VCOM Administrative and Classified Staff Handbook

Nothing in this policy will be construed to limit or extend the maximum allowable absence under the Family and Medical Leave Act. Donor employees may not claim an expense, a tax deduction, or a charitable contribution for any leave donated into the program. Termination of the Emergent Sick Leave Sharing Program VCOM reserves the right to abolish the sick leave bank at any time. If the sick leave bank becomes inoperative or is eliminated, VCOM shall not be held responsible: (1) to anyone then currently drawing from the bank, or (2) to anyone then eligible or who may thereafter become eligible to draw from the bank, or (3) for claims by any employee against the bank from its inception or at any time in the future. If the sick leave bank should be abolished for any reason, any sick leave days remaining in the bank at that time will be distributed first to those employees who have already been approved to use days from the bank. From the remaining sick leave days, if any, a minimum of one-half day will be credited to each employee who donated. If there are not sufficient sick leave days to credit at least one-half day to each employee who donated, then the bank will be terminated and no further distribution will be made. Short-Term Disability and Family and Medical Leave Benefits Employees may be eligible for certain amounts of paid medical leave and family leave under the Family and Medical Leave Policy, and in approved cases an employee may also be granted unpaid leave to extend leave time. All full time VCOM employees are eligible to participate in paid medical or family leave benefits. To be eligible for FMLA, an employee must have worked for VCOM at least 12 months and at least 1,250 hours in the past 12 months immediately preceding the leave. Short-Term Disability All full-time employees are eligible for short-term disability in the event of a non-work-related illness or injury that exceeds 15 calendar days (10 cumulative business days). Depending on the severity of the illness or injury, short term disability may extend up to 11 weeks. If any employee is still unable to return to work following the exhaustion of the short-term disability benefit for the same illness or injury, the current short-term disability coverage may transition to become long-term disability. Employees must use their 10 sick leave days prior to receiving short-term disability benefits. Under short-term disability, once all sick days have been exhausted, the short-term disability begins. The use of the 10 sick leave days is designed to bridge the gap between the initial occurrence of the injury or illness and when the disability insurance benefit payments begin. The benefit that the employee receives is 60% of their calculated base weekly salary, not to exceed $2,500.00 per week, and less any FICA and pre-requested federal and state tax withholding. Employees will be notified in advance, by VCOM’s short-term disability insurer of determination and/or coverage period of a submitted short-term disability claim. The calculated base salary is defined as the employee’s annual salary divided by 52 weeks; excluding incentive pay, call-back pay, bonuses, or other forms of additional compensation. If a short-term disability claim exceeds 90 calendar days, the claim may transition to become a long-term disability claim. The benefit that the employee receives is 66.67% of their monthly salary, not to exceed $15,000.00 per month, and less any FICA and pre-requested federal and state tax withholding. Employees will be notified in advance, by VCOM’s short-term/long-term disability insurer of determination and/or coverage period of a submitted long-term disability transition claim. The duration of the benefit is subject to the guidelines of the long term disability coverage. The monthly salary is defined as the employee’s annual salary divided by 12 months; excluding incentive pay, call-back pay, bonuses, or other forms of additional compensation. Employees are responsible for all benefit premium costs while receiving short-term/long-term disability. Regarding health insurance, employees are required only to continue premium payments equal to those paid by the employee prior to

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