(1) The university shall require the employee to submit, prior to approval or disapproval, a medical certification from a licensed physician or health care practitioner verifying the employee’s required absence, the description of the medical problem, and expected date of return-to-work status for extraordinary or severe medical situations. When the employee has been called to service in the uniformed services, the university shall require a copy of the military orders verifying the employee’s required absence. When the employee is a victim of domestic violence, sexual assault or stalking the university shall require documentation in the form of the following:
(A) A police report indicating that the employee was a victim of domestic violence, sexual assault, or stalking;
(B) A court order protecting or separating the employee from the perpetrator of the act of domestic violence, sexual assault, or stalking;
(C) Evidence from the court or prosecuting attorney that the employee appeared, or is scheduled to appear, in court in connection with an incident of domestic violence, sexual assault, or stalking;
(D) An employee’s written statement that the employee is a victim of domestic violence, sexual assault, or stalking;
(E) Documentation that the employee is a victim of domestic violence, sexual assault, or stalking, from any of the following persons from whom the employee sought assistance in addressing the domestic violence, sexual assault, or stalking: an advocate for victims of domestic violence, sexual assault, or stalking; an attorney; a member of the clergy; or a medical or other professional.
(2) The university should consider other methods of addressing the employee’s needs such as modified duty, modified hours, flextime, or special assignments in lieu of shared leave.
(3) The receiving employee shall be paid at the regular rate of pay; therefore, the value of one hour of shared leave may cover more or less than one hour of the recipient’s salary.
(4) Any shared leave not used by the recipient shall be returned to the donor(s).
(5) Shared leave processing shall be conducted through the human resources department in accordance with established procedures.
(6) The Uniform Service Shared Leave Pool (USSLP) policy identified in the CWUP 2-2.67 (Uniformed Service Shared Leave Pool) will be followed for exempt employees.
[2/2010: Responsibility: Exempt Employee Association Governing Board/Chief of Staff; Authority: President’s Office; Reviewed/Endorsed by: Cabinet/PAC; Review/Effective Date: 9-5-12; Approved by: James L. Gaudino, President]