| |
Southwestern
Community College - Policies and Procedures Manual |
| Policy
Title: |
Voluntary
Shared Leave |
4.39 |
| Responsible
Division: |
Administrative
Services |
|
| Date
Approved: |
July
2002 |
|
| |
| VOLUNTARY
SHARED LEAVE |
| 1. |
The
purpose of voluntary shared leave is to allow
employees who may wish to voluntarily donate
a portion of their vacation or sick leave
to a fellow employee, who due to a serious
or prolonged medical condition, has exhausted
all their leave and is being placed on leave-without-pay
status. |
| 2.
|
| Participation
in the Program |
| a. |
If
the medical condition warrants it, an
employee may apply for or be nominated
for the shared leave program. |
| b. |
Medical
conditions for the purposes of this
policy means that an employee is likely
to require an absence from work for
a prolonged period (16 consecutive calendar
days or more) and will result in a substantial
loss of income to the employee who has
exhausted his leave account. |
| c.
|
Participation
in the program is limited to 280 hours
for the same medical condition. The
president may grant employee continuation
for a maximum of 400 hours if leave
without pay would have been granted. |
| d. |
The
medical condition may involve the immediate
family (spouse, children, parents, or
step-relationships). |
| e. |
It
is not the intent of this policy to
apply to incidental, normal or short-term
medical conditions. |
| f. |
Participants
must be full-time employees. Application
should be made in writing through the
immediate supervisor. Application should
include name, social security number,
where employed in the college, description
of medical condition, physician’s
statement, a signed release to allow
the status to be known, and an estimate
of the length of time needed to participate
in the program. |
|
| 3. |
| Administration
of the Program |
| a.
|
The
minimum amount of leave to be donated
is eight (8) hours. |
| b. |
An
employee may have no more than 20 hours
of combined vacation and sick leave
in his account to become eligible to
apply for shared leave. |
| c.
|
The
maximum amount of leave allowed to be
donated by one individual should not
exceed the individual’s annual
accrual rate. |
| d. |
An
employee may not directly or indirectly
intimate, threaten, coerce, or attempt
to intimidate, threaten, or coerce,
any other employee for the purpose of
interfering with any right which such
employee may have with respect to donating,
receiving, or using vacation or sick
leave under this program. Such action
by an employee shall be grounds for
disciplinary action by an employee shall
be grounds for disciplinary action up
to and including dismissal on the basis
of personal conduct. Individual leave
records are confidential and only individual
employees may reveal their donation
or receipt of leave. The employee donating
leave cannot receive remuneration for
the leave donated. |
| e. |
Withdrawals
from recipient’s leave account
will be charged to the recipient’s
account according to usual leave policies. |
| f. |
On
the date of implementation of the policy,
leave transferred under this program
will be available for use on a current
basis or may be retroactive for up to
30 calendar days to substitute for leave
without pay or advanced vacation or
sick leave already granted to the recipient.
Retroactively is limited to 30 calendar
days from the implementation date of
the policy. |
| g. |
At
the expiration of the medical condition,
as determined by a physician, any unused
leave in the recipient’s donated
leave account shall be treated as follows:
| 1. |
The
recipient’s combined vacation
and sick leave account balances
may not exceed 20 hours. |
| 2. |
Any
additional unused donated leave
beyond 20 hours will be prorated
and returned to the donors. |
| 3. |
Each
approved emergency medical condition
shall stand alone and leave donated
but not used in accordance with
the above provisions shall be
considered as having served its
purpose, shall lose its identity,
and the account closed. |
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