(a) Coverage by Employee Organization. Employees covered by a union contract shall be governed by the provisions of that contract.
(b) Leave of Absence with Pay. Department heads may recommend a full-time permanent employee to be absent, with pay, when such leave is in the best interests of the City. Such requests shall be reviewed and approved by the Director of Human Resources and City Manager.
(c) Personal Leave of Absence. The City Manager may, upon recommendation of the department head, grant a leave of absence for personal reasons, without pay or service credit, to a non-represented employee who has completed their probationary period, provided that good reason exists for the requested leave of absence and, in the sole judgment of the City, such employee can be spared from their work.
(d) Family and Medical Leave of Absence. An employee may request time off from work without pay pursuant to the Family and Medical Leave Act of 1993, in accordance with the City Manager established policy and federal law.
(e) Bereavement Leave of Absence. Full-time permanent non-represented employees shall receive the amount of pay they would have received on a regular straight time basis for each day necessarily lost from regularly scheduled duty to make arrangements for and attend the funeral or a memorial service of a member of their family. This payment shall not be made for any such days on which the employee for any other reason would have been absent from work. Such paid leave shall not be extended unless personal time off (PTO) is used. To be eligible for such pay, the employee must notify their supervisor as soon as possible of the necessity for such absence, must attend the funeral or memorial service, and, if requested by the City, must present proof of death and relationship. Bereavement leave shall be granted as follows:
(1) Five days for the death of current spouse/live-in partner, child (including step) and parent (including step).
(2) Three days for the death of a sibling (including step), grandparent, grandchild, mother/father in-law, sister/brother in-law.
(3) One day for the death of an aunt, uncle, niece, nephew, spouse’s or partner’s grandparent.
(f) Military Leave.
(1) The reinstatement rights of any employee who voluntarily or involuntarily leave their employment position to undertake military service or certain types of service in the National Disaster Medical System, shall be determined in accordance with the provisions of the law granting such rights.
(2) Permanent full-time non-represented employees who are members with active status of an armed forces reserve unit shall, at their request, be granted military leave when called to active duty for a period not to exceed two weeks annually. Such military leave shall not be charged to earned PTO and, in addition, the employee shall be compensated by the City an amount equal to the difference between their normal pay and the pay they receive from the military for a period not to exceed two weeks of such leave, provided that the military pay is less and the employee furnishes adequate proof to the Finance Department of their pay for such military duty, including call-up for special duty to protect citizens, i.e. riot duty.
(g) Jury Duty Leave.
(1) Full-time permanent non-represented employees shall be granted leaves of absence for required jury duty. Such leaves shall not exceed forty-five days in any one calendar year unless the City Manager, at their discretion, extends this time. Such employees shall receive that portion of their regular compensation which will, together with their jury pay or fees, exclusive of mileage payment, equal their total compensation for the same period. The time spent on jury duty shall not be counted as time worked in computing overtime. An employee excused for jury duty during regular working hours shall report to their supervisor immediately. Failure to report will result in disciplinary action.
(2) Employees shall notify their supervisor as soon as possible after receiving notice to report for jury duty. The employee will be responsible for ensuring that a report of jury duty and a pay form are completed by the clerk of the court each day/week so that the City will be able to determine the amount of compensation due for the period involved.
(Ord. 14-78. Passed 11-28-78; Ord. 08-2024. Passed 6-4-24.)