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(A) Eligibility and length. If a death occurs in the employee’s immediate family, the employee shall be entitled up to, but not necessarily, three days leave with full compensation. Immediate family shall be defined as grandmother, grandfather, son, daughter, mother, father, brother, sister and spouse. Additionally, the employee shall be entitled to one day of bereavement leave for any of the following: father in-law, mother-in-law, brother-in-law, sister-in-law, spouse’s grandmother and spouse’s grandfather.
(B) Extension. Additional bereavement leaves shall be at the determination of the department head. It is the general intention of this policy to allow employees to be compensated while attending the funerals of those closest to them. It is understood that there exist special circumstances wherein the employee may have just cause for requesting bereavement days in addition to those stated above; therefore, in those cases the department head shall make such a determination on a case-by-case basis.
(Ord. 53-1988, passed 11-1-1988)
(A) General provisions.
(1) A provision for extended absence of an employee for but not limited to the following reasons: extended illness, medical operations and other non-job related injuries.
(2) The Board of Works shall make all decisions regarding disability leave during special and regularly scheduled Board of Works meetings and shall reserve the right to reject any and all requests for disability leave.
(3) Disability leave may be granted only to regular full time employees who have been employed by the city for one year.
(4) Employees shall not be paid during disability leave but insurance and seniority benefits will continue.
(5) Interpretations of the provisions within the disability leave policy shall be the responsibility of the Board of Works. These interpretations shall be applied in a fair and equitable manner.
(6) All costs of medical examinations required or requested in this policy shall be borne by the employee unless provided otherwise in this policy.
(B) Notice requirements and length of leave.
(1) Requests for disability leave shall be filed five days prior to a regular Board of Works hearing date on forms prescribed by that Board.
(2) The Board of Works may grant disability leave for periods not to exceed three months and may grant one extension not to exceed three months.
(3) Employees must return to work for at least six months before being entitled to further sick leave.
(4) The employee’s department head or duly authorized representative of the department shall represent him or her before the Board of Works.
(5) Employees have the right to attend any hearing for disability or send a representative to testify in their behalf.
(6) A medical doctor’s statement shall be submitted with any request for disability leave.
(7) That statement shall state the nature of the disability and shall contain an affirmative statement as to the employee’s inability to attend work.
(8) The Board of Works may request additional examinations of employees who are on disability leave if they have reason to believe that the employee’s condition may have improved sufficiently to allow the employee to return to work.
(9) If an employee wishes to engage in alternate employment while on disability leave, either with the city or some other employer, that employment must be approved by the Board of Works.
(C) Reinstatement.
(1) If an employee has been placed on extended illness or disability leave and will be returning to work on or before the last day of the granted leave, the employee shall provide to his or her department head a written doctor’s release at least five days prior to his or her return to work. If the department head has reason to believe additional medical information is required before the employee may return to work, the department head may direct the employee to go to a physician for an additional examination and medical report which shall be paid for by the city.
(2) When an employee returns from disability leave, the employee may be returned to his or her former position if it was not necessary to fill the position in their absence. If, however, the position had been filled, the returning employee shall be placed in a position as similar in pay and responsibilities as possible within or outside of that same job classification.
(Ord. 53-1988, passed 11-1-1988)
(A) General. All other leaves shall be granted by the Board of Works on a case-by-case basis in formal meetings. Such leaves may or may not be granted with compensation for time missed by the employee. Whenever possible, the employee shall contact the Controller’s office in advance of such absences so that a determination can be made prior to the absence. The employee shall clearly state that the leave is not permanent. Generally speaking, the Board of Works shall take a more understanding view of absences which can be ruled upon prior to the situation.
(B) Education. Qualified employees may be considered for educational leaves of absence if related to current or future jobs within the city.
(Ord. 53-1988, passed 11-1-1988)
(A) Defined. SICK LEAVE is defined as absence from work by any employee because his or her own personal illness, injury or legal quarantine and shall be used for this purpose only.
(B) Policy. It is the policy of the city to permit employees to earn paid sick leave from year to year and to accrue unused sick leave.
(C) Scope. This policy applies to all civil city employees, subject to modification by the terms of any collective bargaining agreement entered into by the city with a bargaining representative (union), except for those employees covered by the Police and Fire Pension Plan.
(D) Purpose. This policy is designed to define paid sick leave and to enumerate rules for accrual and use of sick leave benefits.
(E) General.
(1) Each full-time employee shall be entitled to six sick days per calendar year. Any employee who is employed by the city shall begin January 1 with six sick days. Persons who become employees of the city in subsequent months shall begin with six sick days minus one-half sick day for every full month they were not an employee of the city.
(2) If an employee leaves city employment and has taken sick leave in excess of one-half day per month, his or her paycheck shall be adjusted accordingly.
(3) An employee shall only be paid for the days he or she is off for illness if the employee directly reports to the department head for which he or she works within one-half hour after that department’s normal starting time. Further, if an employee uses three consecutive sick days, a written statement from a doctor must be presented to the employee’s department head before the missed time can be granted as compensated sick leave. This statement may also be required by the department head if the department head has reason to believe that an employee is abusing the use of sick leave by chronic, periodic or habitual absences or in some other fashion.
(4) If an employee is absent or anticipates being absent due to illness more than five consecutive work days, the employee shall request extended leave
pursuant to the provisions in this personnel policy providing for leaves of absence. The employee may be required to provide a physician’s statement of the employee’s physical ability to fully discharge his or her duties.
(5) Employees can accumulate sick days from year to year up to 20 days.
(Ord. 53-1988, passed 11-1-1988)