Common use of Catastrophic Leave Clause in Contracts

Catastrophic Leave. Donations of sick leave days to establish and maintain a sick leave bank will be initiated by the Human Resources Department on a form designed and furnished by the Treasurer. Individual members of the bargaining unit may donate a maximum of ten days of sick leave in any one school year. Any member of the bargaining unit who is currently absent due to a catastrophic, long- term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, and has applied but has not yet been approved for STRS or SERS disability, is eligible to receive sick leave days donated by other members of the bargaining unit. In addition, any member of the bargaining unit who is currently absent due to a member of the immediate household’s catastrophic, long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, is eligible to receive up to twenty (20) days of sick leave donated by other members of the bargaining unit, as described herein. For the purpose of this section, a “catastrophic illness or injury” shall be limited to matters which constitute a significant and serious medical condition such as: • Amputation of a limb • Spinal cord injuries • Severe head injury/trauma • Severe xxxxx • HIV spectrum disorders • Cancer • ALS (Amyotrophic Lateral Sclerosis) • Cerebral Palsy • Muscular Dystrophy • Hemophilia • Hepatitis • Stroke or cerebrovascular event/accident • Other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or long-term illness is not intended to include maternity leave and/or absence due to childbirth. However, complications resulting from pregnancy or childbirth which result in a catastrophic illness or injury may be included. Medical documentation shall be provided by the bargaining unit member to the Superintendent or his/her designee and made available when necessary for the determination of whether a catastrophic illness or injury has occurred and provided, as requested, to appropriate individuals. The employee may make application to the Assistant Superintendent – Human Resources and Operations to draw from the sick leave bank on an application form agreed to by the Board and the Union. Approval to draw from the sick leave bank shall be granted by the Superintendent’s designee. Employees qualifying under this section will continue to receive regular salary/wages and benefits until all donated days are exhausted. No employee will receive more donated sick leave than the workdays remaining in the school year in which they become eligible. Should the employee be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly to the Superintendent who upon hearing the appeal, shall, within ten days, issue a decision to either allow the employee to draw on the sick leave bank or uphold the denial of the employee’s application. Upon notification that the employee is either denied or approved for STRS or SERS disability retirement, the employee will no longer be eligible to withdraw days from the sick leave bank. Should the employee return to work after having drawn days from the sick leave bank, the employee shall contribute one sick day for every three days accumulated to the sick leave bank, to a maximum of five days per school year. Such contribution shall be deducted from the employee’s final pay of the school year. Such deductions shall continue until such time as the contribution of sick days equals the number of sick days withdrawn from the bank or the employee retires or resigns. At the staff member’s retirement from the District, any accumulated sick leave will be used to repay remaining sick leave days borrowed from the Sick Leave Bank before any redemption of unused sick leave is calculated.

Catastrophic Leave. Donations of sick leave days to establish and maintain a sick leave bank will be initiated by the Human Resources Department on a form designed and furnished by the Treasurer. Individual members of the bargaining unit may donate a maximum of ten days of sick leave in any one school year. Any member of the bargaining unit who is currently absent due to a catastrophic, long- term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, and has applied but has not yet been approved for STRS or SERS disability, is eligible to receive sick leave days donated by other members of the bargaining unit. In addition, any member of the bargaining unit who is currently absent due to a member of the immediate household’s catastrophic, long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, is eligible to receive up to twenty (20) days of sick leave donated by other members of the bargaining unit, as described herein. For the purpose of this section, a “catastrophic illness or injury” shall be limited to matters which constitute a significant and serious medical condition such as: • Amputation of a limb • Spinal cord injuries • Severe head injury/trauma • Severe xxxxx • HIV spectrum disorders • Cancer • ALS (Amyotrophic Lateral Sclerosis) • Cerebral Palsy • Muscular Dystrophy • Hemophilia • Hepatitis • Stroke or cerebrovascular event/accident • Other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or long-term illness is not intended to include maternity leave and/or absence due to childbirth. However, complications resulting from pregnancy or childbirth which result in a catastrophic illness or injury may be included. Medical documentation shall be provided by the bargaining unit member to the Superintendent or his/her designee and made available when necessary for the determination of whether a catastrophic illness or injury has occurred and provided, as requested, to appropriate individuals. The employee may make application to the Assistant Superintendent – Human Resources and Operations to draw from the sick leave bank on an application form agreed to by the Board and the Union. Approval to draw from the sick leave bank shall be granted by the Superintendent’s designee. Employees qualifying under this section will continue to receive regular salary/wages and benefits until all donated days are exhausted. No employee will receive more donated sick leave than the workdays work days remaining in the school year in which they become eligible. Should the employee be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly to the Superintendent who upon hearing the appeal, shall, within ten days, issue a decision to either allow the employee to draw on the sick leave bank or uphold the denial of the employee’s application. Upon notification that the employee is either denied or approved for STRS or SERS disability retirement, the employee will no longer be eligible to withdraw days from the sick leave bank. Should the employee return to work after having drawn days from the sick leave bank, the employee shall contribute one sick day for every three days accumulated to the sick leave bank, to a maximum of five days per school year. Such contribution shall be deducted from the employee’s final pay of the school year. Such deductions shall continue until such time as the contribution of sick days equals the number of sick days withdrawn from the bank or the employee retires or resigns. At the staff member’s retirement from the District, any accumulated sick leave will be used to repay remaining sick leave days borrowed from the Sick Leave Bank before any redemption of unused sick leave is calculated.

Catastrophic Leave. Donations of sick leave days to establish and maintain a sick leave bank will be initiated by the Human Resources Department on a form designed and furnished by the Treasurer. Individual members of the bargaining unit may donate a maximum of ten days of sick leave in any one school year. Any member of the bargaining unit who is currently absent due to a catastrophic, long- long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, and has applied but has not yet been approved for STRS or SERS disability, is eligible to receive sick leave days donated by other members of the bargaining unit. In addition, any member of the bargaining unit who is currently absent due to a member of the immediate household’s catastrophic, long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, is eligible to receive up to twenty (20) days of sick leave donated by other members of the bargaining unit, as described herein. For the purpose of this section, a “catastrophic illness or injury” shall be limited to matters which constitute a significant and serious medical condition such as: •  Amputation of a limb •  Spinal cord injuries •  Severe head injury/trauma •  Severe xxxxx •  HIV spectrum disorders •  Cancer •  ALS (Amyotrophic Lateral Sclerosis) •  Cerebral Palsy •  Muscular Dystrophy •  Hemophilia •  Hepatitis •  Stroke or cerebrovascular event/accident •  Other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or long-term illness is not intended to include maternity leave and/or absence due to childbirth. However, complications resulting from pregnancy or childbirth which result in a catastrophic illness or injury may be included. Medical documentation shall be provided by the bargaining unit member to the Superintendent or his/her designee and made available when necessary for the determination of whether a catastrophic illness or injury has occurred and provided, as requested, to appropriate individuals. The employee may make application to the Assistant Superintendent – - Human Resources and Operations to draw from the sick leave bank on an application form agreed to by the Board and the Union. Approval to draw from the sick leave bank shall be granted by the Superintendent’s designee. Employees qualifying under this section will continue to receive regular salary/wages and benefits until all donated days are exhausted. No employee will receive more donated sick leave than the workdays remaining in the school year in which they become eligible. Should the employee be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly to the Superintendent who upon hearing the appeal, shall, within ten days, issue a decision to either allow the employee to draw on the sick leave bank or uphold the denial of the employee’s application. Upon notification that the employee is either denied or approved for STRS or SERS disability retirement, the employee will no longer be eligible to withdraw days from the sick leave bank. Should the employee return to work after having drawn days from the sick leave bank, the employee shall contribute one sick day for every three days accumulated to the sick leave bank, to a maximum of five days per school year. Such contribution shall be deducted from the employee’s final pay of the school year. Such deductions shall continue until such time as the contribution of sick days equals the number of sick days withdrawn from the bank or the employee retires or resigns. At the staff member’s retirement from the District, any accumulated sick leave will be used to repay remaining sick leave days borrowed from the Sick Leave Bank before any redemption of unused sick leave is calculated.

Catastrophic Leave. Donations of sick leave days to establish and maintain a sick leave bank will be initiated by the Human Resources Department on a form designed and furnished by the Treasurer. Individual members of the bargaining unit may donate a maximum of ten days of sick leave in any one school year. Any member of the bargaining unit who is currently absent due to a catastrophic, long- long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, and has applied but has not yet been approved for STRS or SERS disability, is eligible to receive sick leave days donated by other members of the bargaining unit. In addition, any member of the bargaining unit who is currently absent due to a member of the immediate household’s catastrophic, long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, is eligible to receive up to twenty (20) days of sick leave donated by other members of the bargaining unit, as described herein. For the purpose of this section, a “catastrophic illness or injury” shall be limited to matters which constitute a significant and serious medical condition such as: • Amputation of a limb • Spinal cord injuries • Severe head injury/trauma • Severe xxxxx • HIV spectrum disorders • Cancer • ALS (Amyotrophic Lateral Sclerosis) • Cerebral Palsy • Muscular Dystrophy • Hemophilia • Hepatitis • Stroke or cerebrovascular event/accident • Other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or long-term illness is not intended to include maternity leave and/or absence due to childbirth. However, complications resulting from pregnancy or childbirth which result in a catastrophic illness or injury may be included. Medical documentation shall be provided by the bargaining unit member to the Superintendent or his/her designee and made available when necessary for the determination of whether a catastrophic illness or injury has occurred and provided, as requested, to appropriate individuals. The employee may make application to the Assistant Superintendent – - Human Resources and Operations to draw from the sick leave bank on an application form agreed to by the Board and the Union. Approval to draw from the sick leave bank shall be granted by the Superintendent’s designee. Employees qualifying under this section will continue to receive regular salary/wages and benefits until all donated days are exhausted. No employee will receive more donated sick leave than the workdays remaining in the school year in which they become eligible. Should the employee be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly to the Superintendent who upon hearing the appeal, shall, within ten days, issue a decision to either allow the employee to draw on the sick leave bank or uphold the denial of the employee’s application. Upon notification that the employee is either denied or approved for STRS or SERS disability retirement, the employee will no longer be eligible to withdraw days from the sick leave bank. Should the employee return to work after having drawn days from the sick leave bank, the employee shall contribute one sick day for every three days accumulated to the sick leave bank, to a maximum of five days per school year. Such contribution shall be deducted from the employee’s final pay of the school year. Such deductions shall continue until such time as the contribution of sick days equals the number of sick days withdrawn from the bank or the employee retires or resigns. At the staff member’s retirement from the District, any accumulated sick leave will be used to repay remaining sick leave days borrowed from the Sick Leave Bank before any redemption of unused sick leave is calculated.

Catastrophic Leave. Donations The Catastrophic Leave Donation Program is a voluntary leave donation program that provides a means to assist employees who experience a catastrophic event and have exhausted their paid leave benefits. The Catastrophic Leave Donation Program allows for the voluntary donation of accrued leave from one employee to another employee. It is expected that employees will exhibit good stewardship over their sick leave and vacation accruals by maintaining adequate balances if extended time away from work ever becomes necessary. However, the Employer realizes that a situation may arise in which an employee may experience a catastrophic event and has exhausted his or her paid leave benefits. This program is not an additional leave entitlement or benefit, but rather a means of allowing employees to assist colleagues in need. A catastrophic event is an extremely severe health-related situation necessitating an employee’s absence from work for an extended period of time. These events are one’s own terminal, life- threatening, or other grave illness/injury, or an immediate family member’s terminal, life-threatening, or other grave illness/injury. At the option of the employee, he/she may contribute up to ten (10) eight (8) hour days to establish and maintain a sick leave bank will be initiated by the Human Resources Department on a form designed and furnished by the Treasurer. Individual members another employee with two or more weeks of the bargaining unit may donate a maximum of ten days of sick leave in any one school year. Any member of the bargaining unit who is currently absent unpaid hours due to a catastrophic, long- term, life-threatening illness or accident and has exhausted all of catastrophic event. The receiving employee must make an official written request (includes email requests) to his/her accumulated sick leaveimmediate supervisor or Human Resources if he/she would like to be considered for Catastrophic Leave donations. The supervisor, and has applied but has not yet been approved for STRS or SERS disabilityHuman Resources, is eligible to receive sick leave days donated by other members shall have seven (7) calendar days, after receipt of the bargaining unitwritten request, to respond to the employee’s request in writing. In additionIf catastrophic leave is denied the supervisor, any member of the bargaining unit who is currently absent due to a member of the immediate household’s catastrophicor Human Resources, long-term, life-threatening illness or accident and has exhausted all of shall provide his/her accumulated sick leave, is eligible to receive up to twenty reasoning. A contributing employee must have a remaining balance of at least eighty (2080) days hours of sick leave donated by other members of the bargaining unit, as described herein. For the purpose of this section, a “catastrophic illness or injury” shall be limited to matters which constitute a significant and serious medical condition such as: • Amputation of a limb • Spinal cord injuries • Severe head injury/trauma • Severe xxxxx • HIV spectrum disorders • Cancer • ALS (Amyotrophic Lateral Sclerosis) • Cerebral Palsy • Muscular Dystrophy • Hemophilia • Hepatitis • Stroke or cerebrovascular event/accident • Other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or long-term illness is not intended to include maternity leave and/or absence due to childbirth. However, complications resulting from pregnancy or childbirth which result in a catastrophic illness or injury may be included. Medical documentation shall be provided by the bargaining unit member to the Superintendent or his/her designee and made available when necessary for the determination of whether a catastrophic illness or injury has occurred and provided, as requested, to appropriate individualsannual leave. The employee may make application to the Assistant Superintendent – Human Resources and Operations to draw from the sick leave bank contributed hours are on an application form agreed to by hour-to-hour basis and are not recoverable except through the Board and the Unionmonthly accrual process. Approval to draw from the sick leave bank shall be granted by the Superintendent’s designee. Employees qualifying under this section will continue to receive regular salary/wages and benefits until all donated days are exhausted. No employee will receive more donated sick leave than the workdays remaining in the school year in which they become eligible. Should the employee be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly to the Superintendent who upon hearing the appeal, shall, within ten days, issue a decision to either allow the employee to draw on the sick leave bank or uphold the denial of the employee’s application. Upon notification that the employee is either denied or approved for STRS or SERS disability retirement, the employee will no longer be eligible to withdraw days from the sick leave bank. Should the employee return to work after having drawn days from the sick leave bank, the employee shall contribute one sick day for every three days accumulated to the sick leave bank, to a maximum of five days per school year. Such contribution shall be deducted from the employee’s final pay of the school year. Such deductions shall continue until such time as the contribution of sick days equals the number of sick days withdrawn from the bank or the employee retires or resigns. At the staff member’s retirement from the District, any accumulated sick leave Hours will be used to repay remaining sick leave days borrowed from the Sick Leave Bank before any redemption of unused sick leave is calculatedon a first-in/first-out basis. Donations utilized will appear as deductions on an employees pay stub.

Catastrophic Leave. Donations of sick leave days to establish and maintain a sick leave bank will be initiated by the Human Resources Department on a form designed and furnished by the Treasurer. Individual members of the bargaining unit may donate a maximum of ten days of sick leave in any one school year. Any member of the bargaining unit who is currently absent due to a catastrophic, long- term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, and has applied but has not yet been approved for STRS or SERS disability, is eligible to receive sick leave days donated by other members of the bargaining unit. In addition, any member of the bargaining unit who is currently absent due to a member of the immediate household’s catastrophic, long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, is eligible to receive up to twenty (20) days of sick leave donated by other members of the bargaining unit, as described herein. For the purpose of this section, a “catastrophic illness or injury” shall be limited to matters which constitute a significant and serious medical condition such as: • Amputation of a limb • Spinal cord injuries • Severe head injury/trauma • Severe xxxxx bums • HIV spectrum disorders • Cancer • ALS (Amyotrophic Lateral Sclerosis) • Cerebral Palsy • Muscular Dystrophy • Hemophilia • Hepatitis • Stroke or cerebrovascular event/accident • Other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or long-term illness is not intended to include maternity leave and/or absence due to childbirth. However, complications resulting from pregnancy or childbirth which result in a catastrophic illness or injury may be included. Medical documentation shall be provided by the bargaining unit member to the Superintendent or his/her designee and made available when necessary for the determination of whether a catastrophic illness or injury has occurred and provided, as requested, to appropriate individuals. The employee may make application to the Assistant Superintendent – Human Resources and Operations to draw from the sick leave bank on an application form agreed to by the Board and the Union. Approval to draw from the sick leave bank shall be granted by the Superintendent’s designee. Employees qualifying under this section will continue to receive regular salary/wages and benefits until all donated days are exhausted. No employee will receive more donated sick leave than the workdays remaining in the school year in which they become eligible. Should the employee be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly to the Superintendent who upon hearing the appeal, shall, within ten days, issue a decision to either allow the employee to draw on the sick leave bank or uphold the denial of the employee’s application. Upon notification that the employee is either denied or approved for STRS or SERS disability retirement, the employee will no longer be eligible to withdraw days from the sick leave bank. Should the employee return to work after having drawn days from the sick leave bank, the employee shall contribute one sick day for every three days accumulated to the sick leave bank, to a maximum of five days per school year. Such contribution shall be deducted from the employee’s final pay of the school year. Such deductions shall continue until such time as the contribution of sick days equals the number of sick days withdrawn from the bank or the employee retires or resigns. At the staff member’s retirement from the District, any accumulated sick leave will be used to repay remaining sick leave days borrowed from the Sick Leave Bank before any redemption of unused sick leave is calculated.

Catastrophic Leave. Donations of sick leave days to establish and maintain a sick leave bank will be initiated by the Human Resources Department on a form designed and furnished by the Treasurer. Individual members of the bargaining unit may donate a maximum of ten days of sick leave in any one school year. Any member of the bargaining unit who is currently absent due to a catastrophic, long- long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, and has applied but has not yet been approved for STRS or SERS disability, is eligible to receive sick leave days donated by other members of the bargaining unit. In addition, any member of the bargaining unit who is currently absent due to a member of the immediate household’s catastrophic, long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, is eligible to receive up to twenty (20) days of sick leave donated by other members of the bargaining unit, as described herein. For the purpose of this section, a “catastrophic illness or injury” shall be limited to matters which constitute a significant and serious medical condition such as: •  Amputation of a limb •  Spinal cord injuries •  Severe head injury/trauma •  Severe xxxxx •  HIV spectrum disorders •  Cancer •  ALS (Amyotrophic Lateral Sclerosis) •  Cerebral Palsy •  Muscular Dystrophy •  Hemophilia •  Hepatitis •  Stroke or cerebrovascular event/accident •  Other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or long-term illness is not intended to include maternity leave and/or absence due to childbirth. However, complications resulting from pregnancy or childbirth which result in a catastrophic illness or injury may be included. Medical documentation shall be provided by the bargaining unit member to the Superintendent or his/her designee and made available when necessary for the determination of whether a catastrophic illness or injury has occurred and provided, as requested, to appropriate individuals. The employee may make application to the Assistant Superintendent – Director of Human Resources and Operations to draw from the sick leave bank on an application form agreed to by the Board and the Union. Approval to draw from the sick leave bank shall be granted by the Superintendent’s designee. Employees qualifying under this section will continue to receive regular salary/wages and benefits until all donated days are exhausted. No employee will receive more donated sick leave than the workdays remaining in the school year in which they become eligible. Should the employee be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly to the Superintendent who upon hearing the appeal, shall, within ten days, issue a decision to either allow the employee to draw on the sick leave bank or uphold the denial of the employee’s application. Upon notification that the employee is either denied or approved for STRS or SERS disability retirement, the employee will no longer be eligible to withdraw days from the sick leave bank. Should the employee return to work after having drawn days from the sick leave bank, the employee shall contribute one sick day for every three days accumulated to the sick leave bank, to a maximum of five days per school year. Such contribution shall be deducted from the employee’s final pay of the school year. Such deductions shall continue until such time as the contribution of sick days equals the number of sick days withdrawn from the bank or the employee retires or resigns. At the staff member’s retirement from the District, any accumulated sick leave will be used to repay remaining sick leave days borrowed from the Sick Leave Bank before any redemption of unused sick leave is calculated.

Catastrophic Leave. Donations of sick leave days to establish and maintain a sick leave bank will be initiated by the Human Resources Department on a form designed and furnished by the Treasurer. Individual members of the bargaining unit may donate a maximum of ten days of sick leave in any one school year. Any member of the bargaining unit who is currently absent due to a catastrophic, long- long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, and has applied but has not yet been approved for STRS or SERS disability, is eligible to receive sick leave days donated by other members of the bargaining unit. In addition, any member of the bargaining unit who is currently absent due to a member of the immediate household’s catastrophic, long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, is eligible to receive up to twenty (20) days of sick leave donated by other members of the bargaining unit, as described herein. For the purpose of this section, a “catastrophic illness or injury” shall be limited to matters which constitute a significant and serious medical condition such as: • Amputation of a limb • Spinal cord injuries • Severe head injury/trauma • Severe xxxxx • HIV spectrum disorders • Cancer • ALS (Amyotrophic Lateral Sclerosis) • Cerebral Palsy • Muscular Dystrophy • Hemophilia • Hepatitis • Stroke or cerebrovascular event/accident • Other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or long-term illness is not intended to include maternity leave and/or absence due to childbirth. However, complications resulting from pregnancy or childbirth which result in a catastrophic illness or injury may be included. Medical documentation shall be provided by the bargaining unit member to the Superintendent or his/her designee and made available when necessary for the determination of whether a catastrophic illness or injury has occurred and provided, as requested, to appropriate individuals. The employee may make application to the Assistant Superintendent – Director of Human Resources and Operations to draw from the sick leave bank on an application form agreed to by the Board and the Union. Approval to draw from the sick leave bank shall be granted by the Superintendent’s designee. Employees qualifying under this section will continue to receive regular salary/wages and benefits until all donated days are exhausted. No employee will receive more donated sick leave than the workdays remaining in the school year in which they become eligible. Should the employee be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly to the Superintendent who upon hearing the appeal, shall, within ten days, issue a decision to either allow the employee to draw on the sick leave bank or uphold the denial of the employee’s application. Upon notification that the employee is either denied or approved for STRS or SERS disability retirement, the employee will no longer be eligible to withdraw days from the sick leave bank. Should the employee return to work after having drawn days from the sick leave bank, the employee shall contribute one sick day for every three days accumulated to the sick leave bank, to a maximum of five days per school year. Such contribution shall be deducted from the employee’s final pay of the school year. Such deductions shall continue until such time as the contribution of sick days equals the number of sick days withdrawn from the bank or the employee retires or resigns. At the staff member’s retirement from the District, any accumulated sick leave will be used to repay remaining sick leave days borrowed from the Sick Leave Bank before any redemption of unused sick leave is calculated.

Catastrophic Leave. Donations ‌ The Catastrophic Leave Donation Program is a voluntary leave donation program that provides a means to assist employees who experience a catastrophic event and have exhausted their paid leave benefits. The Catastrophic Leave Donation Program allows for the voluntary donation of accrued leave from one employee to another employee. It is expected that employees will exhibit good stewardship over their sick leave and vacation accruals by maintaining adequate balances if extended time away from work ever becomes necessary. However, the Employer realizes that a situation may arise in which an employee may experience a catastrophic event and has exhausted his or her paid leave benefits. This program is not an additional leave entitlement or benefit, but rather a means of allowing employees to assist colleagues in need. A catastrophic event is an extremely severe health-related situation necessitating an employee’s absence from work for an extended period of time. These events are one’s own terminal, life-threatening, or other grave illness/injury, or an immediate family member’s terminal, life-threatening, or other grave illness/injury. At the option of the employee, he/she may contribute up to ten (10) eight (8) hour days to establish and maintain a sick leave bank will be initiated by the Human Resources Department on a form designed and furnished by the Treasurer. Individual members another employee with two or more weeks of the bargaining unit may donate a maximum of ten days of sick leave in any one school year. Any member of the bargaining unit who is currently absent unpaid hours due to a catastrophic, long- term, life-threatening illness or accident and has exhausted all of catastrophic event. The receiving employee must make an official request to his/her accumulated sick leaveimmediate supervisor. The supervisor shall have seven (7) calendar days to respond to the request in writing. If catastrophic leave is denied, and has applied but has not yet been approved for STRS or SERS disability, is eligible to receive sick leave days donated by other members of the bargaining unit. In addition, any member of the bargaining unit who is currently absent due to a member of the immediate household’s catastrophic, long-term, life-threatening illness or accident and has exhausted all of supervisor shall provide his/her accumulated sick leave, is eligible to receive up to twenty reasoning. A contributing employee must have a remaining balance of at least eighty (2080) days hours of sick leave donated by other members of and/or annual leave. The contributed hours are on an hour-to-hour basis and are not recoverable except through the bargaining unit, as described hereinmonthly accrual process. For the purpose of this section, Hours will be used on a “catastrophic illness or injury” shall be limited to matters which constitute a significant and serious medical condition such as: • Amputation of a limb • Spinal cord injuries • Severe head injuryfirst- in/trauma • Severe xxxxx • HIV spectrum disorders • Cancer • ALS (Amyotrophic Lateral Sclerosis) • Cerebral Palsy • Muscular Dystrophy • Hemophilia • Hepatitis • Stroke or cerebrovascular event/accident • Other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or longfirst-term illness is out basis. If an employee contributes hours that are not intended to include maternity leave and/or absence due to childbirth. However, complications resulting from pregnancy or childbirth which result in a catastrophic illness or injury may be included. Medical documentation shall be provided by the bargaining unit member to the Superintendent or used then his/her designee and made available when necessary for the determination of whether a catastrophic illness or injury has occurred and provided, as requested, to appropriate individuals. The employee may make application to the Assistant Superintendent – Human Resources and Operations to draw from the sick leave bank on an application form agreed to by the Board and the Union. Approval to draw from the sick leave bank shall be granted by the Superintendent’s designee. Employees qualifying under this section will continue to receive regular salary/wages and benefits until all donated days are exhausted. No employee will receive more donated sick leave than the workdays remaining in the school year in which they become eligible. Should the employee be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly to the Superintendent who upon hearing the appeal, shall, within ten days, issue a decision to either allow the employee to draw on the sick leave bank or uphold the denial of the employee’s application. Upon notification that the employee is either denied or approved for STRS or SERS disability retirement, the employee will no longer be eligible to withdraw days from the sick leave bank. Should the employee return to work after having drawn days from the sick leave bank, the employee shall contribute one sick day for every three days accumulated to the sick leave bank, to a maximum of five days per school year. Such contribution shall be deducted from the employee’s final pay of the school year. Such deductions shall continue until such time as the contribution of sick days equals the number of sick days withdrawn from the bank or the employee retires or resigns. At the staff member’s retirement from the District, any accumulated sick leave donation sheet will be used to repay remaining sick leave days borrowed from the Sick Leave Bank before any redemption of unused sick leave is calculatedreturned as proof that no hours were deducted.

Catastrophic Leave. Donations of sick leave days to establish and maintain a sick leave bank will be initiated by the Human Resources Department on a form designed and furnished by the Treasurer. Individual members of the bargaining unit may donate a maximum of ten days of sick leave in any one school year. Any member of the bargaining unit who is currently absent due to a catastrophic, long- long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, and has applied but has not yet been approved for STRS or SERS disability, is eligible to receive sick leave days donated by other members of the bargaining unit. In addition, any member of the bargaining unit who is currently absent due to a member of the immediate household’s catastrophic, long-term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, is eligible to receive up to twenty (20) days of sick leave donated by other members of the bargaining unit, as described herein. For the purpose of this section, a “catastrophic illness or injury” shall be limited to matters which constitute a significant and serious medical condition such as: •  Amputation of a limb •  Spinal cord injuries •  Severe head injury/trauma •  Severe xxxxx •  HIV spectrum disorders •  Cancer •  ALS (Amyotrophic Lateral Sclerosis) •  Cerebral Palsy •  Muscular Dystrophy •  Hemophilia •  Hepatitis •  Stroke or cerebrovascular event/accident •  Other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or long-term illness is not intended to include maternity leave and/or absence due to childbirth. However, complications resulting from pregnancy or childbirth which result in a catastrophic illness or injury may be included. Medical documentation shall be provided by the bargaining unit member to the Superintendent or his/her designee and made available when necessary for the determination of whether a catastrophic illness or injury has occurred and provided, as requested, to appropriate individuals. The employee may make application to the Assistant Superintendent – - Human Resources and Operations to draw from the sick leave bank on an application form agreed to by the Board and the Union. Approval to draw from the sick leave bank shall be granted by the Superintendent’s designee. Employees qualifying under this section will continue to receive regular salary/wages and benefits until all donated days are exhausted. No employee will receive more donated sick leave than the workdays remaining in the school year in which they become eligible. Should the employee be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly to the Superintendent who upon hearing the appeal, shall, within ten days, issue a decision to either allow the employee to draw on the sick leave bank or uphold the denial of the employee’s application. Upon notification that the employee is either denied or approved for STRS or SERS disability retirement, the employee will no longer be eligible to withdraw days from the sick leave bank. Should the employee return to work after having drawn days from the sick leave bank, the employee shall contribute one sick day for every three days accumulated to the sick leave bank, to a maximum of five days per school year. Such contribution shall be deducted from the employee’s final pay of the school year. Such deductions shall continue until such time as the contribution of sick days equals the number of sick days withdrawn from the bank or the employee retires or resigns. At the staff member’s retirement from the District, any accumulated sick leave will be used to repay remaining sick leave days borrowed from the Sick Leave Bank before any redemption of unused sick leave is calculated.

Catastrophic Leave. Donations A pool of sick leave one hundred (100) days to establish and maintain a sick leave bank will shall be initiated established by the Human Resources Department on School Board to be used by teachers who, as a form designed and furnished result of some crisis, have the need to be absent for an extended period of time. The teacher must first exhaust all other applicable leave before catastrophic leave can be considered. The Superintendent shall have the right to grant catastrophic leave for up to three (3) days. For leaves of more than three (3) days, the catastrophic leave pool shall be managed by the Treasurer. Individual members a committee comprised of the bargaining unit may donate a maximum of ten days of sick leave in any one school year. Any member of the bargaining unit who is currently absent due to a catastrophicSchool Board member, long- term, life-threatening illness or accident and has exhausted all of his/her accumulated sick leave, and has applied but has not yet been approved for STRS or SERS disability, is eligible to receive sick leave days donated by other members of the bargaining unit. In addition, any member of the bargaining unit who is currently absent due to a member of the immediate householdAssociation’s catastrophicexecutive committee, long-terma teacher from the building in which the teacher requesting the leave works, life-threatening illness or accident a building principal appointed by the Superintendent, and has exhausted all of his/her accumulated sick leave, is eligible the Superintendent. Requests to receive up to twenty use more than three (203) days of catastrophic leave shall be made in writing to the Superintendent who shall convene the committee, which shall act on the request. Committee decisions must be made by at least a 4-to-1 majority. Catastrophic leave is to be used in those situations involving death and/or a potentially fatal illness. Catastrophic leave is not to be used for pregnancy-related absences. In rare instances when a teacher has used all available sick leave donated by other members of the bargaining unit, as described herein. For the purpose of this section, a “catastrophic illness or injury” shall be limited to matters which constitute a significant and serious medical condition such as: • Amputation of a limb • Spinal cord injuries • Severe head injury/trauma • Severe xxxxx • HIV spectrum disorders • Cancer • ALS (Amyotrophic Lateral Sclerosis) • Cerebral Palsy • Muscular Dystrophy • Hemophilia • Hepatitis • Stroke or cerebrovascular event/accident • Other serious rare disease(s) and/or debilitating conditions (as determined by a duly licensed physician) Catastrophic or long-term illness is not intended to include maternity leave and/or facing an extended absence due to childbirth. Howevera personal or family emergency, complications resulting from pregnancy or childbirth which result in a catastrophic illness or injury may be included. Medical documentation shall be provided by the bargaining unit member to the Superintendent or his/her designee and made available when necessary for the determination of whether a catastrophic illness or injury has occurred and provided, as requested, to appropriate individuals. The employee that teacher may make application to use the Assistant Superintendent – Human Resources and Operations catastrophic leave pool; said application shall be considered by the committee in accordance with the provisions identified in the first paragraph above. Teachers may periodically be asked by the committee to draw from contribute portions of their unused accumulated sick leave to the pool to replace used days. Only teachers with at least forty-five (45) days in their accumulative sick leave bank on an application form agreed may donate to the Catastrophic Leave Bank, which will be administered by the Board Association. The District will administer the crediting and the Uniondeduction of days. Approval to draw Teachers may not donate more than three (3) days per year from the sick leave bank shall be granted by the Superintendent’s designee. Employees qualifying under this section will continue to receive regular salary/wages and benefits until all donated days are exhausted. No employee will receive more donated sick leave than the workdays remaining in the school year in which they become eligible. Should the employee be denied eligibility to draw from the sick leave bank, the Union shall have the opportunity to appeal directly to the Superintendent who upon hearing the appeal, shall, within ten days, issue a decision to either allow the employee to draw on the sick leave bank or uphold the denial of the employee’s application. Upon notification that the employee is either denied or approved for STRS or SERS disability retirement, the employee will no longer be eligible to withdraw days from the their accumulative sick leave bank. Should Each donated day shall have a value of one (1) accumulative leave day. The committee shall have no authority to approve catastrophic leave for more days than are available in the employee return to work after having drawn days from the sick leave bankpool. To be eligible for catastrophic leave, the employee shall contribute one sick day for every three days accumulated to teacher making the sick leave bank, to a maximum of five days per school year. Such contribution shall request must be deducted from the employee’s final pay of the school year. Such deductions shall continue until such time as the contribution of sick days equals the number of sick days withdrawn from the bank or the employee retires or resigns. At the staff member’s retirement from covered by the District, any accumulated sick ’s income protection insurance program. Teachers who are denied income insurance protection coverage by the District’s income protection insurance carrier will remain eligible for catastrophic leave. Approved catastrophic leave will be used to repay remaining sick leave days borrowed from shall cease immediately upon eligibility for benefits under the Sick Leave Bank before any redemption of unused sick leave is calculatedDistrict’s income protection insurance program.