Sick leave banks are a common staple of teacher contracts. Although these banks may benefit employees, they expose school districts to a variety of complications and unintended consequences, including administrative complexity, potential cash flow implications, cost disparities, increased absenteeism, instructional instability, privacy issues, and discrimination claims from disgruntled employees. Some districts attempt to mitigate their exposure to these potential perils by taking the Pontius Pilate approach, washing their hands of the program and assigning active control of sick leave banks to the union. The author believes that districts would be prudent to proceed with caution with the implementation of a sick leave bank arrangement. They should weigh the real costs and benefits, ensuring that administration of the plan is not excessively onerous and that proper limits and standards are delineated. In addition, the plan should conform to federal and state laws and regulations. Even if the union administers the program, the school district administration will ultimately absorb the costs and resolve the complaints. As always, districts should be practical by having the plan evaluated by their attorneys before agreeing to integrate such a plan into their collective-bargaining agreements.