may include severe conditions resulting in non-elective surgery, as well as life-threatening conditions, but does not include ongoing or sudden conditions that are not severe, extraordinary or life threatening and does not include routine or non-threatening chronic conditions. 7. Xxxx leave received by the bank will be paid at the daily rate of the receiving district employee. The sick leave received by a district employee from the bank will be designated as donated sick leave and will be maintained separately from all other sick leave. 8. Sick leave received by an employee pursuant to an application for donation from the bank can only be used for the condition verified by the physician pursuant to that particular application and any unused days recipient will be returned to the bankCatastrophic Leave Bank. 9. Pursuant to State law, members who have not abided by district policies regarding the use of sick leave are prohibited from utilizing sick bank days. 10. Use of days: a. The maximum number of days granted per application shall be limited to the equivalent of the employee’s thirty (30) workdays donated from the bank per school year. b. In case of extreme or unusual circumstances, the employee may appeal to the Sick Leave Bank Committee for consideration to extend beyond the thirty- (30-) day per school year limit. c. During his/her employment with the district, the employee shall be limited to the equivalent of the employee’s ninety (90) workdays donated from the bank. d. A qualifying employee who has exhausted his/her availability of donated leave under the Sick Leave Bank policy may utilize sick days donated by individual employees as per the Individual Sick Leave Donation Program below. e. Donations from the bank will not be permitted for employees who have been paid for any portion of the workday. f. As of the effective date an employee is approved for payment(s) under the long-term disability policy provided by the district, the employee will cease to qualify to utilize sick bank days. All donated sick leave must be given voluntarily. No employee shall be coerced, threatened, intimidated, or financially induced into donating sick leave for purposes of this program. This policy shall be reevaluated and/or revised annually by the Sick Leave Bank Committee.

Operation. 1. The operation and administration plan will be administered under the direction of the sick leave bank shall be by the Executive Director of Human Resources (or the Associate Director of Human Resources), the UCTA President (or delegate), the USPA President (or delegate), Benefits Manager or Specialist and a registered nurse. Such individuals shall constitute the Sick Leave Bank Committee. The Executive Director of Human Resources (or the Associate Director of Human Resources) shall be the Chairman of the Sick Leave Bank Committee. 2. Eligibility for donation and number of sick leave days shall be decided by a majority vote of the Sick Leave Bank Committee. In the case of a tie vote, the Chairman of the committee shall make the final decision. 3. Sick leave bank days cannot be used until all paid compensatory time, sick leave, vacation and personal leave days (support employees) and all sick leave, personal leave and sub-deduct days (teachers) have been exhausted by the employee. Employees may not be reimbursed for sub-deduct costs under this policy. 4. Application must be made in writing to the Sick Leave Bank Committee through the Executive Director of Human Resources. The Human Resources Department will be responsible for receiving and recording all donations of accruals and for initiating transfer of credits from the Bank to the recipient’s sick leave account. Disbursement of accruals will be subject to the approval of a six (6) member committee composed of three (3) members appointed by the County Administrator and three (3) members appointed by the majority representative employee organizations. The committee shall meet as necessary to consider all requests for credits and shall make determinations as to the appropriateness of the request. The committee shall determine the amount of accruals to be awarded for employees whose donations are non-specific. Consideration of all requests by the committee will be on an anonymous requester basis. Hours transferred from the Catastrophic Leave Bank to a recipient will be in the form of sick leave accruals and shall be treated as regular sick leave accruals. To receive credits under this plan, an employee must have permanent status, must have exhausted all time off accruals to a level below eight (8) hours total, have applied for a medical leave of absence and have medical verification of need. Donations are irrevocable unless the donation to the eligible employee is denied. Donations may be made in hourly blocks with a minimum donation of not less than four (4) hours from balances in the vacation, holiday, floating holiday, compensatory time, or holiday compensatory time accounts. Employees who are eligible elect to donate to a specific individual shall have seventy-five percent (75%) of their donation credited to the individual and twenty-five percent (25%) credited to the Catastrophic Leave Bank. Time donated will be members converted to a dollar value and the dollar value will be converted back to sick leave accruals at the recipient’s base hourly rate when disbursed. Credits will not be on a straight hour-for-hour basis. All computations will be on a standard 173.33 basis, except that employees on other than a forty (40) hour week will have hours prorated according to their status. Any recipient will be limited to a total of UCTA one thousand forty (1040) hours or USPA should send its equivalent per catastrophic event; each donor will be limited to one hundred twenty (120) hours per calendar year. No element of this plan is grievable. All appeals from either a copy donor or recipient will be resolved on a final basis by the Director of Human Resources. No employee will have any entitlement to catastrophic leave benefits. The award of Catastrophic Leave will be at the sole discretion of the application committee, both as to the appropriate union presidentamounts of benefits awarded and as to persons awarded benefits. An employee Benefits may be denied, or awarded for less than six (6) months. The committee will be entitled to limit benefits in accordance with available contributions and to choose from among eligible applicants on an anonymous basis those who will receive benefits, except for hours donated to receive donations if a specific employee. In the Committee event a donation is made to a specific employee and the committee determines the employee meets does not meet the criteria described in this policy and Catastrophic Leave Bank criteria, the donating employee has followed district policies may authorize the hours to be donated to the bank or returned to the donor’s account. The donating employee will have fourteen (14) calendar days from notification to submit his/her decision regarding the use status of sick leave. 5. In order for their donation, or the Sick Leave Bank Committee to evaluate whether an application for donation for sick leave bank days qualifies under this policy, the employee must sign a release stating that members of the Sick Leave Bank Committee hours will be authorized irrevocably transferred to receive information regarding the nature and extent of the applicant’s condition or the condition of the household member for which leave is requestedCatastrophic Leave Bank. Applications for sick leave donation from the bank will not be considered until Any unused hours transferred to a release has been received from the employee. The Sick Leave Bank Committee members will be required to sign an agreement to keep all such information confidential. 6. The employee will be required to submit a medical certificate from a physician verifying the severe or extraordinary nature and expected duration of the condition, and may be required to provide additional certifications to verify the continued severe or extraordinary nature of the condition and expected duration. “Severe or extraordinary” may include severe conditions resulting in non-elective surgery, as well as life-threatening conditions, but does not include ongoing or sudden conditions that are not severe, extraordinary or life threatening and does not include routine or non-threatening chronic conditions. 7. Xxxx leave received by the bank will be paid at the daily rate of the receiving district employee. The sick leave received by a district employee from the bank will be designated as donated sick leave and will be maintained separately from all other sick leave. 8. Sick leave received by an employee pursuant to an application for donation from the bank can only be used for the condition verified by the physician pursuant to that particular application and any unused days recipient will be returned to the bankCatastrophic Leave Bank. 9. Pursuant to State law, members who have not abided by district policies regarding the use of sick leave are prohibited from utilizing sick bank days. 10. Use of days: a. The maximum number of days granted per application shall be limited to the equivalent of the employee’s thirty (30) workdays donated from the bank per school year. b. In case of extreme or unusual circumstances, the employee may appeal to the Sick Leave Bank Committee for consideration to extend beyond the thirty- (30-) day per school year limit. c. During his/her employment with the district, the employee shall be limited to the equivalent of the employee’s ninety (90) workdays donated from the bank. d. A qualifying employee who has exhausted his/her availability of donated leave under the Sick Leave Bank policy may utilize sick days donated by individual employees as per the Individual Sick Leave Donation Program below. e. Donations from the bank will not be permitted for employees who have been paid for any portion of the workday. f. As of the effective date an employee is approved for payment(s) under the long-term disability policy provided by the district, the employee will cease to qualify to utilize sick bank days. All donated sick leave must be given voluntarily. No employee shall be coerced, threatened, intimidated, or financially induced into donating sick leave for purposes of this program. This policy shall be reevaluated and/or revised annually by the Sick Leave Bank Committee.

Operation. 1. The operation and administration Any member applying for Sick Leave Bank benefits must have used all of his/her own paid leave before drawing on the sick leave bank shall be by the Executive Director of Human Resources (or the Associate Director of Human Resources), the UCTA President (or delegate), the USPA President (or delegate), Benefits Manager or Specialist and a registered nurseSick Bank. 2. Such individuals shall constitute Requests to draw from the Sick Leave Bank Committeemay range from one (1) day to twenty (20) days per application. A maximum of forty (40) school days may be granted per year per individual. Individuals must reapply after twenty (20) days. The Executive Director of Human Resources (or the Associate Director of Human Resources) year shall be considered July 1 to June 30. 3. Members who are unable to perform the Chairman essential functions of their position with reasonable accommodations may request days from the Sick Leave Bank. Request for use of Sick Leave Bank days and a doctor’s notice of illness must be received by the chairperson of the Sick Leave Bank Committee within thirty (30) days of depleting their paid leave. The Sick Leave Bank Committee may request a second doctor’s opinion. Normal pregnancies are not covered under this article, but serious complications arising from pregnancies may be covered, depending on the circumstances. 4. Sick Leave Bank days, are not intended to be used for “Elective Surgery”. Elective surgery is defined herein as a doctor‐diagnosed condition causing minimal or no pain, dysfunction, or disability and for which surgery sometime in the future is acceptable. This condition is unlikely to deteriorate quickly and does not have the potential to become an emergency. 5. The Sick Leave Bank Committee Shall consist of five (5) members. Two (2) members shall be appointed by the Association president and two (2) members shall be appointed by the Board. These four (4) members shall, together, select a fifth (5th) member. 6. Sick Leave Bank days shall be approved provided the member has met all eligibility requirements and has furnished a doctor’s verification of illness or condition. 7. Any member who is denied Sick Leave Bank days from the Sick Leave Bank may file a written appeal to the Superintendent or designee. The Superintendent or designee shall chair an appeals committee that will consist of one (1) member appointed by FMEA and one (1) Board member. The FMEA member and Board member will be someone other than those who serve on the Sick Leave Bank Committee. 28. Eligibility for donation and number Sick Leave Bank days are available in the event of sick leave days shall be decided by a majority vote illness or injury of eligible members only. Any member of the Sick Leave Bank Committeemay apply for Sick Leave Bank days for the illness of their dependent child or spouse if said dependent has a terminal illness. In the case of a tie vote, the Chairman of the committee shall make the final decisionTerminal illness is defined as an illness or condition that has been diagnosed as life ending. 39. Sick leave bank days cannot be used until all paid compensatory time, sick leave, vacation and personal leave days (support employees) and all sick leave, personal leave and sub-deduct days (teachers) have been exhausted by the employee. Employees may not be reimbursed for sub-deduct costs under this policy. 4. Application must be made in writing to Only the Sick Leave Bank Committee through shall have the Executive Director of Human Resources. Employees who are eligible authority to be members of UCTA or USPA should send a copy of the application grant variances to the appropriate union president. An employee may be eligible to receive donations if the Committee determines the employee meets the criteria described in this policy and the employee has followed district policies regarding the use operation of sick leave. 5. In order for the Sick Leave Bank Committee to evaluate whether Bank. These variances must be for “just cause” and not of an application for donation for sick leave bank days qualifies under this policy, arbitrary or capricious nature. 10. An annual report on the employee must sign a release stating that members activity of the Sick Leave Bank Committee will be authorized given to receive information regarding the nature Board. TEMPORARY LEAVES OF ABSENCE A. Teachers shall be granted the following temporary leaves of absence with full pay, during each school year, upon application to the appropriate building administrator. Exceptions may be made during periods of emergency when there is an unusual number of teacher absences because of illness and extent of the applicant’s condition or the condition of the household member for which leave is requested. Applications for sick leave donation from the bank will then some leaves may not be considered until a release has been received from the employee. The Sick Leave Bank Committee members will be required to sign an agreement to keep all such information confidentialgranted. 6. The employee will be required to submit a medical certificate from a physician verifying the severe or extraordinary nature and expected duration of the condition, and may be required to provide additional certifications to verify the continued severe or extraordinary nature of the condition and expected duration. “Severe or extraordinary” may include severe conditions resulting in non-elective surgery, as well as life-threatening conditions, but does not include ongoing or sudden conditions that are not severe, extraordinary or life threatening and does not include routine or non-threatening chronic conditions. 7. Xxxx leave received by the bank will be paid at the daily rate of the receiving district employee. The sick leave received by a district employee from the bank will be designated as donated sick leave and will be maintained separately from all other sick leave. 8. Sick leave received by an employee pursuant to an application for donation from the bank can only be used for the condition verified by the physician pursuant to that particular application and any unused days will be returned to the bank. 9. Pursuant to State law, members who have not abided by district policies regarding the use of sick leave are prohibited from utilizing sick bank days. 10. Use of days: a. The maximum number of days granted per application shall be limited to the equivalent of the employee’s thirty (30) workdays donated from the bank per school year. b. In case of extreme or unusual circumstances, the employee may appeal to the Sick Leave Bank Committee for consideration to extend beyond the thirty- (30-) day per school year limit. c. During his/her employment with the district, the employee shall be limited to the equivalent of the employee’s ninety (90) workdays donated from the bank. d. A qualifying employee who has exhausted his/her availability of donated leave under the Sick Leave Bank policy may utilize sick days donated by individual employees as per the Individual Sick Leave Donation Program below. e. Donations from the bank will not be permitted for employees who have been paid for any portion of the workday. f. As of the effective date an employee is approved for payment(s) under the long-term disability policy provided by the district, the employee will cease to qualify to utilize sick bank days. All donated sick leave must be given voluntarily. No employee shall be coerced, threatened, intimidated, or financially induced into donating sick leave for purposes of this program. This policy shall be reevaluated and/or revised annually by the Sick Leave Bank Committee.

Operation. 1The plan will be administered under the direction of the Human Resources Director. The operation Human Resources Department will be responsible for receiving and administration recording all donations of accruals and for initiating transfer of credits from the Bank to the recipient's sick leave account. Disbursement of accruals will be subject to the approval of a six (6) member committee composed of three (3) members appointed by the County Administrator and three (3) members appointed by the majority representative employee organizations. The committee shall meet as necessary to consider all requests for credits and shall make determinations as to the appropriateness of the sick leave bank request. The committee shall determine the amount of accruals to be awarded for employees whose donations are non -specific. Consideration of all requests by the Executive Director of Human Resources (or committee will be on an anonymous requestor basis. Hours transferred from the Associate Director of Human Resources), the UCTA President (or delegate), the USPA President (or delegate), Benefits Manager or Specialist and a registered nurse. Such individuals shall constitute the Sick Catastrophic Leave Bank Committee. The Executive Director of Human Resources (or to a recipient will be in the Associate Director of Human Resources) shall be the Chairman of the Sick Leave Bank Committee. 2. Eligibility for donation and number form of sick leave days accruals and shall be decided by treated as regular sick leave accruals. To receive credits under this plan, an employee must have permanent status, must have exhausted all time off accruals to a majority vote level below eight (8) hours total, have applied for a medical leave of absence and have medical verification of need. Donations are irrevocable unless the Sick Leave Bank Committeedonation to the eligible employee is denied. In Donations may be made in hourly blocks with a minimum donation of not less than four (4) hours per donations from balances in the case of a tie votevacation, the Chairman of the committee shall make the final decision. 3. Sick leave bank days cannot be used until all paid holiday, floating holiday, compensatory time, or holiday compensatory time accounts. Employees who elect to donate to a specific individual shall have seventy- five percent (75%) of their donation credited to the individual and twenty-five percent (25%) credited to the Catastrophic Leave Bank. Time donated will be converted to a dollar value and the dollar value will be converted back to sick leaveleave accruals at the recipient's base hourly rate when disbursed. Credits will not be on a straight hour-for-hour basis. All computations will be on a standard one hundred seventy three and thirty three hundredths (173.33) basis, vacation and personal leave days except that employees on other than a forty (support employees40) and all sick leave, personal leave and sub-deduct days hour week will have hours prorated according to their status. Any recipient will be limited to a total of one thousand forty (teachers1040) have been exhausted hours or its equivalent per catastrophic event; each donor will be limited to one hundred twenty (120) hours per calendar year. No element of this plan is grievable. All appeals from either a donor or recipient will be resolved on a final basis by the employee. Employees may not be reimbursed for sub-deduct costs under this policy. 4. Application must be made in writing to the Sick Leave Bank Committee through the Executive Director of Human Resources. Employees who are eligible No employee will have any entitlement to catastrophic leave benefits. The award of Catastrophic Leave will be members of UCTA or USPA should send a copy at the sole discretion of the application committee, both as to the appropriate union presidentamounts of benefits awarded and as to persons awarded benefits. An employee Benefits may be denied, or awarded for less than six (6) months. The committee will be entitled to limit benefits in accordance with available contributions and to choose from among eligible applicants, on an anonymous basis, those who will receive benefits, except for hours donated to receive donations if a specific employee. In the Committee event a donation is made to a specific employee and the committee determines the employee meets does not meet the criteria described in this policy and Catastrophic Leave Bank criteria, the donating employee has followed district policies may authorize the hours to be donated to the bank or returned to the donor’s account. The donating employee will have fourteen (14) calendar days from notification to submit his/her decision regarding the use status of sick leave. 5. In order for their donation, or the Sick Leave Bank Committee to evaluate whether an application for donation for sick leave bank days qualifies under this policy, the employee must sign a release stating that members of the Sick Leave Bank Committee hours will be authorized irrevocably transferred to receive information regarding the nature and extent of the applicant’s condition or the condition of the household member for which leave is requestedCatastrophic Leave Bank. Applications for sick leave donation from the bank will not be considered until Any unused hours transferred to a release has been received from the employee. The Sick Leave Bank Committee members will be required to sign an agreement to keep all such information confidential. 6. The employee will be required to submit a medical certificate from a physician verifying the severe or extraordinary nature and expected duration of the condition, and may be required to provide additional certifications to verify the continued severe or extraordinary nature of the condition and expected duration. “Severe or extraordinary” may include severe conditions resulting in non-elective surgery, as well as life-threatening conditions, but does not include ongoing or sudden conditions that are not severe, extraordinary or life threatening and does not include routine or non-threatening chronic conditions. 7. Xxxx leave received by the bank will be paid at the daily rate of the receiving district employee. The sick leave received by a district employee from the bank will be designated as donated sick leave and will be maintained separately from all other sick leave. 8. Sick leave received by an employee pursuant to an application for donation from the bank can only be used for the condition verified by the physician pursuant to that particular application and any unused days recipient will be returned to the bankCatawswtrwop.IhEiDcALseuarvveeyB.caonmk. 9. Pursuant to State law, members who have not abided by district policies regarding the use of sick leave are prohibited from utilizing sick bank days. 10. Use of days: a. The maximum number of days granted per application shall be limited to the equivalent of the employee’s thirty (30) workdays donated from the bank per school year. b. In case of extreme or unusual circumstances, the employee may appeal to the Sick Leave Bank Committee for consideration to extend beyond the thirty- (30-) day per school year limit. c. During his/her employment with the district, the employee shall be limited to the equivalent of the employee’s ninety (90) workdays donated from the bank. d. A qualifying employee who has exhausted his/her availability of donated leave under the Sick Leave Bank policy may utilize sick days donated by individual employees as per the Individual Sick Leave Donation Program below. e. Donations from the bank will not be permitted for employees who have been paid for any portion of the workday. f. As of the effective date an employee is approved for payment(s) under the long-term disability policy provided by the district, the employee will cease to qualify to utilize sick bank days. All donated sick leave must be given voluntarily. No employee shall be coerced, threatened, intimidated, or financially induced into donating sick leave for purposes of this program. This policy shall be reevaluated and/or revised annually by the Sick Leave Bank Committee.

Operation. 1. A. The operation and administration plan will be administered under the direction of the sick leave bank shall be by the Executive Director of Human Resources (or the Associate Director of Human Resources), the UCTA President (or delegate), the USPA President (or delegate), Benefits Manager or Specialist and a registered nurse. Such individuals shall constitute the Sick Leave Bank Committee. The Executive Director of Human Resources (or the Associate Director of Human Resources) shall be the Chairman of the Sick Leave Bank Committee. 2. Eligibility for donation and number of sick leave days shall be decided by a majority vote of the Sick Leave Bank Committee. In the case of a tie vote, the Chairman of the committee shall make the final decision. 3. Sick leave bank days cannot be used until all paid compensatory time, sick leave, vacation and personal leave days (support employees) and all sick leave, personal leave and sub-deduct days (teachers) have been exhausted by the employee. Employees may not be reimbursed for sub-deduct costs under this policy. 4. Application must be made in writing to the Sick Leave Bank Committee through the Executive Director of Human Resources. Employees who are eligible to be members of UCTA or USPA should send a copy of the application to the appropriate union president. An employee may be eligible to receive donations if the Committee determines the employee meets the criteria described in this policy and the employee has followed district policies regarding the use of sick leave. 5. In order for the Sick Leave Bank Committee to evaluate whether an application for donation for sick leave bank days qualifies under this policy, the employee must sign a release stating that members of the Sick Leave Bank Committee The Human Resources Department will be authorized to receive information regarding the nature responsible for receiving and extent recording all donations of the applicant’s condition or the condition accruals and for initiating transfer of the household member for which leave is requested. Applications for sick leave donation credits from the bank to the recipient's sick leave account. CCC Defenders’ Association -39- 2018 – 2022 MOU Disbursement of accruals will be subject to the approval of a six (6) member committee composed of three (3) members appointed by the County Administrator and three (3) members appointed by the majority representative employee organizations. The committee shall meet as necessary to consider all requests for credits and shall make determinations as to the appropriateness of the request. The committee shall determine the amount of accruals to be awarded for employees whose donations are nonspecific. Consideration of all requests by the committee will be on an anonymous requester basis. B. Hours transferred from the Catastrophic Leave Bank to a recipient will be in the form of sick leave accruals and shall be treated as regular sick leave accruals. To receive credits under this plan, an employee must have permanent status, must have exhausted all time off accruals to a level below eight (8) hours total, have applied for a medical leave of absence and have medical verification of need. Donations are irrevocable unless the donation to the eligible employee is denied. Donations may be made in hourly blocks with a minimum donation of not less than four (4) hours per donation from balances in the vacation, holiday, floating holiday, compensatory time, or holiday compensatory time accounts. Employees who elect to donate to a specific individual shall have seventy-five percent (75%) of their donation credited to the individual and twenty-five percent (25%) credited to the Catastrophic Leave Bank. Time donated will be converted to a dollar value and the dollar value will be converted back to sick leave accruals at the recipient's base hourly rate when disbursed. Credits will not be considered until on a release has been received from the employeestraight hour-for-hour basis. The Sick Leave Bank Committee members All computations will be required on a standard 173.33 basis, except that employees on other than a forty (40) hour week will have hours prorated according to sign an agreement to keep all such information confidentialtheir status. 6. The employee C. Any recipient will be required to submit a medical certificate from a physician verifying the severe or extraordinary nature and expected duration of the condition, and may be required to provide additional certifications to verify the continued severe or extraordinary nature of the condition and expected duration. “Severe or extraordinary” may include severe conditions resulting in non-elective surgery, as well as life-threatening conditions, but does not include ongoing or sudden conditions that are not severe, extraordinary or life threatening and does not include routine or non-threatening chronic conditions. 7. Xxxx leave received by the bank will be paid at the daily rate of the receiving district employee. The sick leave received by a district employee from the bank will be designated as donated sick leave and will be maintained separately from all other sick leave. 8. Sick leave received by an employee pursuant to an application for donation from the bank can only be used for the condition verified by the physician pursuant to that particular application and any unused days will be returned to the bank. 9. Pursuant to State law, members who have not abided by district policies regarding the use of sick leave are prohibited from utilizing sick bank days. 10. Use of days: a. The maximum number of days granted per application shall be limited to the a total of one thousand forty (1040) hours or its equivalent of the employee’s thirty per catastrophic event; each donor will be limited to one hundred twenty (30120) workdays donated from the bank hours per school calendar year. b. In case D. No element of extreme this plan is grievable. All appeals from either a donor or unusual circumstances, the employee may appeal to the Sick Leave Bank Committee for consideration to extend beyond the thirty- (30-) day per school year limit. c. During his/her employment with the district, the employee shall recipient will be limited to the equivalent of the employee’s ninety (90) workdays donated from the bank. d. A qualifying employee who has exhausted his/her availability of donated leave under the Sick Leave Bank policy may utilize sick days donated by individual employees as per the Individual Sick Leave Donation Program below. e. Donations from the bank will not be permitted for employees who have been paid for any portion of the workday. f. As of the effective date an employee is approved for payment(s) under the long-term disability policy provided resolved on a final basis by the district, the employee will cease to qualify to utilize sick bank days. All donated sick leave must be given voluntarilyDirector of Human Resources. No employee shall will have any entitlement to catastrophic leave benefits. The award of Catastrophic Leave will be coercedat the sole discretion of the committee, threatened, intimidatedboth as to amounts of benefits awarded and as to persons awarded benefits. Benefits may be denied, or financially induced into donating sick leave awarded for purposes of this program. This policy shall be reevaluated and/or revised annually by the Sick Leave Bank Committee.less than six