Frequently Asked Questions

As soon as it is apparent that you have an injury, condition, or illness that will require you to be absent at least 30 work days during a 12 month period. Applications received after you return to work will not be considered.

Any employee who accrues vacation may donate.  Employees may not donate their sick leave to an individual on catastrophic leave.

No.  The names of employees donating leave are confidential.

Donation for Employee’s illness:  Donations are unlimited.  The total leave donations you can use shall not exceed:  (1) the amount necessary to cover the Long-Term Disability (LTD) waiting period or, (2) one year (12 months) if the employee is not eligible for LTD benefits, or (3) the six-week period (eight weeks for cesarean section) immediately following the birth of a child (leave that is not medically related to the birth, i.e. bonding time, beyond six weeks must be taken as unpaid leave). If the LTD waiting period has been met, no additional catastrophic leave hours can be used even if you have not applied for or been approved for LTD.

Donation for Family members:  Donations are unlimited.  The total leave donations you receive cannot exceed one year (12 months).

The hours are transferred as they are needed. The donor will receive notification when any or all of their donation is used.

University Benefits communicates with your department monthly and processes the paperwork. The information is then forwarded to Payroll Services. Payroll transfers the donated hours from the donor’s vacation accrual to your sick leave accrual.

This is a confidential program and, therefore, there is no way to do so.

Prior to exhausting donations, you should discuss the continued need for absences with your HR representative.

The University does not allow management to solicit donations. Your department may post an announcement that you are accepting donations and coworkers may be able to solicit for you. Each department sets its own policy regarding the posting of these announcements. Any questions must go to your department.

No. They are two different programs with different requirements – they do typically run concurrently.

Yes. You can work and necessary absences related to a qualified illness or injury which cannot be covered by your own vacation and sick leave accruals can be covered with catastrophic leave. Missed time is recorded as regular and/or FMLA sick time as appropriate to the situation.

Yes. Catastrophic leave provides payment for unpaid leave that has been approved by your department.

Your accruals are utilized first, then catastrophic leave donations are applied as needed.

You can apply. If you exhaust your sick and vacation accruals before the end of the 6 week medically disabled maternity/recovery leave period immediately following the birth of a child, you can take unpaid FMLA up to total of 12 weeks. The catastrophic leave program can be used if you do not have enough of your own sick leave and vacation accrued to cover the six weeks (eight weeks for cesarean section) following the birth of a baby. Bonding time beyond 6 weeks must be taken as unpaid leave.