Key Policy Points
Eligibility: Recipients must have exhausted all their own sick and vacation time and cannot be receiving other income (disability insurance, workers’ comp, or full pay) while using donated sick time.
Approval Process:
Request made via Request to Solicit Donations of Sick Time form.
Must be approved by Accounting/HR with all required documentation (including FMLA paperwork).
HR/Accounting evaluates requests individually.
Donation Rules:
Donors submit the Voluntary Donation of Sick Time form.
Donations are deducted from donor’s sick leave bank on a rotating, as-needed basis.
Minimum donation = 4 hours. Donors must keep at least 250 hours in their bank.
Recipients may receive a maximum of 320 donated hours in any 12-month period.
Donations are final, non-reimbursable, and cannot be taken back.
Unused Donations: If the recipient does not use all donated hours, they are not credited back to the donor or added to the recipient’s accrual.
Taxation: Value of donated sick leave is included in recipient’s gross wages and taxed.
Retirement Restriction: Employees cannot donate unused sick time at retirement.
Confidentiality: Medical documentation is confidential and kept in HR medical files under the Privacy Act.
Township Rights: Policy may be modified or rescinded at the Township’s discretion.
Forms Included
Request to Solicit Donations of Sick Time
Employee authorizes HR/Accounting to seek donations.
Includes optional waiver to allow limited case discussion.
Voluntary Donation of Sick Time
Donor authorizes HR/Accounting to deduct hours from their bank and transfer them to a specified recipient.