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Silver Falls board approves up to 50‑day sick‑leave bank for one employee
Summary
The Silver Falls School District board approved a discretionary sick‑leave bank under board policy to provide up to 50 days of donated leave to a non‑bargaining‑unit employee. The vote followed staff explanation of donor rules and several board questions about process and union interactions.
The Silver Falls School District Board voted to establish a board‑administered sick‑leave bank allowing up to 50 days of donated leave for a single employee who does not qualify under a bargaining‑unit bank.
Tony, a district staff member presenting the item, told the board the request was brought under board policy (GCBD/GDBD) because the employee is not covered by a bargaining‑unit bank. “So that ask from this item would be for the board to approve a sick bank up to 50 days for this employee,” Tony said. He described donor rules in the board policy: employees must have at least 12 days available to donate and may donate a maximum of two days each; the district office would administer the bank if approved.
Board members asked how the board‑level bank interacts with workers’ compensation and paid‑leave Oregon. Tony said donated time can be used to supplement those benefits in some cases and that the district calculates leave in hours, noting the program is administered according to policy and verification procedures.
A board member moved to approve the request and Elise seconded. The chair called the vote; the motion passed with an oral aye/nay vote recorded in the meeting (the transcript does not include a roll‑call tally). The approved motion referenced employee identifier 2025‑2026‑1 and the maximum 50‑day request as written in the board packet.
Why it matters: The board‑level sick bank is discretionary and separate from bargaining‑unit sick banks administered by employee committees. Supporters on the board framed the policy as a narrowly targeted safety net for employees who lack access to a bargaining‑unit bank; some members asked about potential workplace tensions if employees who opted out later sought bank hours. The board asked staff to continue reviewing policy language and committee processes to reduce ambiguity.
Next steps: Per the motion, the district office will administer the bank in accordance with board policy; any detailed employee‑specific questions will be handled in executive session if confidentiality is required.
