(a) A full-time employee who wishes to take time off due to the death of a family member should notify his or her supervisor as soon as practicable.
(b) Bereavement pay will be calculated based on the base pay rate at the time of absence, and it will not include any special forms of compensation, such as incentives, commissions, bonuses, overtime or shift differentials.
(c) Paid bereavement leave will be granted according to the following schedule:
(1) Employees are allowed up to five days off from regularly scheduled duty with regular pay in the event of the death of the employee's spouse, domestic partner, child/stepchild/guardianship child, father, father-in-law, mother, mother-in-law, son-in-law, daughter-in-law, brother, sister, grandparent, or grandchild. To be eligible for paid bereavement leave, the employee generally must attend a memorial service that is held within six months of the date of death of the relative.
(2) Employees are allowed up to two days off from regular scheduled duty with regular pay in the event of death of the employee's brother-in-law, sister-in-law, aunt, uncle, niece, nephew, first cousin, spouse's grandparent, step-parent, step-sibling, or nonresidential stepchild. To be eligible for paid bereavement leave, the employee generally must attend a memorial service that is held within six months of the date of death of the relative.
(d) An employee may use an additional two days of sick leave for additional time off, as necessary.
(e) The City Manager may modify this policy based on individual circumstances, but not in such a manner that will decrease the benefits provided.
(f) Bereavement leave shall not be considered an accruing benefit, and shall not be eligible for payment as part of the employee's exit pay.
(Ord. 3263. Passed 11-25-19.)