Skip to Main Navigation | Skip to Content




Crisis Leave Policy
Board of Governors Policy 2.1.080
Approved by the Board of Governors on December 12, 2003

I. Purpose

The University of Central Missouri recognizes that employees may have the desire to aid other employees who may not have the available paid leave to use for a personal catastrophic illness or the illness of a family member. This policy creates a mechanism for full-time employees to aid each other in times of need.

II. Policy

A. Donating leave to the Crisis Leave Pool

  1. Full-time employees may donate their personal accrued vacation leave in either four or eight-hour increments to the crisis leave pool. These donations are completely voluntary, and employees who donate leave will not receive remuneration of any kind for the donation.

  2. Leave donations may be made at a time to be determined by the vice president of administration and finance. If the vice president of administration and finance determines that the crisis leave pool will be inadequate to fill all of the requests for crisis leave during a year, a donation period to replenish it may be announced.

  3. Only accrued vacation leave may be donated to the crisis leave pool.

  4. Vacation leave may not be transferred directly from one employee to another.

  5. Employees who donate vacation leave to the crisis leave pool may not rescind their donation at a later date.

B. Using Leave from the Crisis Leave Pool

  1. The Office of Human Resources will administer the crisis leave pool, and will develop an application process for full-time employees who wish to draw upon the crisis leave pool.

  2. Full-time employees may only draw upon the crisis leave pool if they are in a no-pay status; vacation leave, sick leave and all other personal leave must be exhausted before the employee can draw upon the crisis leave pool.

  3. To be eligible to draw from the crisis leave pool, the full-time employee must have been employed at UCM for at least one year and either a) the employee must have experienced a catastrophic illness or injury, or b) the employee must provide care for a member of their immediate family who has experienced a catastrophic illness or injury.

  4. A request to draw from the pool may be made as soon as the catastrophic illness or injury occurs.

  5. In the event that the full-time employee is physically or mentally unable to initiate a request, a request may be initiated by a member of the employee’s immediate family or by their supervisor.

  6. Documentation of the illness or injury by a medical physician will be required before an employee can draw upon the crisis leave pool.

  7. In order to maintain confidentiality, only the director of the Office of Human Resources, or designee, will have access to the forms and correspondence required by the “Crisis Leave Policy.”

  8. Leave used from the crisis leave pool will run concurrently with FMLA leave and will not exceed the employee’s remaining annual FMLA entitlement.

  9. The maximum amount of crisis leave that one employee may use in one rolling year is 480 hours.

  10. An FMLA “Healthcare Provider Certification Form” will be required to verify the catastrophic condition. The university may request a second medical opinion.

III. Procedures

A. Procedures to implement this policy will be developed and maintained by the Office of Human Resources.

B. A committee consisting of the administrative liaison (appointed by the president), the president of the Support Staff Council, the president of the Professional Staff Council and the president of the Faculty Senate will be available for appeals.

IV. Definitions

A. For the purposes of this policy, the definition of "member of the immediate family" shall be the same definition used in the Family Medical Leave Act (FMLA).

B. A rolling year begins on the date that the first crisis leave withdrawal is made.

NOTE:  To be classified as "catastrophic" for the purposes of this policy, an employee or a member of the immediate family must experience a serious, extreme or life-threatening illness, injury, impairment, or physical or mental condition which has caused, or is likely to cause, the employee to take leave without pay and keeps the employee from performing regular work duties.

 

Link to procedure: "Crisis Leave Procedures"

Approved by the Board of Governors on December 12, 2003
Formatting updated August 1, 2007