Sick Leave Bank for Catastrophic Events Sample Clauses

Sick Leave Bank for Catastrophic Events. An Employee may donate a yearly maximum of 40 hours of their accrued sick leave credits to another member of the bargaining unit or to an employee who is a member of the administrative, exempt, professional group. They may also donate to an employee who is a member of the full-time faculty bargaining unit if and when the full-time faculty has a sick leave bank benefit included in its collective bargaining agreement. An Employee may receive a yearly maximum of 240 hours of donated sick leave credits from the eligible employees shown in the preceding paragraph. The Employee donating must maintain a minimum balance of 40 hours of sick leave, which they cannot donate. The donated credits are for use in the event that the recipient has used all of their own sick leave credits and annual leave credits. Sick leave bank credits may be used for the illness or injury of the Employee, their spouse or life partner, children, or other dependents as allowed by the Internal Revenue Service. Sick leave credit donations shall be made in no less than four-hour increments; shall be donated within 20 working days after the recipient has exhausted their leave credits; and shall be used in the order in which they were donated. Any unused sick leave credits shall be returned to the donor(s) within ten working days after the recipient first returns to work. Donated sick leave credits may be used by the recipient on a retroactive basis, beginning the day after their annual and sick leave credits are exhausted. A standing review committee shall be created and shall consist of three members of the Administration appointed by the college President and three members of the Classified Employees Union appointed by the FVCCCEU President. At least four of the six committee members must be present at any committee meeting in order for a decision to be made regarding the union member's request for sick leave credit donations. At this time the Committee shall determine whether the situation in question may appropriately be considered as catastrophic. It shall be the responsibility of the college President or the FVCCCEU President, as appropriate, to appoint a substitute to perform committee duties when committee members are unable to do so. Employees wishing to request sick leave credit donations and Employees wishing to donate sick leave credits may obtain forms for each purpose from the Human Resources Director who will then notify the committee members of the need to meet.
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Related to Sick Leave Bank for Catastrophic Events

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

  • Catastrophic Leave Program Leave credits, as defined below, may be transferred from one or more employees to another employee, on an hour-for-hour basis, in accordance with departmental policies upon the request of both the receiving employee and the transferring employee and upon approval of the employee's appointing authority, under the following conditions:

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

  • Sick Leave 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.

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