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TOPIC: Donating sick/vac time policy

Posted By: Deb Posted On: Oct 22, 2003 Views: 312	Donating sick/vac time policy Does anyone have one and has it been successful? I am concerned about favortism.
Posted By: Jill Posted On: Oct 29, 2003 Views: 306	RE: Donating sick/vac time policy Because of the nature of our business, a non-profit AIDS service organization, our staff are faced with serious medical conditions, we have historically used the following policy, which we have in our Employee handbook. It is becoming more outdated as the AIDS epidemic is changing, but is the basis for a solid donation policy. TIME BANK DONATION PROGRAM I Objectives A. To provide eligible APLA employees with assistance in the form of donated time in order to maintain a level of income in the event they are off work due to life-threatening illness or injury which has been verified by a physician’s written certification. B. To provide eligible APLA employees an opportunity to donate vacation time and personal holiday time into a time bank for use by co-workers who are off work due to life- threatening illness or injury. II Donation Rules A. Donations will be made to and withdrawn from an agency-wide time bank; direct employee-to-employee transfers of time will not be permitted. B. Upon implementation of the program, employees may donate up to one-half of their accrued vacation time and personal holiday time. C. Thereafter, employees will be allowed to donate up to one-half of their accrued-to-date vacation time and personal holiday time annually. D. All donations of time will be authorized in writing by the donating employee and approved in writing by APLA’s Finance and Human Resources Departments. All donations will be kept confidential. E. Donations will be irreversible and non-reimbursable. F. Donations will be made on an hour-for-hour basis. G. Should the donating employee develop a life-threatening illness or injury, donations to the time bank does not guarantee the employee will be awarded a sum equal to the number of time bank hours he or she has donated. III Recipient Rules A. To be eligible to receive donations, an employee must: · Have completed the designated new hire probationary period and be classified a regular, full-time or regular part-time employee; · Have a life-threatening illness or injury which must be certified by a physician. The certificate must also specify that the individual cannot perform any of the functions of their position for a designated period of time. · Have exhausted paid sick, vacation, and personal holiday time. B. Employees may draw a maximum of 160 hours (i.e. one month) from the time bank per rolling 12 month period. C. APLA will continue to pay the employee’s insurance benefits while he or she uses donated time per the terms and conditions and limitations set forth under APLA “Leaves of Absence” policies. D. Recipient employees may not draw from the time bank and collect disability insurance concurrently, nor be out on a Family Medical Leave, and/or Pregnancy Leave. IV Administration A. A Committee will be convened to review an employee’s eligibility to receive donations from the time bank. The Committee will be comprised of the Human Resources Manager, who will provide staff support to the committee in administering the program, and six other employees. The Human Resources Manager will solicit volunteers from APLA staff for the Committee. From the respondents, individuals will be selected who represent the diversity of the APLA work force. Non-Supervisory staff members will have priority over Supervisors, managers or directors in the formation of the Committee. B. For purposes of the Committee’s review, all applications for the program will be anonymous and information submitted for review will not contain any information which would disclose the identity of the applicant. C. The Human Resources Department will compile a case summary for each applicant to be reviewed by the Committee and which will include the following information: 1. Applicant’s balance of sick, vacation, and personal holiday time. 2. Total number of hours petitioned by the applicant. 3. Report on the impact the leave will have on the department where the applicant works. 4. Length of employment and whether the applicant has disability insurance which would be available during the leave. The Committee will also oversee all aspects of the program including: contributions to the time bank, use of donated time, administrative/programmatic modifications, and approval of requests for use of donated time. D. All decisions of the Committee will be final.
Posted By: Cheryl Tabbi Posted On: Aug 25, 2004 Views: 174	RE: Donating sick/vac time policy I use to work for the City of LA and they did allow you to donate time to a sick bank. Having said that, they decided who was worthy of collecting it. One of my supervisors (and friend) had a brother that was dying of Aids. I asked if I could donate my time to her personally and they would not let me! They turned her down because she was not sick, only her brother. I believe(even though I am in HR now) employees should decide who gets their time.Provided that the receiver knows that it is money in money out.(I made less per hour than my superviors so if I donated 40 hours it might only be 35 for my supervisor to adjust for the difference in pay)It's my time and I should be the one to decide who I want to share it with. This way you will avoid favoritism. If you want to speak with me, I can be reached at 805-371-9222 extension 222. Hope this helps in your decision.