AN ACT to amend Tennessee Code Annotated, Title 8, relative to paid volunteer leave.
Summary
SB0808 creates a new paid volunteer leave benefit for certain Tennessee state employees. The bill authorizes eligible full-time employees who work at least 1,600 hours per year and have at least 12 months of full-time state service to receive 15 hours of volunteer leave per year, beginning on the employee’s service anniversary date and each year thereafter. The leave is discretionary with the department or agency head and requires approval from the commissioner of human resources. It is also non-cumulative, meaning unused hours do not carry over.
The leave may be used only for pre-approved volunteer activities tied to non-state Tennessee community commitments, such as nonprofit organizations, schools, or community initiatives. Employees must give at least 14 days’ notice when possible, submit written verification of volunteer hours within seven days after use, and follow state conduct rules that distinguish personal activity from official state representation. The bill excludes part-time, temporary, seasonal, and emergency preferred-service employees, and it specifies that volunteer leave cannot be charged against sick leave, annual leave, or other accrued benefits.
Impact
The bill would add a new section to Tennessee Code Annotated Title 8, Chapter 50, Part 8, establishing a statewide paid volunteer leave program for qualifying state employees. It would also require the Department of Human Resources, and comparable human resources offices for nonexecutive branch agencies, to create implementing procedures and policies. The measure includes job-protection and anti-retaliation provisions, requires continuation of health benefits during leave, and authorizes administrative penalties for violations. The act takes effect immediately for rulemaking and administration, with eligibility for leave beginning July 1, 2025.
Sentiment
Based on the bill text alone, the measure appears generally supportive of employee civic engagement and community service while preserving agency oversight and operational discretion. The absence of committee transcripts or recorded votes means there is no documented public debate in the provided materials, but the structure of the bill suggests an effort to balance a new employee benefit with administrative controls, notice requirements, and limits on use.
Contention
The main points of potential contention are likely to be the cost and administrative burden of providing paid leave, the discretion given to supervisors and agency heads to approve requests, and the restriction of the benefit to full-time employees with at least 12 months of service. Another possible issue is whether the 15-hour annual cap is sufficient to meaningfully support volunteerism, while others may view the verification and conduct requirements as necessary safeguards against misuse and confusion between private volunteer activity and official state action.