Sick Leave Assistance Bank Sample Clauses

Sick Leave Assistance Bank. The purpose of the Sick Leave Assistance Bank (SLAB) is to provide additional sick leave days to a full-time faculty member to alleviate the hardship caused if a catastrophic illness or injury forces the full-time faculty member to exhaust all accrued sick leave. The sick leave assistance bank is not intended for single day circumstances. The bank shall be administered by a committee comprised of three (3) Faculty Council members appointed by the Faculty Council and one representative from the Office of Human Resources. Faculty Council members participating on the committee will be required to sign a confidentiality agreement protecting the disclosure of confidential information included in the withdrawal petitions. The committee shall annually provide a report to the Faculty Council with information specific to the SLAB including: participants; number of days in account; number of applications; and number of draws, including number of days used with each draw. Eligibility and Limitations: Participation in the SLAB shall be voluntary. Sick Leave Assistance Bank days may be used only for an extended (20 or more consecutive work days) illness or injury of the full-time faculty member. To participate in the SLAB, a full-time faculty member must (a) be employed in a position included in the bargaining unit; (b) be eligible for sick leave benefits; (c) have contributed two (2) sick days as a first-year donation and one (1) day each subsequent year for an additional four (4) years in accordance with the donation guidelines included in this Article. The donations will automatically be collected from current members on October 1 or as soon as practicable of each year and upon application from new members. Any full-time faculty member electing to participate in the SLAB must sign the appropriate form indicating their intent to participate. No transfer of funds will occur, but the contributing full-time faculty member’s leave balance will be reduced by the days contributed to the SLAB. Only full sick days (8 hours) may be contributed. Full-time faculty members electing to cease participation in the SLAB will need to opt out of the program by completing the appropriate form and submitting the signed form to the Office of Human Resources prior to September 1. Once the sick days are donated to the bank, they cannot be returned to the donating full-time faculty member. Failure to donate one day each year following the initial five-year donation period in accordance with...
Sample 1
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Sick Leave Assistance Bank. Each certified teacher employee eligible for sick leave benefits may elect to participate in the district- wide sick leave assistance bank if he/she meet the following criteria: 4.2.1 The teacher elected to participate by indicating no later than October 1st or within thirty (30) days of initial hiring, on a written form provided by the office. Each such election is valid only if the electing teacher contributes not less than one (1) day of the teacher’s unused sick leave entitlement to the sick leave assistance bank. Upon such election, the teacher shall be eligible to participate in the sick leave bank without further contribution except as required in 4.2.4 below. If a teacher does not elect to participate within the time limits specified, the teacher is ineligible until the beginning of the next school year and will be required to start sick leave assistance contributions back to zero. 4.2.2 Each participant who used all of his/her personal sick leave (current/accumulated). 4.2.3 The applicant has filled out a form provided by the business manager. The business manager will forward copies to the Xxxxxx Education Association Sick Leave Assistance Committee and to the building principal or appropriate supervisor. HEA will make a recommendation to the Xxxxxx School Board Negotiations Committee. Sick Leave Bank Committee and School Board Negotiating Committee shall act on the request within two weeks of receiving it. 4.2.4 Such additional sick leave days shall not be deducted from the recipient’s future accumulated sick leave. Once an employee has contributed a total of four (4) days to the sick leave bank and the cumulative balance remains at or above one hundred fifty (150) days, the employee shall not contribute more days until such time as the accumulated balance drops below one hundred fifty 4.2.5 A person has not withdrawn membership in the program. 4.2.6 Applicant suffers from a major illness or physical disability. 4.2.7 Applicants’ immediate family member suffers from a major illness, physical disability or death. Immediate family includes spouse, children, grandchildren, parents, grandparents, brothers, sisters, aunts, uncles, nieces, nephews and in-laws. 4.2.8 Maternity and Paternity leave due to childbirth or adoption 4.2.9 Unexpected complications of pregnancy or childbirth that may cause a continued health risk to the mother or child. A note from medical personnel stating “complications put the mother/child at a continued health risk” must ac...
Sample 1

Related to Sick Leave Assistance Bank

  • Employee Assistance Plan The District will provide an Employee Assistance Plan (EAP) which allows each employee to refer themselves confidentially to the EAP provider. To protect confidentiality, any data which the provider transmits to the District shall be summary only. The Employee Assistance Plan will include individual and/or family counseling.

  • Employee Assistance Programs Consistent with the University's Employee Assistance Program, employees participating in an employee assistance program who receive a notice of layoff may continue to participate in that program for a period of ninety (90) days following the layoff.

  • Employee Assistance Program Neither the fact of an employee's participation in an employee assistance program, nor information generated by participation in the program, shall be used as a reason for discipline under this Article, except for information relating to an employee's failure to participate in an employee assistance program consistent with the terms to which the employee and the University have agreed.

  • Employee Assistance Program (EAP) Section 1. The Employer agrees to provide to the Union the statistical and program evaluation information provided to management concerning Employee Assistance Program(s). Section 2. No information gathered by an Employee Assistance Program may be used to discipline an employee. Section 3. Employees shall be entitled to use accrued sick leave for participation in an Employee Assistance Program. Section 4. Each university will offer training to local Union Stewards on the Employee Assistance Program available in their university, on university time, where an Employee Assistance Program is available.

  • Employee Assistance Drug and alcohol counseling, rehabilitation, and employee assistance are available from or through the Employer’s employee assistance program provider(s) (E.A.P.).

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

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

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

  • Sick Leave Plan The benefits of the Company’s Sick Leave Plan shall be considered as part of this Agreement. However, it is recognized that its provisions are not an automatic right of an employee and the administration of this plan and all decisions regarding the appropriateness or degree of its application shall be vested solely in the Company. The Company’s Sick Leave Plan will provide that probationary and regular employees will commence with a credit of eight days at 100 percent (100%) and 15 days at 75 percent (75%) pay, payable from the first day of sickness. This credit will continue to be available until the employee attains his/her first annual accumulation date as a regular employee. At the time of this accumulation date and each subsequent accumulation date he/she will acquire additional credits of eight days at 100 percent (100%) pay and 15 days at 75 percent (75%) pay. The accumulation of credits will be subject to the provisions of the Company’s Sick Leave Plan. Regular part-time employees shall receive a pro-rated number of sick days. When a regular part-time employee is absent due to illness on a scheduled day of work, they shall be paid for the hours of work scheduled for that day provided sick leave credits are available. Normally employees will be expected to arrange routine medical or dental appointments during non-working hours. Where such appointments cannot be arranged during non-working hours and the employee can be released from his/her duties, then the time shall be charged against an employee's sick leave time except in the case of medical appointments of less than half a day where normal earnings will be maintained. Employees who are on sick leave for 30 days or more may be eligible to participate in a vocational rehabilitation program in accordance with the Company’s policy. All major medical absence forms will be completed for any absence of four (4) continuous days/shifts or more or when requested by management. The Company will compensate the employee for the cost associated with completing these forms up to a maximum of $30.00. Additionally, the company will compensate the employee for the full cost of all medical notes, medical forms or medical information required to support LTD or other Wellness programs. This provision applies to Doctor’s notes requested by Line Management as part of the administration of the sick leave plan. Employees will be required to submit all forms required by management through their personal physician. Sick Leave benefits are conditional upon receipt of these forms and it is the responsibility of the employee to ensure that the employer receives these forms within a reasonable period of time. Any discipline related to sick leave that is imposed and grieved by the union will be referred directly to Xxxxxx Xxxxxxxxx for resolution.

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

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