Donating Employee. 12.3.5.1 All catastrophic leave bank donations are irrevocable.
12.3.5.2 An employee donating leave must have at least 8 days remaining in their sick leave balance in the month prior to making a donation.
12.3.5.3 The donation calculation shall be hour for hour regardless of the hourly rate of pay of the donating employees and the receiving employee.
Donating Employee. A full-time employee that has 200 hours or more of unused sick leave may contribute in one (1) hour increments up to forty (40) hours of sick leave per calendar year. This donation is permanent and therefore cannot be returned to the donor. The donated hours will not count as an absence for the donating employee. Employees wishing to donate sick leave should fill out a Sick Leave Donation Form and forward it to the Chief who shall submit the forms with the next payroll.
Donating Employee. An employee may donate (i.e., authorize transfer of) any amount of their accrued sick leave to another Board employee. The authorizing employee must have at least ten (10) days of sick leave remaining after the donation is made.
Donating Employee. Any benefit eligible employee wishing to donate eligible PTO hours to an employee who has an approved request must follow the following guidelines:
i. The Paid Time Off (PTO) Donation Form must be fully completed and must be sent to Human Resources.
ii. The maximum hours that may be donated may not be greater than fifty percent (50%) of employee’s current balance and the employee’s overall balance must remain at forty
Donating Employee. The donating employee must meet the following criteria:
Donating Employee. The donating employee must meet the following criteria:
1. The employee must be a regular employee; and
2. The employee must have at least twenty-four (24) hours of accrued vacation time after the donated hours are removed; part-time employees must have sixteen (16) hours accrued leave after the donated hours are removed.
1. The employee or member of his/her family has a catastrophic medical condition that will result in the employee going on leave without pay status for at least to consecutive calendar weeks;
2. The employee is a regular employee;
3. The employee must have exhausted all accumulated leave (sick, vacation, holiday, comp time, x-day, personal business/family illness) days;
4. The employee is not receiving workers' compensation benefits, long term disability benefits, or PERS disability retirement benefits; and
