- Catastrophic Illness or Injury
- Catastrophic Casualty Loss
- Catastrophic Bereavement Loss
- Provisions of Leave
- Applicable Situations
- Receiving-Employee Conditions
- Donating-Employee Conditions
- Minimum Donation
- Maximum Credit
- Misuse of Leave
- Tax Consequences
- Program Details
This policy enables employees to donate vacation time on an hour-for-hour basis, regardless of differing pay scales, to another employee who:
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) (Employee Complaint Resolution).
This policy is applicable to the following employee classifications: Career, Term, Postdoctoral Fellow.
This policy is not applicable to the following employee classifications: Faculty, Limited, Visiting Researcher, Rehired Retiree, Graduate Student Research Assistant, and Student Assistant.
1. Catastrophic Illness or Injury. A serious life-threatening illness, injury, impairment, or physical or mental condition that:
2. Catastrophic Casualty Loss. A serious financial loss is suffered by an employee due to a terrorist attack, fire, or other natural disaster, including severe damage or destruction of the employee’s primary residence, regardless if it has been declared a major disaster or emergency by the President of the United States.
3. Catastrophic Bereavement Loss. The employee has exhausted his/her sick and vacation leave and has not exhausted his/her bereavement leave entitlement. See RPM §2.09(D)(6) (Use of Sick Leave for Death in Family).
4. Exceptions. Exceptions to policy are requests that are either greater than what is allowed under current policy or not expressly provided for under any policy. Any request that is not expressly addressed by current policy must be treated as an exception.
1. Applicable Situations
The receiving employee’s absence from work must be due to:
The catastrophic illness or injury must be verified. In addition, verification of a family member or other eligible person will be required in accordance with University and Laboratory policy.
2. Receiving-Employee Conditions
The receiving employee must:
3. Donating-Employee Conditions
A donating employee must:
The donating employee may donate any available amount of vacation credit but is encouraged not to deplete his/her own vacation accrual below 40 hours.
5. Minimum Donation
The minimum donation of vacation leave under this policy is 8 hours. Donations above this amount must be made in four-hour increments.
6. Maximum Credit
A receiving-employee will not be credited with vacation credits that exceed the number of hours needed to ensure continuance of the employee’s regular salary during the period of the approved catastrophic leave.
7. Misuse of Leave
Misrepresenting reasons for requesting time off, or misrepresenting reasons in applying for a leave of absence, may result in disciplinary action, including suspension without pay and/or termination from employment.
An employee on a leave of absence may not utilize leave on an intermittent basis for purposes of eligibility for holiday pay and employer-paid contributions towards benefits.
Individuals on approved leaves of absence for which a medical certification is required may jeopardize their right to leave and/or their continued employment by engaging in activities that are incompatible with the medical certification submitted in support of the leave.
The employee receiving the donation will be responsible for any applicable taxes on the earnings. An employee who donates leave to other employees may be subject to tax liability. Donating employees should check with their tax advisors prior to making any donations.
For more information regarding the Laboratory's Voluntary Leave policy, see https://www.lbl.gov/Workplace/HumanResources/html/Employee-Actions/Leaves/catastrophic.html.
. The official or current version is located in the online LBNL Requirements and Policies Manual.
Printed or electronically transmitted copies are not official. Users are responsible for working with the latest approved revision.