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(A) All full-time employees shall be eligible for sick leave after completion of the 90-day probationary period. Days are awarded on a calendar year basis at the rate of nine days per year. An employee shall be allowed to accumulate a maximum of 90 sick days. No time will accrue after the available balance reaches 90 days.
(B) If an employee is involuntarily terminated by the Town of Monon, the Town of Monon will pay any unused sick leave.
(C) If an employee voluntarily resigns their position, the Town of Monon will pay any unused sick leave due to the employee in the year of resignation provided that the employee gives appropriate notice. Non-exempt employees must give two weeks' notice and exempt employees must give four weeks' notice. In the event of an employee's death, payment for any unused sick leave will be made to the employee's estate.
(D) Sick days may not be used in advance of earning the time. Sick days may be used for such circumstances as an employee's or a family member's illness, for an employee's or family member's doctor's appointment, or when an employee is responsible for the care/treatment of his/her sick child. These days must be used in full (eight hour), half day (four hour), or 15-minute increments.
(E) Abuse of sick leave privilege can be used as consideration in disciplinary actions. The Clerk-Treasurer will keep an individual up-to-date record on all employees. Employees must have 48 hours prior approval from their department head for more than three continuous days.
(Ord. 2022-13, passed 12-21-2022)
(A) If a death should occur in your immediate family, you may be given personal time off with pay to attend the funeral if you are a full-time employee who has completed the 90-day probationary period with the town. The pay will be for the time lost from work because of the death, but not to exceed eight hours per day at your straight time rate, up to a maximum of five days.
(B) Bereavement leave will not be included in the calculation of overtime.
(C) You will not be paid for funeral leave on days for which you are otherwise compensated (holidays, vacation, etc.) and the five days must fall within consecutive workdays or be approved by the department head. One of the five days must either be the date of death or the date of funeral. Immediate family is defined as current spouse, child, stepchild, parent or stepparent, current mother-in-law, current father-in-law, brother, sister, grandparents, brother-in-law, sister-in-law, grandparent-in-laws or grandchildren or any family member residing in the employee's household.
(D) Employees shall receive two days of leave upon the death of an aunt, uncle, niece, nephew, or cousin. If the employee feels that he/she needs more than one day, vacation time can be used with the permission of the department head.
(Ord. 2022-13, passed 12-21-2022)
Employees who may be required to work on an Election Day should find time to vote either before or after their working hours. If nonexempt employees are unable to vote in an election during their nonworking hours, the Town of Monon may grant a maximum of one hour of unpaid time off to vote.
(Ord. 2022-13, passed 12-21-2022)
(A) The Town of Monon encourages employees to fulfill their civic responsibilities by serving jury duty when required. Non-exempt employees are required to return to his/her scheduled shift once released from jury duty.
(B) Employees must show the jury duty summons to their department head as soon as possible so that the supervisor may arrange to accommodate their absence.
(C) The per diem amount paid to an employee for jury duty shall be turned over to the Town of Monon Clerk-Treasurer. The employee shall keep mileage compensation.
(D) Either the Town of Monon or the employee may request an excuse from jury duty, if in the town's judgment, the employee's absence would create serious operational difficulties.
(E) Jury duty pay will be calculated on the employee's rate of pay times the number of hours the employee would otherwise have worked on the day of absence.
(F) The Town of Monon encourages employees to appear in court for witness duty when subpoenaed to do so. If employees have been subpoenaed or otherwise requested to testify as witnesses by the town, they will receive full pay for the entire period of witness duty. Other court appearances will require use of vacation days or compensatory time. Employees are expected to report for work whenever the court schedule permits.
(Ord. 2022-13, passed 12-21-2022)
(A) The town shall comply with all regulations as described in the Family and Medical Leave Act (FMLA) of 1993 including all subsequent revisions. This policy serves as a general description of employee's FMLA rights; therefore, in the event a conflict arises between this policy and applicable law, employees shall be granted all such rights allowed by law. Town of Monon shall adhere to the "General Notice Requirements" prescribed by the Department of Labor through the following actions:
(1) Posting required FMLA information explaining provisions of the Act and procedures for filing complaints of violations of the Act with the Wage and Hour Division of the Department of Labor. This information shall be posted prominently where it can be readily viewed by employees and applicants for employment; and
(2) Providing this general notice to each town employee by including the notice in the Personnel Policies Handbook or other written guidance to employees concerning employee benefits and leave rights. The general notice may be distributed electronically as deemed appropriate by the Town of Monon.
(B) Any full-time employee who has been employed by the Town of Monon for at least 12 months and who has provided at least 1,250 hours of service, shall be given up to 12 unpaid work weeks of leave during any 12-month period. This time would be used to recover from a serious health condition, care for a newly born or adopted child, or care for a spouse, parent or child who is suffering from a serious health condition.
(C) A serious health condition is an illness, injury, impairment or physical or mental condition, involving either inpatient care or continuing treatment by a health care provider.
(D) An employee may take leave for the birth or placement of a child only within 12 weeks of that birth or placement, and an employee must provide 30 days advance written notice before the date on which the leave would begin. If the employee is unable to provide 30 days written notice, he or she must provide "such notice as is practical".
(E) The employee must use their paid vacation and/or sick leave, during the 12 week period, to be paid bi-weekly according to the employee's normal work scheduled hours until exhausted.
(F) The employee desiring to take leave due to his/her own or a family member's serious health condition must provide certification of the condition from a health care provider including the following:
(1) The date on which the serious health condition in question began.
(2) The probable duration of the condition.
(3) Appropriate medical facts regarding the condition.
(4) A statement that the employee is needed to care for the family member along with an estimate of how long the care will be required, or a statement that the employee is unable to perform his/her duties because of the serious health condition.
(G) Failure to return from FMLA without written authorization from the town will be considered a voluntary resignation.
(Ord. 2022-13, passed 12-21-2022)
(A) It is the policy of the Town of Monon that qualified individuals with disabilities are not excluded from participating in or benefitting from the services, programs, or activities of the town.
(B) It is the policy of the town not to discriminate against a qualified individual with a disability in job application procedures; the hiring, advancement, or discharge of employees; employee compensation; job training; and other terms, conditions, and privileges of employment. It is the intent of this town to comply with all applicable requirements of the Americans with Disabilities Act (ADA).
(C) If a person is not able to perform the essential functions of a job, even with reasonable accommodation, then the person is not qualified for the position.
(D) The town will reasonably accommodate persons within the requirements of the law. Such reasonable accommodation may include making facilities readily accessible to individuals with a disability, restructuring jobs, modifying work schedules, modifying equipment, or other similar accommodations.
(E) Accommodation may not create undue hardship for the town or other employees. An individual who cannot be reasonably accommodated for a job, without undue hardship, will not be selected for that position.
(F) All employees are required to comply with safety standards. Applicants who pose a direct threat to the health or safety of other individuals in the workplace, which threat cannot be eliminated by reasonable accommodation, will not be hired.
(G) Current employees who pose a direct threat to the health or safety of the other individuals in the workplace will be placed on appropriate leave.
(H) Disabled individuals cannot pose a direct threat to the safety of themselves or others. Generally, a "direct threat" means a significant risk to the health or safety of others that cannot be eliminated by reasonable accommodation.
(I) Benefits provided to disabled individuals who are qualified to perform the work are not different from the benefits provided to other employees.
(J) Members of the public, including individuals with disabilities and groups representing individuals with disabilities, are encouraged to submit suggestions to the Town of Monon ADA Coordinator on how the town might better meet the needs of individuals with disabilities pursuant to this policy.
(Ord. 2022-13, passed 12-21-2022)
All on-the-job injuries must be reported to the department head or Clerk-Treasurer immediately. If a full- time employee is injured while performing his/her job for the Town of Monon, an Incident Report must be filed with the Clerk-Treasurer within 24 hours of the injury. There is a seven calendar day waiting period required by Worker's Compensation before benefits are paid. If an employee is off 21 calendar days or longer, Worker's Compensation will then pay the employee for the seven day waiting period. If the employee is off less than the 21 days, the town will then pay the employee for the days regularly scheduled to work in that seven day waiting period after the employee returns to work.
(Ord. 2022-13, passed 12-21-2022)
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