9.3. SR 01-19-2021 - Laserfiche WebLink

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Sick Leave Donation With the written consent of the city administrator, employees may donate equal shares of sick and vacation leave to fellow employees experiencing a major illness such as, but not limited to, heart attack, stroke, organ transplant, or other illness all of which must be supported by a physician’s diagnosis, a catastrophic accident with serious injuries supported by a physician’s diagnosis, or to care for a spouse or dependent under the same circumstances. An employee is eligible to receive donated leave: 1. If the employee currently earns sick leave. 2. After all their own sick, vacation, compensatory, or other leaves are exhausted. 3. Only for normal work hours lost due to the illness for which the leave is donated. 4. Only for time not covered by disability insurance or Workers’ Compensation. 5. Up to a maximum of 240 hours. 6. If the physician’s diagnosis indicates the employee will be able to return to work after rehabilitation or recovery. Donated leave is used concurrently with FMLA leave and must be used within twelve (12) weeks of the date of the illness or be forfeited. If the condition of the recipient improves and s/he is able to return to work either in a light duty capacity, if work is available, or to his/her normal work schedule, any donated leave time shall be forfeited and remain in the bank of the donor. An employee may donate up to sixteen (16) hours of equal shares of sick and vacation per recipient per year made in increments of not less than eight (8) hours. Employees with a sick leave balance of more than 960 hours shall donate equal shares of sick and vacation. Employees with a sick leave balance of less than 960 hours may donate only sick leave. The employee must complete a Leave Donation Form to donate leave. All donations are anonymous. Donated leave will be paid at the recipient’s current rate of pay. Donated hours do not qualify to be included as part of sick leave for the severance pay calculation. This policy applies on a prorated basis for part-time employees eligible for sick leave. In the event of a mandatory or recommended quarantine because of a public health event, the city administrator may use his/her discretion to allow leave donation when the leave is not concurrent with FMLA.