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 1st
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 1st 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.
