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Select Board establishes employee sick‑bank in personnel policy, will finalize implementation details with town attorney
Summary
After a multi‑year policy review, the Select Board voted to add a voluntary sick‑bank provision to the town personnel policy. The board asked staff to finalize language with outside counsel and to circulate the final procedure to employees.
The Tamworth Select Board voted on March 25 to add a voluntary sick‑bank provision to the town personnel policy, after the board and staff discussed options to help an employee who anticipates surgeries and an extended absence.
What the sick bank will do
Under the draft language reviewed by the board, employees eligible for benefits may voluntarily donate a capped number of hours to a pooled “sick bank.” An employee who has exhausted personal, vacation and sick accruals could apply to draw from that pool with physician documentation; donations are voluntary and non‑compulsory. The draft also includes controls recommended by counsel covering use, documentation, and limits so the town avoids employment‑law risks (for example, avoiding ad hoc favoritism that could result in discrimination claims).
Options considered
Board members and staff discussed three approaches: (1) reinstate a voluntary sick bank, (2) purchase a town‑paid short‑term disability policy (estimated in discussion at roughly $3,600/year for eligible employees), or (3) allow individual employees to borrow against future accrued time (a practice that raises tracking and financial complexity). The board also noted employees can independently buy short‑term disability (Aflac or similar), and that the SAU/other public employers sometimes use pooled arrangements.
Board action and next steps
A motion to create the sick bank, as described by the town administrator, was made, seconded and approved by roll call. The board instructed staff to finalize the policy language, discuss implementation and record‑keeping details with the town attorney, and circulate the final policy and the donation/application form to all employees.
Who spoke (selected)
- Emily, Town Administrator (staff presentation) - Becky [last name not specified], public commenter (sent county policy for reference)
Clarifying details
- The attorney cautioned that ad hoc donor arrangements can create discrimination risk; the town will adopt formal procedures and documentation to avoid that. - Short‑term disability (town‑paid) was estimated in discussion at roughly $3,600 annually for eligible employees; the board noted that option funds a benefit via taxes rather than voluntary donor hours.
Community relevance and timing
Board members emphasized prompt adoption to help a particular employee with planned surgeries, but they also asked staff and counsel to finalize the precise administrative steps so the bank is fairly and consistently managed. The policy addition will be distributed to all employees when finalized.
