Catastrophic Leave
- Definition
- Exhaustion of Leave
- Return to Work
- Communication
- Between Department and Employee
- With Treating Healthcare Provider (THP)
- With Co-Workers of Absent Employee
- Resources
Pay: Leave is paid. Employee uses vacation donations from other UI employees to remain in pay status. Donations are converted to sick leave for employee’s personal illness and to vacation for family member’s illness.
Application:
Personal illness: employee to remain in pay status until start of Disability Benefit or recovery to a level that permits work.
Family member’s illness: employee to remain in pay status to care for immediate family member– parent, child, or spouse/domestic partner registered with UI Benefits.
Maximum Amount: Up to exhaustion of 90th working day before Disability Benefit begins for personal illness. And up to one year for family member illness. Leave may be continuous, intermittent, or reduced schedule. Please Note: Can be used only during the first six weeks after childbirth unless medical condition requires additional leave
Eligibility: Employee must be eligible to accrue vacation.
Personal illness: 30 working day absence (intermittent or continuous) and following exhaustion of paid leave (i.e., vacation, sick, and comp time).
Family member’s (spouse/domestic partner, child, parent) illness: 30 working day absence (intermittent or continuous), exhaustion of family caregiving leave, vacation leave, and comp time.
Authorization and Documentation: Department must determine whether absence is for the qualifying catastrophic leave event before authorizing absence and using catastrophic leave.
Situation: Exhaustion of Catastrophic Leave donations and employee is not medically able to return to work.
Action and/or Documentation:
Prior to exhaustion of Catastrophic Leave, department should discuss with employee further absence time necessary. If FMLA does not apply, discuss Unpaid Leave according to applicable employment category and department practice.
Non FMLA: Employee has been absent less than two consecutive weeks or is absent intermittently.
Authorization Documents: No release documentation is required (or as determined by department procedure). Exception: Contagious condition requires Non FMLA Release to Work Letter and Form or similar document for UIHC employees. Refer to Epidemiology Policies.
Restricted Work: N/A unless restrictions are known from THP.
Non FMLA: Employee has been absent two or more consecutive weeks.
Authorization Documents:
Restricted Work: Evaluate restricted work needs if applicable to job requirements, job flexibility and other potential work assignment for the specific restricted work period necessary. Supervisors must work closely with Dept HR Unit Rep.
Between Department and Employee
Who communicates with employee? Supervisor, HR Unit Rep, or Nursing Staffing Clerk.
What is communicated to employee? Hours donated, projection of time in pay status and options following exhaustion. *Can only be used during the first six weeks after childbirth.
What communication is needed from employee? Periodic updates on condition; anticipated date of return.
How frequently should communication occur? Department to determine necessary timeline for adequate scheduling of leave and work.
With Treating Healthcare Provider (THP)
Who initiates communication with THP? Employee
What is communicated? Refer to University Benefits http://www.uiowa.edu/hr/benefits/catastrophic/index.html
How frequently should communication occur? N/A
With Co-Workers of Absent Employee
Limited to “posting” or through other general notification means-informing coworkers “Catastrophic leave is approved for this employee. Persons interested in donating vacation hours should refer to University Benefits http://www.uiowa.edu/hr/benefits/catastrophic/index.html . No information regarding the condition is to be released.
- Operations Manual, Part III, Chapter 22.9
- UI Benefits
- Collective Bargaining Agreements