This policy enables employees to donate vacation time on an hour-for-hour basis, regardless of differing pay scales, to another employee who has exhausted sick and vacation leave due to a serious medical condition affecting the employee or an eligible person, as defined below. Participation is entirely voluntary and applies only to the donation of vacation credit. Once given, the vacation-credit donation is irrevocable. Donations are anonymous unless the donor chooses to self-identify. This policy is not subject to the complaint resolution procedure policy. See RPM §2.05(D).
Serious medical condition is as defined by the Family and Medical Leave Act (http://www.lbl.gov/Workplace/HumanResources/fmla/definitions.html).
The receiving employee's absence from work must be due to:
The serious medical condition must be verified, consistent with the provisions provided at (http://www.lbl.gov/Workplace/HumanResources/fmla/Exhb.html), concerning verification of a serious medical condition for the family care and medical leave policy. In addition, verification of family member or other eligible person will be required consistent with university and Laboratory policy. (See RPM §2.13(D)(2).)
The receiving employee must:
A donating employee must:
The minimum donation of vacation leave under this policy is eight hours. Donations above this amount must be made in whole-hour increments.
A recipient employee will not be credited with vacation credits that exceed the amount needed to ensure continuance of the employee's regular salary during the period of the approved catastrophic leave.
The procedure for donating vacation credit under the catastrophic leave sharing policy is on the Web. Once transferred and credited, donations are irrevocable.