Human Resources Academy II for Community College Districts

accrue leave on a monthly basis, the employee must use the accrued leave prior to using catastrophic leave credits.

D. A DOPTION OF R ULES AND R EGULATIONS

Section 87045(d) requires any governing board that chooses to provide a catastrophic leave program to adopt rules and regulations that, at a minimum, include the following:

 The maximum amount of time for which donated leave credits may be used, but not to exceed a maximum period of 12 consecutive months;  The verification of catastrophic injury or illness required pursuant to section 87045(b)(1); and

 Making all transfers of eligible leave credit irrevocable.

E. C OLLECTIVELY B ARGAINED C ATASTROPHIC L EAVE P OLICIES Section 87045(f) provides that, notwithstanding the requirements and procedures described above, a district’s governing board and the exclusive bargaining representative may negotiate specific catastrophic leave program requirements in any collective bargaining agreement.

T ERMINATION OF A CADEMIC E MPLOYEES

Section 5

A. O VERVIEW AND G ROUNDS Districts that place academic employees on involuntary paid administrative leave must comply with Education Code section 87623. 34 Section 87623 requires that each academic employee who is subject to accusations of misconduct is entitled to be provided with the general nature of the accusations made against him or her at least two business days before the employee is placed on involuntary paid administrative leave. At least two business days before he or she is placed on involuntary paid administrative leave, the employee shall be notified in writing of the general nature of the allegation or allegations of misconduct upon which the decision to place the employee on involuntary paid administrative leave is based. These requirements do not apply in the event of a serious risk of physical danger or other necessity arising from the specific allegations, and the employee may immediately be placed on involuntary paid administrative leave. The employee shall be provided with, at minimum, the general nature of the accusations made against him or her within five business days of the employee being placed on involuntary paid administrative leave. Section 87623 also states that within 90 days of placing an academic employee on involuntary paid administrative leave, the employer should complete its investigation of the accused misconduct and initiate disciplinary proceedings against, or reinstate, the employee. Often, investigations regarding employee misconduct can take quite some time. When placing an

Human Resources Academy II for Community College Districts ©2019 (c) Liebert Cassidy Whitmore 31