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Village reviews employee sick‑leave donation program and family leave verification
Summary
Staff reviewed rules for family sick leave and a proposed employee-to-employee sick‑leave donation program: donors would give 8‑hour increments, recipients could receive up to 80 donated hours in 12 months, and donors must keep at least 12 sick days; staff clarified the village may require medical verification for absences longer than three days.
Village staff outlined policy clarifications for family sick leave and a proposed employee-to-employee sick-leave donation program during the meeting.
Staff member (S2) reviewed Section 703 of the employee policy and said the village "may require medical verification on an employee's absence if the village perceives the employee is abusing sick leave or has used any excess amount of sick leave or when an employee is absent for more than 3 consecutive days." The staff explanation stressed documentation requirements and that family sick leave is permitted under the policy.
On a proposed donation program, S2 described operational limits: donors would give in 8‑hour increments and "the employees can only receive up to 80 hours within a 12 month period." S2 also noted a donor must retain a balance after donating; discussion settled on a minimum of 12 sick days to remain in the donor's bank.
Trustees and staff discussed administrative tracking. S2 explained that donated hours are recorded up front but do not transfer to the recipient until they are needed and suggested a simple spreadsheet could be used to track donations and usage. S1 emphasized the program's structure, telling the board, "It's not a sick bank, though," and clarifying the donations are one‑time transfers between employees rather than a centralized pooled bank.
The transcript does not record a formal board action to adopt the donation program; staff discussed language changes to the policy (including the 12-day donor minimum) to bring back for further review.
