(a) Paid Sick Leave Generally.
(1) Each full-time employee shall be entitled to paid sick leave of ten hours per month. Sick leave shall be compensated at one hundred percent of his or her base rate of pay. This sick leave shall be computed from the active date of service from the date of employment. No paid sick leave shall accumulate during unpaid leaves except military leave. Paid sick leave shall not be counted as eight hours worked for holiday payment eligibility (day before or day after a holiday) or for overtime calculation.
(2) Employees may use accumulated sick leave for absence due to personal illness, pregnancy, personal injury, injury on the job (five days maximum), exposure to contagious disease which could be communicated to other employees, and illness, injury or death in the employee's immediate family, including mothers, fathers, spouse, siblings and/or children. In no event shall paid sick leave exceed ten days per year for illness, injury or death in the employee's immediate family.
(3) After three consecutive days of personal illness, the employee must have one of the following: proof of a doctor's visit, consultation or a written prescription for medication upon return to work. Such proof of illness is to be given to the department head. During a prolonged illness exceeding thirty days, Council may request a second medical opinion on the employee's condition from a physician of Council's choice. Should the illness be of a continuing nature, requests for additional medical information shall also be the right of Council.
(b) Paid Sick Leave Accumulation.
(1) Paid sick leave may be accumulated by full-time employees up to a maximum employment lifetime total of 120 days.
(2) If any employee leaves the employment of the Village and gives two weeks notice, and works the two weeks, then, unless instructed to terminate immediately by the department head, he or she shall be paid for all accumulated but unused sick leave up to the maximum of thirty days at the current base rate, and the same is to be included and considered as severance pay, subject to the provisions of Ordinance 973-94, passed October 18, 1994. If any employee is discharged for committing a serious infraction, for improper conduct, dereliction of duty, fraud, etc., he or she shall forfeit all annual and accumulated sick leave.
(c) Unpaid Sick Leave. Unpaid sick leave may be granted for extended personal injury or personal illness at the discretion of the department head and the approval of Council on a case-by-case basis and in accordance with the Federal Family and Medical Leave Act of 1993.
(d) Military Leave.
(1) In the event that full-time employees are required to serve military duty on an active status, they shall be granted a leave of absence which will not be counted against continuity of service if they return to the Village within thirty days of discharge from the military. Qualifying extended military leave shall be counted as active service for vacation, but no payment shall be made for vacation accrued while on military leave. Full-time employees who are members of the Ohio National Guard or any United States military reserve unit shall be granted temporary military leave with pay when ordered to temporary active duty or annual military training exercises for not to exceed thirty-one days in a calendar year. Military leave pay shall be the difference between the employee's regular pay and his or her service pay. An employee may, at his or her option, elect an alternative to regular pay, instead of regular pay, and use accumulated vacation pay in lieu of military leave pay.
(2) All employees scheduled for temporary military leave shall schedule the leave on the department vacation schedule by April 1 of the affected year. Within ninety days of the temporary leave, an employee shall supply the department head with an official military duty schedule.
(Ord. 1113-99. Passed 8-3-99; Ord. 1403-11. Passed 8-2-11.)