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IS-2100 Catastrophic Leave Donation (Policy)

Human Resources

Release Date: 05/14/07
Revision 1: 02/19/20
Revision 2: 06/09/20

Policy

CNM Board Policy

Employee Handbook 8.20, Catastrophic Leave Donation Program (CLDP)

Administrative Directive

Introduction

The Catastrophic Leave Donation Program (CLDP) permits salary and benefits continuation for employees who have exhausted all paid leave due to serious illness or injury of the employee or a qualified individual as defined in Employee Handbook 8.20. The employee's salary and benefit continuation is achieved through donations of sick leave hours from other CNM employees on a voluntary basis.

1.Catastrophic Illness Definition

Catastrophic illness/injury is one that has incapacitated an employee from performing normal work. Illnesses or injuries which result in intermittent absences from work may be considered catastrophic (for example: cancer, AIDS, novel viruses, non-elective major surgery, etc.). Such illnesses or injuries must be considered both long term in nature and require long-term recuperation periods.

Any absence to receive multiple treatments (including any period of recovery) by, or referral by, a licensed health care provider for a condition that likely would result in incapacity of more than three consecutive days if left untreated (for example: chemotherapy, physical therapy, dialysis, etc.) may be considered a catastrophic illness/injury. Routine pregnancies are not considered catastrophic in nature; however, complications arising from pregnancy may be considered catastrophic.

Conditions which are short term in nature (for example: flu, measles, common illnesses, common injuries, etc.) are not deemed catastrophic, unless otherwise noted by a healthcare provider.

Where the provisions of the CLDP are in conflict with the collective bargaining agreements, the collective bargaining agreements shall take precedence.

2. Eligibility

2.1 In order for program recipients to receive donated hours they must:

  • Be a CNM employee who accrues, sick l leave;
  • Have been employed with CNM for at least 6 months
  • Have requested catastrophic leave due to illness or injury;
  • Have written verification of catastrophic illness/injury from a licensed medical provider;
  • Have exhausted all paid leave earned pursuant to the applicable personnel policies covering annual leave, personal leave and/or sick leave;
  • Not receive an amount greater than his/her regular take home pay if receiving donated hours; and
  • Not be receiving long-term disability or workers’ compensation payment

2.2 Eligibility ends when the employee:

  • No longer has a medical emergency;
  • Returns to full-time work;
  • Receives state or federal support, for example, disability payments or social security (Employees are required to notify HR if this occurs);
  • Has used 720 hours of CLDP time;
  • Is terminated; or
  • Where the College determines the employee has engaged in dishonest activity in order to gain or maintain eligibility.

3. Sick Leave Donations

3.1 Only the Human Resources Department may ask for donations of sick leave. At least once per year, the Human Resources Department shall ask for donations of sick leave from employees of the College.

3.2 Donors must complete a catastrophic leave donation form. Donors must have a minimum of 80 hours of sick leave in order to donate and may donate sick leave in increments of at least one hour up to a maximum of 40 hours per fiscal year.

3.3 Donors and recipients must be CNM employees who accrue sick leave.

3.4 The maximum amount of leave time credited to a recipient's account shall not exceed what would be his or her normal paid hours for the affected pay period.

3.5 Recipients are not eligible for overtime pay.

3.6 Donations are irrevocable.

3.7 Leave is calculated by taking the number of hours donated multiplied by the donor's hourly rate then divided by the recipient's hourly rate to determine the number of hours to be donated and are then added to the recipient's leave balance.

4. Administration

4.1 Administration of the CLDP is coordinated by the Human Resources and Payroll Departments. This benefit should not be interpreted to extend the Family Medical Leave Act rights of any employee for job protection beyond the 12 weeks specified in that Act.

4.2 Participation in CLDP is voluntary.



Forms

Support Materials:

n/a

Reference Materials:

Employee Handbook 8.20, Catastrophic Leave Donation Program (CLDP)