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How should we go about implementing a 'leave donation' program?

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in Human Resources,People Management,The HR Specialist Forum

We're considering starting a "leave donation" program in which employees could contribute accrued sick, vacation and personal leave to co-workers whose ongoing health problems drain their own leave banks. It sounds like a great idea, but I want to make sure we do it right. For those of you who have such programs, what issues should I consider as I draft the policy? Have you experienced any unintended consequences?—Bill, Colorado

See responses below.

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{ 1 comment… read it below or add one }

Heather December 9, 2009 at 4:31 pm

We have such a program which works really well & the receipent is always grateful for the donation at a time when they need it most. The condition is for a coworkers’ “serious health condition” only. I convert the # of hours given & the hourly payrate of the donor to the receipent’s rate. Donor must be left with a certain # of sick hours to do this. Only sick hours can be donated.


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