BC 1992 10 05 - Laserfiche WebLink

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89 This policy and program will provide the opportunity for employees to help each other by establishing a leave "bank", based upon a list of employees that volunteer to donate vacation leave when there is a need. POLICY In those cases of a medical condition, an employee may apply for or be nominated to become a recipient of donated vacation leave from other employees. For purposes of this policy medical condition means, a documented medical condition of an employee that is likely to require the employee's absence from duty for a period of four work weeks or more and to result in a substantial loss of income to the employee due to limited leave in the employee's account. The intent of this policy is to allow employees to assist one another in case of a crisis involving a serious or prolonged medical condition. It is not the intent of this policy to apply to incidental, normal, short-term medical conditions. The use of vacation leave on a shared basis for any purpose other than specified by this policy is prohibited. Participation in this program is limited to twenty-six weeks (based upon the employees normal work week), either continuously or, if for the same condition on a recurring basis. Extensions could be made on a month by month basis with adequate justification. Total donated leave granted should not exceed more than fifty-two weeks. An employee must have no vacation and sick leave in their accounts to become eligible to receive donated leave. An employee on workers' compensation leave who is drawing temporary total disability compensation may be eligible to participate in this program. Use of donated leave under the workers' compensation program would be limited to use during the required waiting period (first seven days of disability unless the disability continued for more than twenty eight days) and for the supplemental County pay provision (the use of sick leave to receive a supplemental payment for the difference between regular salary and the payment received under workers~ compensation) as provided in Section 22, Article VI, of the Cabarrus County Personnel Ordinance. An employee may not directly or indirectly intimidate, 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 leave under this program. Such 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 leave donated. ADMINISTRATION This program shall be administered by the County under the following guidelines: Application and Approval Process A. Applicant must have been employed in a regular status for a least six months. B. By letter of application to the department head, a recipient shall apply, or be nominated by a fellow employee to participate in the program. C. Application for participation would include name, social security number, classification, parent department, description of the medical condition and estimated length of time needed to participate in the program. D. Prior to making the employee's status public for the purpose of receiving shared leave, the employee must sign a release to allow the status to be known. E. The parent department head shall review the merits of the request and forward it to the County Manager with a recommendation to approve or disapprove. F. The County Manager, with the assistance of a review committee appointed by him/her, will make the final decision.