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Benton County adopts limits on donated sick leave and approves return-to-work policy
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Summary
Supervisors approved changes to the county employee handbook that cap donated sick leave and adopted a return-to-work policy for work and non-work injuries, setting an effective date and directing staff to implement tracking and communication procedures.
Benton County supervisors approved changes to the county employee handbook that limit donated sick leave and adopted a return-to-work policy designed to encourage transitional duty and reduce overtime and coverage costs.
Staff introduced the handbook changes, saying the existing donated-leave provision allowed what was described as an excessive accumulation — "960 hours seem like an excessive amount to me," the staff member said — and that the county could face repeated long-term paid absences that leave departments short-staffed. The staff member proposed capping donated time at "240 hours for 8-hour pay people and [a proportionate cap for others]," and said employees must be on FMLA to qualify for donated leave under the revised language.
The policy discussion also covered administrative and payroll implications. HR/payroll staff said they will create a separate donated-leave pay code to track hours and help determine payout obligations if an employee leaves after receiving donated time. Supervisors asked whether donated time would be a one‑time lifetime benefit or could be granted multiple times; staff said the draft proposes a lifetime cap unless a department head authorizes additional donations.
On a motion by David Wolfson, the board approved the minute resolution related to the handbook changes and later approved Resolution 26-27 adopting the return-to-work policy with the additions discussed. Supervisors agreed to set the effective date for the return-to-work policy as April 18. The meeting record includes aye votes named in the discussion; a complete roll-call tally was not recorded in the transcript.
Why it matters: Supervisors said the handbook revisions seek to protect county budgets and service continuity by limiting open-ended donated leave while preserving an option for staff in serious need. The separate return-to-work policy sets procedures for medical evaluations, weekly contact with department heads, and options for employees to supplement workers' compensation with accrued paid time if they want full pay.
Implementation notes: Staff will distribute the revised handbook language to department heads, collect acknowledgments where appropriate, and add payroll coding to distinguish donated hours. The board discussed grandfathering current recipients and clarifying footwear and other benefit language that will be finalized in the handbook update.
Next steps: The county will publish the revised handbook language to departments and proceed with administrative steps to implement the donated-leave tracking code and the return-to-work procedures.
