(a) For purposes of this section and all other references in this section to "health care professional" OR "licensed health care professional" the term shall mean physician, psychologist, psychiatrist, and other licensed to administer health care independently or under the direction of a physician.
For the purpose of this section, the term "qualifying event" means the birth of a child or the adoption or foster care placement of a child who is less than six years of age. Adoption of a stepchild is not a qualifying event.
Pregnancy and Parental Leave does not reduce the employee's accrued time under any other City paid leave program (such as sick, personal or vacation). An employee on Pregnancy and Parental Leave will continue to accrue sick leave and vacation leave at their regular rate.
Any holiday occurring during Pregnancy and Parental Leave period shall be counted as part of the Pregnancy and Parental Leave and paid as such.
If both parents are eligible for Pregnancy and Parental Leave under this policy, they may choose to take the Pregnancy and Parental Leave concurrently or consecutively.
(b) Beginning January 1, 2024 all non-bargained full-time employees who have been employed by the City for one (1) year or more and who have worked at least 1250 hours within the previous twelve (12) month period may qualify for Pregnancy and Parental Leave in the event that they are currently pregnant and/or immediately following the qualifying event by such employee and/or their legal spouse according to the following table:
QUALIFYING EVENT ON OR AFTER | QUANTITY OF PAID TIME OFF |
January 1, 2024 | Up to twenty (20) eight (8) hour shifts |
January 1, 2025 | Up to thirty (30) eight (8) hour shifts |
January 1, 2026 | Up to forty (40) eight (8) hour shifts |
January 1, 2027 | Up to fifty (50) eight (8) hour shifts |
January 1, 2028 | Up to sixty (60) eight (8) hour shifts |
For purposes of this section all paid time off shall run during consecutive shifts until
exhausted.
(c) Pregnancy and Parental Leave will run concurrently with the employee's available family medical leave (also known as FMLA leave). At the end of the Pregnancy and Parental Leave, the employee's remaining time off if applicable, will follow the procedures outlined in Section 266.06-1, 226.06-7, and 266.09-2.
(d) An employee should make their request for Pregnancy and Parental Leave as soon as practicable to enable the City to make arrangements to cover their duties. In any event, it is the employee's responsibility to make the request at least four weeks before the first day of the Pregnancy and Parental Leave. Pregnancy and Parental Leave may be denied, if the request is made after that deadline.
The employee should request leave in writing and submit it to the office of human resources after consultation with their supervisor.
(e) Pregnancy and Parental Leave may begin before the qualifying event if it is deemed medically necessary by a licensed health care professional or is required to fulfill the requirements of the adoption or foster care placement. The office of human resources will require an employee requesting an early start to Pregnancy and Parental Leave to submit appropriate supporting documentation. The decision whether to allow Pregnancy and Parental Leave to begin early will be made in the sole discretion of the human resources manager or designee. Early Pregnancy and Parental Leave is subject to the rest of this policy.
(Ord. 21-2023. Passed 6-20-23.)