Non-Union Staff
Sick Bank Administrative Procedures
Purpose
The Non‑Union Staff Sick Bank (the “Bank”) is established to provide salary‑continuation assistance to non‑union employees of the Mountain Views Supervisory Union/School District (MVSU/SD) who are temporarily disabled, hospitalized, or recovering from a serious injury or illness, and who have exhausted their own accrued leave (sick, personal, vacation) as specified below.
Eligibility
Only non‑union employees (i.e., administrators and support staff who are not eligible to join a union) of MVSU/SD, are eligible to participate in and draw from the Bank.
Only employees who choose to contribute to the Bank during the eligibility period will be considered a member of the Bank, and therefore eligible to draw from the Bank. Employees who waive the opportunity to contribute during the initial eligibility period may not join later.
To be eligible to join, employees must work a minimum of 17.5 hours per week. Employees working fewer than 17.5 hours per week are not eligible to join or draw from the Bank.
To be considered for use of the Bank, the employee must qualify under one or more of the following general categories:
The employee has a temporary disability due to illness or injury that prevents them from performing their job duties.
The employee is confined to a hospital or receiving inpatient care for a medical condition.
The employee is recovering from a serious injury or illness under the continuing care of a physician and is unable to return to work for an extended period.
Normal pregnancy (and routine post‑delivery recovery) is not considered an eligible condition unless there are medical complications beyond the customary recovery period (for example: a caesarean section with complications, or other serious medical condition).
The Bank is not intended to provide leave beyond what is allowable under the applicable leave laws (e.g., the Family and Medical Leave Act (FMLA) or relevant state law) or to supplant long‑term disability benefits or other statutory benefits, unless specifically allowed.
Contribution and Bank Size
At the outset of the Bank’s operation, all eligible non‑union employees will be offered the opportunity to contribute two (2) or more, but not to exceed ten (10), of their accrued sick leave days into the Bank. The contribution is voluntary unless otherwise specified in a separate agreement. Employees who waive the opportunity to contribute during this time may not join later.
New employees may join the Bank at the time of hire by contributing the required number of days during their initial eligibility period. Employees who waive participation upon hire may not join later.
The Bank shall be capped at a maximum accumulation of two hundred-sixty (260) days. Once the maximum is reached, no further contributions will be accepted until the total falls below a threshold.
Should the Bank fall below a minimum level of fifty (50) days), MVSU/SD will initiate a renewed contribution drive, and reopen a contribution period for additional voluntary contributions from non‑union staff.
Use of the Bank
An employee seeking use of the Bank must first exhaust all their own annual leave, personal leave, and accrued sick leave. Only when those are fully used may the employee apply for Bank days.
The Bank may be used only when:
The employee has been absent from work for a minimum of ten (10) consecutive workdays due to a qualifying illness/injury. (Note: The committee may consider exceptions to the 10‑day rule if extenuating circumstances exist.)
The illness/injury is being treated under the continuing care of a licensed physician and documentation is provided.
Employees may not use sick leave or Bank leave to exceed their normal scheduled work hours per week. The number of hours granted from the Bank shall not exceed the employee's regular weekly work schedule.
When the employee also has short‑term disability (STD) or long‑term disability (LTD) benefits:
If the employee has STD, days from the Bank may only be used to supplement the STD benefit (i.e., to make up the difference between STD payment and regular salary). The Bank cannot be used in lieu of STD coverage.
If the employee has LTD, days from the Bank may only be used to supplement the LTD benefit, and not to replace it or extend beyond its maximum coverage period.
The employee must provide documentation verifying the approval of STD or LTD status and the percentage of salary being covered.
Any misuse or misrepresentation of STD/LTD/Bank benefits may result in disciplinary action, up to and including repayment of improperly used days.
Application Process & Administration
Application forms may be obtained from the Human Resources webpage on the supervisory union’s website. The employee must submit the completed application along with a physician’s statement attesting to the disability/injury, estimated duration, and treatment plan.
The HR Office shall remove personally identifiable information from the applicant’s package and forward it to the Bank Committee once all required documentation is received.
A Bank Committee shall administer the Bank. The Committee shall be comprised of the HR Director, the Superintendent (or a non-union administrative representative selected by the Superintendent), and a non-union support staff representative selected by the HR Director. The Committee’s decision on each application shall be final.
The Committee will consider the following criteria in evaluating each request:
Completeness and adequacy of medical documentation.
Confirmation that the applicant’s own leave balances are exhausted.
The number of Bank days requested and projected need.
That the total number of days used (applicant’s own leave + Bank days) does not exceed a reasonable limit (for example, the number of workdays in a school year).
5. The employee shall receive a written notification of the Committee’s decision (approval or denial) once the review is complete.
Use Limits and Coordination
The maximum number of Bank days an employee may draw in a school year shall be set at up to 60 business days, unless the Committee determines a greater need is warranted and days are available.
The total number of leave days (the employee’s own sick/personal/annual days plus Bank days) shall not exceed the number of days the employee would be scheduled to work in a school year.
If the employee’s period of disability/injury extends into a new fiscal/school year, the employee must first use the “new” year’s accruals (annual, sick, personal) before renewing an application to the Bank for the new year.
Approved Bank days will be paid at the employee’s regular salary rate. These days will count toward “time away from work” for calculation of benefits, seniority, etc. (unless otherwise specified).
Bank days may not be used for normal, routine maternity/paternity recovery unless there are documented medical complications beyond the standard recovery period.
Employees on approved leave that qualifies for FMLA may still apply for Bank days; however, Bank days shall run concurrent with any FMLA‑protected leave. Use of Bank days shall not extend the length of FMLA entitlement.
Misuse, Repayment & Accountability
Any misuse or misrepresentation of the Bank (including falsification of medical documentation, failure to notify HR when returning to work, inappropriate use) may result in denial of current and future Bank use, disciplinary action (including unpaid salary restoration), and possible repayment of Bank days improperly used.
HR will maintain records of Bank usage, contributions, and remaining days. Records may be shared with the Superintendent and/or Director of Finance and Operations upon request. Identifiable participant names shall not be publicly disclosed.
Administrative Details
The Bank will be initiated on January 1, 2026.
HR will publish to all eligible non‑union employees:
Bank guidelines and procedures.
Application form and submission timeline.
Initial contribution opportunity period of January 5-23, 2026; new hires eligible upon hire.
3. HR will review the Bank’s status annually and recommend any needed changes (e.g., adjusting maximum days, suggesting new contribution
thresholds) to the Superintendent and Director of Finance and Operations.
4. These procedures may be amended from time to time by mutual agreement of HR and the Superintendent and/or Director of Finance and
Operations, with notification to eligible non‑union employees.
Definitions
Bank Committee: the committee appointed to administer the Sick Bank.
Non‑union employee: an employee of MVSU/SD who is not represented by a bargaining unit and is not eligible to join a union.
Short‑Term Disability (STD): employee‑purchased coverage that provides income replacement for a temporary disability.
Long‑Term Disability (LTD): employer‑provided or employee‑purchased coverage that provides income replacement for a longer‑term disability beyond the STD period.
Exhausted leave: the state in which an employee has used all their annual, personal, and accrued sick leave.