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Personnel Board adopts revisions to sick-leave policy, removes five-day family-use cap
Summary
The Personnel Board approved amendments consolidating sick-leave rules into PPP 11 and removing a five-day cap on using sick leave for family members; the board also incorporated related language from PPP 43.
The Concord Personnel Board voted Feb. 12 to revise PPP 11 (Administration of Sick Leave), consolidating sick-leave provisions and removing an existing limit that allowed employees to use up to five days of sick leave to care for a family member.
Jess, assistant town manager and director of human resources, told the board the changes both simplify the town’s policies and expand employee flexibility. “The biggest change... removes that limitation of only having 5 days available to take care of a... sick family member,” Jess said, adding the edits also move related language from PPP 43 into the single PPP 11 policy.
Board members raised questions about medical-certification language. Kate, a personnel-board member, noted that newly hired employees may not be eligible for FMLA and asked whether the policy should clarify that FMLA paperwork is required only “if eligible.” Jess agreed and said staff typically asks employees—even those who do not meet FMLA eligibility requirements—to complete documentation when they face extended absences so HR can work with them, but that the policy could be tightened to add the parenthetical “(if eligible).” The board requested that clarification be added.
The board also confirmed there is no change to the sick-leave accrual rate and asked staff to report how many current employees were hired before July 1, 1992 and therefore eligible for a legacy sick-leave payoff; Jess estimated “five or less” and said the department would provide a precise figure.
A motion to accept the revised PPP 11, as amended during the meeting, passed by recorded vote. The board then approved the related edits to PPP 43, which had language moved into PPP 11.
