Leave without pay may be granted, upon the approval of the City Manager, if requested in writing by the employee. When paid leave balances are sufficient to cover an absence, paid time must be used before taking leave without pay. In the case of medically related absences for self or an immediate family member, paid sick leave must be exhausted as well as all banks of vacation, personal leave, and compensatory time before taking leave without pay. An employee on leave without pay shall not accrue sick leave or vacation benefits, and the employee will be required to pay group health premiums in total if the employee wishes such coverage continued. Failure of any employee to report promptly at the expiration of such leave of absence shall be considered as a resignation. Leave without pay may be granted subject to the regulations herein.
(A) Personal business leave of absence. A leave without pay granted at the discretion of the City Manager for personal reasons not to exceed 30 days without loss of seniority, if the employee can be spared. This may be extended only with the written approval of the City Manager, and must be submitted in writing a minimum of two weeks prior to the requested date of the extension.
(B) Extended illness or accident leave. A leave without pay granted to a permanent employee for a period not to exceed one year without loss of seniority when such employee is physically unable to report for work because of illness or accident. The employee must promptly notify the employee’s supervisor of the necessity therefor and the supervisor shall transmit the request to the City Manager for approval. The employee must also supply certification from a qualified physician attesting to the necessity of such absence.
(C) Maternity leave. A maternity leave without pay may be granted to a permanent employee without loss of seniority upon approval of the City Manager and recommendation of the department head involved. Extension of the leave may be granted for a period not to exceed one year, if the employee's physician states in writing that such an extension is needed for recuperative health reasons.
(D) Probationary period. Leave without pay during the probationary period shall not be counted as part of that period.
(E) Training.
(1) Temporary leaves of absence with or without pay for training purposes or for other objectives related to the employee's work and performance may be granted by the City Manager for such periods as considered justifiable, within the limitations of the budget.
(2) In regard to employment and on-going training, any employee who voluntarily terminates employment with the city within one years after completing any training sessions designed to produce a professional or trade certification or license, for which an expenditure of city funds in excess of $200 was involved in the form of fees or tuition, shall reimburse the city for the entire amount of that expenditure. In regards to the Tuition Reimbursement Program, specific guidance pertaining repayment of tuition if an employee voluntarily terminates employment for up to two years following the payment of reimbursement for any course designed to produce a college degree, or as part of an individual course of study, is found in the "Non-Union Compensation Plan Ordinance" or the appropriate collective bargaining agreement for unionized personnel. Failure to reimburse the city shall result in an indebtedness to the City of Dublin, a notation of same on the employee's personnel record, and may be part of a reference to future prospective employers.
(F) Rate of pay upon return from absence. Whenever an employee returns from a leave of absence, the rate of pay shall be at the same rate as when the employee’s leave became effective.
('80 Code, § 163.14) (Ord. 3-80, passed 1-7-80; Amendment effective 1-1-19; 1-1-22)