33 Sick Leave for the donating employees. Employees may make direct donations to an individual; however, donations should not be made until the Donation Leave Form has been approved. Donors who wish to make a direct donation must complete the Sick Leave Sharing Program Direct Donation form. An employee who wishes to donate hours to the Sick Leave Sharing bank may do so by completing the Leave Sharing Bank Donation Form obtained from Human Resources. All completed forms are submitted to the Human Resources Office and will be maintained there in confidence. Once donations are made, they cannot be refunded for any reason and will be applied to the Sick Leave sharing pool. Donations are strictly voluntary and kept confidential. The Human Resources Manager and Payroll Office will review all donations to ensure that all requirements for donating hours are met. The Payroll Office will accumulate the number of full hours donated, deduct the Donated Hours from the balance of the donating employee and/or leave sharing pool and credit those hours to the Requesting Employee’s Sick Leave balance. Both Offices will maintain records to ensure that only the Sick Leave needed is used. Any unused Sick Leave will be donated back to the Sick Leave Share Program. LEAVE TRANSFER/PAYOUT Donated Sick leave hours are donated and transferred to the requesting employee in full-hour increments only. The Requesting Employee will be paid for Donated Leave at their regular rate of pay. The requesting employee will only receive donated sick leave hours to the extent requested, approved and used by the requesting employee. Sick Leave that is donated to the Requesting Employee, but not used will not be deducted from the Sick Leave balance of the donating employee. No payout of Donated Sick Leave is made at termination of employment. Employees may donate all unused Sick Leave to the Sick Leave Sharing Program at the time of their termination. Each year, the Human Resources Manager will evaluate the program and make recommendations to the Sick Leave Share Board in order to determine if the donation bank should be capped depending on the annual percentage rate of donations and employee applications. Issues pertaining to the Sick Leave Sharing Program eligibility, denial of application, amount of award, etc. are not subject to the City’s grievance process. Section 7. Paid Leaves of Absences To provide income protection for employees who must be away from work under certain circumstances that have been recognized by the City as commendable civic duties or are meaningful family events, the City provides for the following paid leaves of absence from work. Leaves of Absence are offered to employees for the reasons specified herein, and are available to employees who have completed their Introductory Period with the City unless otherwise noted. Paid Leaves of Absence offered under this section does not accumulate from year to year and are not paid out at termination of employment. BEREAVEMENT LEAVE In the case of the impending passing, passing, and/or funeral of a member of the employee's Immediate Family (see Definitions & Acronyms) the City provides a Bereavement Leave benefit. Under this Policy Regular Full-Time and Regular Part-Time employees, including Introductory Period employees are eligible for three (3) days of paid Bereavement Leave to prepare for and attend the funeral. The purpose of this listing is to give the employee and supervisor guidance. It is not meant to be all inclusive. Special circumstances may be considered. The employee must request a bereavement leave of absence at the earliest possible date, no later than the start of the employee’s scheduled shift. The department head will be responsible for authorizing this type of leave of absence. If the funeral for a member of the employee's Family as outlined above requires out of town travel, or if there are other complications or extenuating circumstances, the Department Director has the
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