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The purpose of the vacation donation policy is to allow an employee to donate vacation leave to an individual under certain conditions. Employees who have a need for additional paid leave because they have exhausted all paid leave and have a serious medical hardship or catastrophic illness or injury, such as cancer, major surgery, AIDS, a serious accident, heart attack, etc., that poses a threat to life and/or requires inpatient hospice or residential health care are eligible. The employee's need may arise from their own serious medical hardship or catastrophic illness or from their need to care for a family member. Family members include spouse or Cohabiter, children (including foster children and step children), parents or parents-in-law of the employee and registered same sex domestic partner, children of the registered same sex domestic partner, or parents of the registered same sex partner, who has a serious medical condition or catastrophic illness. This policy is not intended to cover an employee who is experiencing a normal pregnancy, has a common illness or injury covered by an employer paid long term disability policy or worker's compensation, or has incurred an injury during the course of committing a felony.
To be eligible to donate an employee must:
All donations are voluntary and are made to an individual. An employee may donate no less than eight hours, but no more than forty hours of vacation each year, prorated according to their percentage appointment. The donated paid time will be calculated on the hourly rate and fringe benefit rate of the employee donating the time.
Department heads, in discussion with Human Resources and Union representatives may limit the number of donations when the donations will result in a budget deficit.
Employees who are prohibited by grant regulations from donating vacation may not donate vacation.
To be eligible an employee must:
The U of M Central Human Resources Department is responsible for administering this program in conformance with the guidelines in this MOU. The decisions on the eligibility to participate and distribution of donated leave time rests with Human Resources and shall not be subject to the grievance procedure.
The Employer agrees to meet with two representatives from the Union to discuss questions which arise from these programs.
The employer and the Local Union may mutually agree to increase the amount of vacation that may be donated by an employee on a case by case basis.