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Sick Leave Donation <br /> With the written consent of the city administrator, employees may donate equal shares of <br /> sick and vacation leave to fellow employees experiencing a major illness such as, but not <br /> limited to, heart attack, stroke, organ transplant, or other illness all of which must be <br /> supported by a physician's diagnosis, or a catastrophic accident with serious injuries <br /> supported by a physician's diagnosis. <br /> An employee will be eligible to receive donated leave: <br /> 1. If the employee currently earns sick leave. <br /> 2. Only after all of the employee's own sick, vacation, compensatory, or other leaves <br /> have been exhausted. <br /> 3. Only for normal work hours lost due to the illness for which the leave is donated. <br /> 4. Only for time not covered by disability insurance or workers compensation. <br /> 5. Up to a maximum of 240 hours. <br /> 6. If the physician's diagnosis indicates that the employee will be able to return to <br /> work after rehabilitation or recovery. <br /> The donated leave must be used concurrently with FMLA leave and must be used within <br /> 12 weeks of the date of the illness. Donated sick leave not used within 12 weeks will be <br /> forfeited. If the condition of the employee receiving donated leave improves so that s/he is <br /> able to return to work either in a light duty capacity, if work is available, or to his/her <br /> normal work schedule,any donated leave time shall be forfeited. <br /> An employee may donate up to 16 hours of equal shares of sick and vacation per recipient <br /> per year made in increments of not less than eight(8)hours. The employee must complete <br /> a Leave Donation Form to donate leave.All donations will remain anonymous. <br /> Donated leave will be paid at the recipient's current rate of pay. Donated hours do not <br /> qualify to be included as part of sick leave for the severance pay calculation. <br /> This policy applies on a prorated basis for part-time employees eligible for sick leave. <br /> • <br /> • <br /> • <br />