Sick Leave Bank Guidelines for: Non-Management, Supervisory and Corrections Units, as well as Managerial and Confidential Employees

Guidelines for Non-Management, Supervisory and Corrections Units

The Sick Leave Bank Guidelines for Non-Management, Supervisory and Corrections Units are established under the Collective Bargaining Agreements between the State of Vermont and the Vermont State Employees' Association. The purpose of the Sick Leave Bank is to solicit donations of annual and/or personal leave from members of the respective units and to distribute that time as Sick Leave hours to Applicants of the respective unit’s Sick Leave Bank.

Donations:

Donation periods are held twice per fiscal year, as determined by the joint unit Labor-Management Committees that operate the Banks.  Currently, the donation periods are April – June and October – December each year.  Unit members may donate up to 50% of their accrued Annual Leave and up to 100% of their accrued Personal Leave, but they must retain at least 10 days (80 Hours) of Annual Leave after such donations are made.

When Awards are Determined:

Awards are determined only during scheduled Committee meetings.  No awards for time shall be made outside the Committee meetings.

The Sick Leave Bank Committees meet monthly at 2:00 – 4:00 pm on the following dates:

2017 Monthly Meeting Dates

January 11, 2017
February 8, 2017
March 8, 2017
April 12, 2017
May 10, 2017
June 14, 2017
July 12, 2017
August 9, 2017
September 13, 2017
October 11, 2017
November 8, 2017
December 13, 2017

Eligibility Criteria:

  • The employee must be out of work and unable to perform their job duties for 30 consecutive calendar days per the Physician Certification on the Application;
  • The employee’s injury/illness must NOT be work related and NOT compensated by Workers’ Compensation. 
  • If an employee’s injury/illness is deemed compensable for Workers’ Compensation after an award from the Sick Leave Bank has been made, the awarded hours must be returned to the Bank.
  • The employee must have already used all of their sick leave by the time the Committee meets.  However, a sick leave balance of less than 1 hour is allowed.
  • The employee must have less than 40 total combined hours of Annual, Personal or Compensatory leave time by 4:30 pm on the day the Committee meets.
  • An Application/Certification form must be submitted by the employee prior to each monthly Committee meeting.  The application must contain the Physician Certification section, completed, dated and signed after the last Committee meeting date. 
  • Additional time can be requested in subsequent months by submitting a NEW Application/Certification form dated after the last Committee meeting.
  • An employee who has returned to work prior to the Committee meeting date cannot receive time from the Bank.

NOTES:

Pregnancy is not considered to be an injury/illness for purposes of granting leave from the Bank, unless accompanied by medical complications of the mother (employee).

Family Members:  The Sick Leave Bank only covers injury/illness of employees of the State of Vermont. Time-off to care for a family member is not eligible under this program.

Amount of Time Awarded:

The number of hours awarded to qualified Applicants varies each month depending on the following factors:  leave donations available in the Bank, number of applications received, expected level of future donations, and time until the next donation period.  For example, in one month, all applicants to the Non-Management Unit Bank may receive 30 hours each.  The following month, all applicants may only receive 20 hours each.

After any applicant has been awarded time for 4 months, within a 5-year period, if more time is requested, their award will be reduced to 50% of what other applicants receive that month.

Applicants are limited to a maximum of 12 monthly awards within a 5-year period, beginning on the date of the first award.

Awarded but Unused Time:

Any awarded, but unused time must be returned to the Sick Leave Bank when the employee returns to work.

Committee Evaluation of Applications:

At the Committee meeting, all Applications are reviewed for completeness by the Committee members.  Also considered are the Applicant’s existing leave balances and work status as of the date of the meeting.  If approved, the Committee then determines the number of hours to be awarded based on criteria outlined above.

 

Guidelines for Managerial and Confidential Employees

The Sick Leave Bank Guidelines for Managerial and Confidential Employees are established by the State of Vermont. The purpose of the Sick Leave Bank is to solicit donations of annual and/or personal leave from Managerial and Confidential employees and to distribute that time as Sick Leave hours to applicants of the Managerial and Confidential Employees Sick Leave Bank.

Donations:

Donation may be made anytime during the year.  Unit members may donate up to 50% of their accrued Annual Leave and up to 100% of their accrued Personal Leave, but they must retain at least 10 days (80 hours) of Annual Leave after such donations are made.

When Awards are Determined:

Awards are determined only during scheduled Committee meetings.  No awards for time shall be made outside the Committee meetings.
The Sick Leave Bank Committee meets on the second Wednesday of every month from 2:00 – 3:00 pm.  Following are specific Committee meeting dates:

2017 Monthly Meeting Dates

January 11, 2017
February 8, 2017
March 8, 2017
April 12, 2017
May 10, 2017
June 14, 2017
July 12, 2017
August 9, 2017
September 13, 2017
October 11, 2017
November 8, 2017
December 13, 2017

Eligibility Criteria:

  • The employee must be on an approved medical leave of absence for either their own health condition which makes them unable to perform the duties of their job or a similar health condition affecting an immediate family member. 

Note:  Pregnancy, unless accompanied by medical complications, is NOT eligible for this program.

  • All documentation pertaining to qualification for an approved medical leave of absence must be current with the Department of Human Resources;
  • The employee must have successfully completed original probation by the date the Committee meets.
  • The employee must have already used all his/her sick leave by the time the Committee meets. However, a sick leave balance of less than 1 hour is allowed.
  • The employee must have less than 40 total combined hours of Annual, Personal or Compensatory leave time by 4:30 pm on the day the Committee meets.
  • A new Application must be submitted by the employee prior to each monthly Committee meeting. The Application must be completed, dated and signed after the prior monthly Committee meeting date.
  • Additional hours may be requested in subsequent months by submitting a NEW Application dated after the prior monthly Committee meeting date.
  • An employee who has returned to work either on, or prior to, the Committee meeting date cannot receive time from the Bank.
  • The employee must be, or have been, out of work and unable to perform his/her job duties for30 consecutive calendar days;
  • The employee’s injury/illness must NOT be work related and NOT compensated by Workers’ Compensation.  If an employee’s injury/illness is deemed compensable for Workers’ Compensation after an award from the Sick Leave Bank has been made, the awarded hours will be returned to the Bank.

Amount of Time Awarded:

The number of hours awarded to qualified Applicants varies each month depending on the following factors:  hours available in the Bank, number of Applications received and expected level of future donations.  For example, in one month, applicants might receive 30 hours each.  The following month, applicants might only receive 20 hours each.

Applicants are limited to a maximum of 12 monthly awards within a 5-year period, beginning on the date of the first award.

Awarded but Unused Time:

Any awarded, but unused time must be returned to the Sick Leave Bank when the employee returns to work.

Committee Evaluation of Applications:

At the Committee meeting, all Applications are reviewed for completeness by the Committee members.
Also considered are the Applicant’s existing leave balances and work status as of the date of the meeting.
If approved, the Committee determines the number of hours to be awarded based on criteria outlined above.

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