COH Employee Handbook

Page | 62 Catastrophic Health Condition Defined – For the purposes of this program, a catastrophic health condition is defined as a serious incapacitating and/or life threatening event that requires an extended treatment and/or recovery period during which the employee is unable to perform the essential functions of his/her job, with or without reasonable accommodation. The employee must be under the active care of a licensed medical professional (MD or DO) that is practicing within their area of expertise. Exclusions and Disqualifications of Medical Conditions – Illnesses and injuries caused by the following circumstances are excluded from the shared leave program: • Occupational injuries or illnesses covered under Workers Compensation; • Intoxication and/or substance abuse; • Involvement in illegal activity; • Cosmetic/non-medically necessary procedures or treatment; or • Outside employment (including reserve or active military service) The shared leave donation program is not intended to ex tend employment in situations where the employee’s ability to return to work is not probable. Such return to work determinations will be made by HR in consultation with the appropriate medical professionals. Shared leave pool donations will be discontinu ed if the employee’s ability to return to work is unlikely; or refuses to fully cooperate with the City with respect to medical evaluation and/or recertification; or refuses to return to work with or without reasonable accommodation, as determined by the City. Elimination Period and Benefit Limitations – For the purposes of this program, an extended treatment and/or recovery period is defined as a continuous absence of fifteen (15) or more consecutive scheduled shifts. The maximum duration of donated leave benefits an employee is eligible to receive is 120 hours in a rolling 12-month period (168 hours for 56-hour Fire personnel). The lifetime maximum leave donation an employee may receive under this program is 480 hours (672 hours for 56-hour Fire personnel). Lifetime maximum benefit limitations will be applied retroactively to all recipients of donated leave under the old leave sharing program. While receiving donations from the shared leave pool, the employee will not accrue vacation and sick leave benefits or pay for any city designated holidays that occur during the leave of absence. Additionally, any supplemental add-pays (such as longevity pay) will be suspended until the employee returns to duty. Application Process & Requirements – An employee seeking leave donations from the shared leave pool are required to complete and submit a Shared Leave Pool Donation Request Form to Human Resources. This formmay be submitted prior to the actual need for donated leave. If the recipient is unable to complete the application, their supervisor may submit the request form upon verbal permission from the employee. Program Administration – HR is responsible for managing all aspects of the shared leave donation program. The City may modify or terminate the Shared Leave Pool Donation Program at any time in its sole discretion. UNPAID LEAVE OF ABSENCE 609 Employees may request leave without pay when an extended illness, injury or convalescence has exhausted all paid leave benefits. While all unpaid leave of absence requests will be considered on a case-by-case basis, the maximum duration of any unpaid leave of absence is 26 weeks. Requests must be submitted in writing to the department head and Human Resources. Whenever possible, the request must include a thoroughly completed Medical Certification form (which includes the physician's prognosis and estimated date of return).