Sick Leave Donations. Sick leave donations shall be administered in accordance with University policy on sick leave fund and sick leave grants. It is the policy of Montana State University-Bozeman to allow eligible University employees to share accumulated sick leave with other eligible employees according to guidelines developed by the Board of Regents to comply with 2-18-618, M.C.A. It is the objective of this policy to establish eligibility requirements and procedures to administer donated sick leave. No funds shall be attached to any hours of sick leave which are donated or received through this program. Since the department employing the recipient of sick leave donations must pay all costs for the use of that sick leave, department head/director and xxxx/vice president approval must be obtained before an employee can accept the donation of any sick leave. This policy allow, but does not guarantee, the establishment of a pool of donated sick leave hours for eligible employees to draw from in accordance with this policy.
Sick Leave Donations. In the event a member of the bargaining unit experiences a catastrophic illness or debilitating injury and exhausts sick leave as a result, the ETA and the administration may agree to establish a mechanism to allow for continued medical coverages and/or receipt of compensation. Any agreement on, failure to agree on or failure to request the establishment of such a mechanism shall not be precedent setting, shall not be subject to the grievance procedure and/or an unfair labor practice charge.
Sick Leave Donations. A faculty member may donate not less than one-half day nor more than two days of sick leave to another faculty member who has exhausted his/her sick leave due to a serious personal illness. Subject to budget limitations, a maximum of 45 days of sick leave may be donated to any one employee during an academic year. The parties will work cooperatively to provide affordable coverage of the absent employee's responsibilities.
Sick Leave Donations. 12.2.1 In the event a member of the bargaining unit exhausts their sick leave and the employee is not eligible for salary replacement (either on a full or partial basis) through another source, such as workers compensation AND the employee has exhausted all other leaves, the Association will notify the District Office of its intent to request sick leave donations from its members. Maternity/paternity leave and well infant/child care do not qualify for this supplement.
12.2.2 The bargaining unit will establish a "Sick Leave Donation" committee of (3) three classified each year to meet and review the request of sick leave donations.
1. Requests can be made through the District payroll office using the Sick Leave Donation Request Form. No other forms of solicitation are allowed. The District will submit the request to the committee for review. Employees may only receive donations two (2) times a year.
2. The committee will respond to the payroll specialist within three (3) working days of receiving the notification.
3. Special allowances may be made on a case-by-case basis.
4. The committee needs to keep a record of recipients from year-to-year.
12.2.3 It is understood that the donation is voluntary on the part of the members with a minimum of four (4) hours and a maximum of eight (8) hours donation for any occurrence. An additional contribution may be made if all donated hours are exhausted before the employee qualifies for other benefits.
12.2.4 The donated hours will be used in the order in which they were contributed and any hours not used will revert to the donor.
12.2.5 No sick leave bank is intended or established by the terms of this Agreement. It is understood that once an employee agrees to make a donation that decision is irreversible.
12.2.6 Sick leave donations must be in place prior to finalization of monthly payroll and cannot be done retroactively.
Sick Leave Donations. Sick leave utilized must not exceed the amount accrued by the employee. If an employee is ill and has exhausted his/her sick leave accruals and needs more time away from work, he/she may utilize his/her accrued annual leave. If an employee is ill and has exhausted all his/her sick leave and vacation leave accruals and requires more time away from work, members of the CRAFTS UNIONS may donate one
(1) day of sick leave to an employee on an individual basis. Requests for donations by employees must be approved by Management and are requested and coordinated through Human Resources. The maximum amount an employee can receive or donate is fifteen (15) days in a calendar year.
Sick Leave Donations. 021 A bargaining unit member who, after attaining at least one (1) year of seniority under Section 13.04 of this Agreement, is absent for thirty (30) or more consecutive work days due to a catastrophic illness of the member or his/her spouse or minor child and whose sick leave is exhausted may qualify for donated sick leave days as specified in this Section. It is mutually recognized that pregnancy-related disabilities (including prescribed bed rest) do not qualify for donated days, although an extraordinary catastrophic complication might. A bargaining unit member whose sick leave has been exhausted by intermittent use does not qualify for donated days under this Section.
Sick Leave Donations. The purpose of sick leave donations shall be to extend to those members additional sick leave days should a serious illness or injury cause a member to exhaust the member’s accumulated leave days. Upon depleting all available leave and after obtaining a doctor’s statement certifying a physical illness or injury rendering a member unable to perform duties listed on a member’s job description for a period of more than ten (10) workdays, a member may request a donation of days. When a request is approved by the OSEA chapter leadership a request will be made by the OSEA chapter leadership for participating employees to contribute their sick leave, in half-day increments up to one full-day, to a common bank.
1. The cumulative number of donated days shall not exceed thirty (30) days per donation request. No days will be carried over if not used. In the event that the sick leave days are depleted, the Association has the right to seek out further donations.
2. The OSEA Chapter 40 Executive Board or their designee will determine grants from the Sick Leave Bank. Inquiries to Human Resources shall be referred to the OSEA Chapter President.
3. After reviewing the employee’s application, the OSEA Chapter President or designee will notify Human Resources regarding the employee’s need to use days from the bank and the number of days granted to the employee. Payroll will process the days as instructed by the Association.
4. The OSEA Chapter leadership or their designee will keep accurate records of the days contributed to the Bank, days accumulated in the Bank and days used from the Bank. Upon request OSEA Chapter 40 will provide the District with an update regarding the number of days in the Bank.
5. The District is not responsible for any personal tax liability that may incur by the donating member or the receiving member, should any liability arise.
6. Donated sick leave does not protect position or benefits.
Sick Leave Donations. A participating member may contribute in ½ day increments up to 7.5 hours of sick leave to a common donation.
1. The cumulative number of donated days shall not exceed 30 days per donation request. The Association has the right to seek out further donations based on grant requests.
2. The DDEA Executive Council or their designee will determine grants from the Sick Leave Bank. Inquiries to Human Resources shall be referred to the DDEA President.
3. After reviewing the licensed professional’s application, the DDEA President or designee will notify Human Resources regarding the licensed professional’s need to use days from the Bank and the number of days granted to the licensed professional.
a) Once a licensed professional has been approved for use of sick leave donation days, the DDEA President will request donations from the licensed staff in the licensed professional’s building.
b) If the donated sick leave days from the licensed professional’s building total less than the number of days granted, then the DDEA President will request sick leave day donations from all licensed staff.
c) Licensed staff will use the DDEA Sick Leave donation form to make a donation and these forms will be filled out and returned directly to the DDEA President.
d) As the DDEA president receives the donation forms, each one will be time stamped so as to know the order in which the donations were received.
e) Any donated increment that exceeds the total number of days requested will be returned to the licensed professional who donated that increment.
f) Payroll will process the days as instructed by the Association.
4. The DDEA will keep accurate records of the days contributed for donations. Upon request the DDEA will provide the District with an update regarding the number of days used from the donations.
5. The District is not responsible for any personal tax liability that may incur by the donating member or the receiving member, should any liability arise.
Sick Leave Donations. Employees in the Unit as well as officers above the rank of sergeant and other non-bargaining unit employees in the Police Department may donate sick leave for the purpose of providing authorized sick leave to any Unit member who has exhausted all accrued annual, compensatory and sick leave. Sick leave means leave earned under Section A. of this Article. The procedures governing donation of sick leave followed in implementing the Sick Leave Donor Program established by the predecessor Agreement between the parties shall remain in effect, except as provided in Section P of this Article. Where the FOP has an established leave donation agreement with another bargaining unit within Xxxxxxxxxx County, the employer agrees to honor the agreement pursuant to the applicable contractual requirements of the bargaining unit and transfer sick leave as requested.
Sick Leave Donations. In the event a member of the bargaining unit experiences a personal catastrophic illness or injury and exhausts sick leave as a result, the WEA and the Superintendent may agree to establish a mechanism to allow for continued medical coverages and/or receipt of compensation. Any agreement on, failure to agree on or failure to request the establishment of such a mechanism shall not be precedent setting and shall not be subject to the grievance procedure and/or an unfair labor practice charge.
