CHRISTIAN APPALACHIAN PROJECT, INC.

(CAP)

HUMAN RESOURCES POLICY AND PROCEDURE

NUMBER 43 B

SHARED SICK LEAVE

 

 

      It is the intent of Christian Appalachian Project, Inc. (CAP) to allow employees to help one another when medical hardships occur and the employee has no available paid time off to cope with the emergency situation.  Therefore, this Shared Sick Leave Policy is being implemented to help employees who themselves (or immediate family members) are experiencing serious health conditions.

 

CAP allows a strictly voluntary Shared Sick Leave Policy from which eligible employees may request after meeting the eligibility criteria.  Benefits derived from this Policy come solely from employee donations of their available sick leave balances and will not be supplemented by CAP.  In as much as this Policy depends solely on employee donations, CAP cannot guarantee availability of paid time off balances. 

 

All regular full and halftime employees with at least six months (180 days) of employment are eligible for consideration of benefits in CAP’s Shared Sick Leave Policy. 

 

Employee’s own serious health condition, which renders the employee unable to perform the essential functions of his/her position; or  Care for employee’s immediate family members whose serious health condition requires the employee’s absence from work.

 

Prior to requesting Shared Sick Leave,

                                   

   Employee must have been absent three (3) or more approved consecutive days for his/her own serious medical condition or the serious medical condition of a spouse, child or parent.

                                               

 

Employees may not borrow against future sick leave.

 

Supporting documentation outlining the need for the absence must be promptly provided to the Human Resources Department. Documentation will consist of the current Family Medical Care Leave Forms, if applicable, or a physician’s statement documenting the dates to be absent.

 

All available sick and earned leave must have been exhausted prior to application for benefits under this Policy.  Also, an employee cannot be receiving other benefits (Workers’ Compensation, Unemployment, Salary Continuance, or Long-Term Disability, Etc.)

 

The Shared Sick Leave Policy consists of hours donated by eligible employees.

 

Regular half- and full-time employees may donate whole-hour amounts to the Shared Sick Leave Pool, as follows:

 

1. Employees with a sick leave balance of less than 80 hours may contribute up to 4 hours.

 

2. Employees with a sick leave balance between 81-159 hours may contribute up to 50% of the hours over 80.

 

  3. Employees with a sick leave balance in excess of 160 hours may contribute 100% of any hours over 160 & 50% of the hours between 81 and 159.

 

An employee must contact the Human Resources - Benefits when the need arises for shared sick hours. At this time, the employee will ask to state what wording they are comfortable with in the request that is sent out CAP wide.

 

The 1^st level Supervisor or Human Resources - Benefits provides the employee with a copy of the Shared Sick Leave Policy Donation Form or the Shared Sick Leave Policy Request Form (whichever is requested). The 1^st Level Supervisor timely forwards the completed forms to Human Resources - Benefits for processing.

    

Donations of sick hours, once made and approved, are non-refundable and are not subject to recall.

 

CAP’s Human Resources Department will be solely responsible for determining eligibility and approving all requests for benefits under this Policy.  Human Resources decision is final and not subject to appeal or grievance.

 

CAP reserves the right to modify, interpret, amend, administer and/or discontinue this Policy as it deems necessary and without notice.