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The Human Resources Department is responsible for the administration of the sick leave donation process.

A. Donation of sick leave is strictly voluntary. Employees are prohibited from soliciting, offering, or receiving monetary or any other compensation or benefits in exchange for donating sick leave hours.

B. Donations are not designated for a specific person and are for a general pool.

C. Sick leave hours shall be transferred on an hour-for-hour basis without regard for differences in base hourly rate of pay between employees.

D. The Human Resources Department will be responsible for adjusting the accrued leave balances of the donor and the recipients.

E. All hourly donations are to be credited to the recipient on an "as needed basis" each pay cycle, subject to availability of donated hours.

F. Donated Shared Sick Leave hours are excluded from any payoff provisions contained in the Pierce County Administrative Guidelines and relevant provisions of collective bargaining agreements.

G. The recipient of Shared Leave will be taxed for receipt of compensable earnings to the extent authorized in Chapter 41.40 RCW and prevailing IRS regulations.

H. When an employee has been granted Shared Sick Leave and the employee subsequently receives compensation from a collateral source, for the same injury, covering the same period of time, the employee will be required to reimburse the County for such Shared Leave.

(Ord. 2022-6 § 1, 2022; Ord. 2016-84 § 1 (part), 2016; Ord. 2008-106s § 1 (part), 2008; Ord. 2004-7s § 2 (part), 2004; Ord. 2002-71s § 1 (part), 2002)