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(a) Sick Leave.
(1) The sick leave policy of the Village shall be defined, interpreted and followed as set forth herein, for all full time Village employees of any department, division or employment relationship, regardless of whether or not the employee is appointed or promoted to or within the department or division.
(2) The sick leave policy of the Village shall only be applicable to leave with pay, and shall not be construed or interpreted by a court of competent jurisdiction to conflict with the Family Medical Leave Act of 1993, Code of, Federal Regulations, Title 29, Part 825 (FMLA).
(3) Sick leave and Family Medical Leave shall run concurrently. If the Village Manager or his designee send paperwork to an employee to determine if Family Medical Leave is available, the employee shall, within a reasonable time, return said paperwork to the City Manager or his designee. A reasonable time is defined as seven (7) days from receipt of the request for information from the Manager or his designee. If the request is mailed the date of mailing shall commence the time to run. Failure to return the request for information is cause for discipline.
(4) Definitions of sick leave.
A. Sick leave is the period of time during which an employee is excused from the work place by reason of illness or injury.
B. Sick leave may be requested by an employee for only the following reasons:
i) Illness or injury of the employee or a member of his/her immediate family.
ii) Medical, dental, optical examinations of an employee or a member of his/her immediate family, or treatment which prevents the employee from performing assigned duties within the department or division.
iii) Pregnancy, childbirth, adoption or guardianship of a minor child, or related medical conditions of the employee or member of his/her immediate family.
(5) Sick leave credits earned and use. For the purpose of this policy, the "immediate family member'' shall be defined as (1) spouse, (2) mother, (3) father, (4) child, (5) step-child living within an employee's home, (6) minor ward, (7) brother or (8) sister.
(6) Sick leave credits earned and use.
A. Every employee who has completed a month in active pay status shall earn one and one fourth (1 ¼) days of paid sick leave credit. Active pay status is defined as actual hours worked, hours on vacation, hours on holiday leave and hours of paid sick leave. Sick leave may be accrued subject to the limits set forth below.
B. The maximum amount of sick leave that can be accrued is unlimited.
C. An employee of the Village may elect, at the time of retirement from active service or terminated by death and with five or more years of service with the Village, to be paid in cash the employee's accrued but unused sick leave credit up to 960 hours. Such payment shall be based on the employee's rate of pay at the time of retirement. Payment for sick leave on this basis shall be considered to eliminate all sick leave credit accrued by the employee at that time. Such payment shall be made only once to any employee.
D. Sick leave shall be paid at the same level or basic hourly, daily or bi-weekly rate as if the employee was engaged in active employment status subject to the master wage ordinance.
(7) Notice and request for sick leave procedure.
A. Any employee requesting sick leave shall notify the Manager or his designee of this fact in person, via telephone or in writing on a form prepared for this purpose. The notice shall constitute a "Notice of Absence" with pay and shall clearly and accurately inform the Manager or his designee of the nature of the request and the anticipated hour date of return to active employment. The Notice of Absence" shall be requested not less than one (1) hour prior to an employee's scheduled active employment and at least two (2) hours prior to an afternoon or night shift active employment
B. The Manager or his designee shall be responsible for maintaining records of sick leave credits earned, sick leave credits used and balance remaining for each employee. The Manager is hereby authorized to prescribe forms to implement the policy. Every employee requesting sick leave shall upon returning to work, if not having previously completed the Notice of Absence, complete and sign the Notice of Absence for any reasons set forth in subsection (4) above.
C. All employees shall be required to furnish a satisfactory written physician's statement to the Manager or his designee, to justify the use of sick leave for any absence of more than three (3) consecutive days; and if an employee is using sick leave for any immediate family member, as defined in subsection (5) above a written physician's statement shall be required to maintain eligibility for paid sick leave.
D. Any employee who provides false or misleading information as to the eligibility for receiving sick leave, shall be subject to immediate disciplinary action by the Manager, up to and including termination of employment.
(8) Use of vacation leave as sick leave.
A. If an employee has exhausted all of his/her accrued sick leave credits, the employee may use his/her accrued vacation leave as sick leave.
(9) Wellness program. The Village establishes a Wellness Program. Each full-time employee who uses zero (0) sick hours during a calendar year shall be compensated one hundred dollars ($100.00) in January of the following year by a separate check.
(b) Family Medical Leave Act of 1993 (FMLA).
(1) The Family Medical Leave Act of 1993, Code of Federal Regulations, Title 29, Part 825 sets forth the FMLA. The Manager shall establish policies consistent with the act to ensure all eligible employees receive the benefits of the act. Sick leave and Family Medical leave are concurrent.
(2) An employee who has exhausted all paid leave but is still eligible for FMLA shall not accrue or be entitled to any benefits afforded to other employees on paid sick leave under this ordinance except any benefits set forth in the current FMLA policy adopted by the Manager and/or Council, and Health Care coverage as set forth in the Village Policy in Section 147.31 Codified Ordinances.
(c) Vacation Leave.
(1) The vacation year shall date from January 1 through December 31 each year. Employees shall take their vacation for the relevant calendar year prior to December 31 each year. Vacations must be requested in writing to the Manager or his designee by January 31 st of the calendar year for which vacation leave is requested.
(2) If, for some reason, it is not practicable for an employee to take all vacation leave to which he/she is entitled by the end of the calendar year, the employee shall notify the Manager in writing and request that the employee receive his remaining unused vacation pay in a separate check paid in the last pay period of January of the following year. The Manager's decision is final.
(3) Unused vacation shall not be carried over into the following calendar year.
(4) Any employee of the Village who resigns, or retires is entitled to be paid for all unused personal days or unused vacation days. This amount shall be paid in a separate check in the next payroll period.
(5) Each full time employee of the Village of Sebring who has at least one full year of service with the Village shall receive vacation leave as set forth in the master pay ordinance.
(d) Personal Leave. Each full time employee after sixty continuous days of service shall be entitled to three (3) personal days per year. Requests to use a personal day or any part thereof must be submitted to the Manager, in writing, three (3) days prior to requested personal day.
(e) Bereavement Leave. Each full time employee of the Village shall be eligible for up to three (3) calendar days additional paid personal leave in the event of the death of an immediate family member. Immediate family is defined as: mother, father, sister, brother, spouse, employee's children, mother-in-law, father-in-law, brother-in-law, sister-in-law, grandparents, or grandchildren.
(Ord. 56-2020. Passed 11-23-20.)
(a) Each full-time employee of the Village of Sebring, Ohio who has at least one (1) full year of service with the Village shall receive vacation leave with pay based upon the following formula and based on the rate of pay in the current master wage ordinance:
Employed 1-5 years | 80 work day hours |
Employed 6 years | 88 work day hours |
Employed 7 years | 96 work day hours |
Employed 8 years | 104 work day hours |
Employed 9 years | 112 work day hours |
Employed 10-14 years | 120 work day hours |
Employed 15-19 years | 140 work day hours |
Employed 20 or more years | 160 work day hours |
(b) Vacation accrues by calendar year and not anniversary date that is, new employees will, on January1st following their date of hire receive a pro-rated benefit for their first period of service for use during the following calendar year. On January 1st of succeeding years, the employee shall receive vacation according to the table above.
(c) Vacation leave may be used in one half (1/2) day increments (4 hours).
(Ord. 57-2020. Passed 11-23-20.)
Any employee who has fully met the following requirements shall be granted longevity pay in a lump sum payment, in the second pay period of November in each calendar year provided that the employee has met all the requirements by November 1st of the calendar year in which the annual longevity payment shall be made.
Period of Service | Full Time Employees | Part Time Employees |
0-5 years | $100.00 | $50.00 |
6-10 years | $200.00 | $100.00 |
11-15 years | $300.00 | $150.00 |
16-20 years | $400.00 | $200.00 |
21 + years | $500.00 | $250.00 |
(Ord. 57-2020. Passed 11-23-20.)
(a) Any employee regularly scheduled to work the "second shift” as defined by the Department Head and Village Manager shall be paid in addition to the regular pay rate, the sum of twenty cents ($0.20) per hour as a shift premium.
(b) Any employee regularly scheduled to work the "third shift" as defined by the Department Head and the Village Manager shall be paid in addition to the regular pay rate the sum of thirty cents per hour as a shift premium.
(Ord. 57-2020. Passed 11-23-20.)
(a) A work week is defined as the seven (7)-day period commencing at twelve o'clock A.M. (midnight) on Sunday and terminating at eleven fifty-nine p.m. on Saturday. A "day" is defined as the twenty-four (24) period commencing at twelve o'clock a.m. (Midnight) and terminating at eleven fifty-nine p.m. A "workweek" consists of forty (40) hours actually worked, as well as holidays, vacation days and sick days, which may have been taken during the week. All wages are paid on the basis of a forty (40) hour workweek.
(b) Any overtime authorized by a department head shall be paid at a rate of one and one-half (1½) times the hourly rate set forth in the master wage ordinance. Salaried employees are ineligible for overtime pay. The overtime rate shall be paid for all hours worked in excess of eight (8) hours in any one day or any hours over eight (8) consecutive hours and over forty (40) hours in any one workweek.
(Ord. 57-2020. Passed 11-23-20.)
Employees holding the following licenses or certificates shall be paid additional compensation on the second pay period in November, in a separate pay check. This additional pay shall be calculated from the base pay in the current master wage ordinance.
(a) Any license (including a CDL) issued by the State of Ohio that relates to the employee's job assignment, shall be entitled to additional compensation at two percent (2%) of the employee's base pay as stated in the master wage ordinance. The maximum number of licenses for which an employee may receive additional compensation is three licenses.
(b) Any certificate issued by the State of Ohio that relates to the employees' job assignment shall be compensated at one percent (1%) of the employee's base pay rate as stated on the master wage ordinance.
(c) Division of Police employees, including dispatchers will be compensated for the following certificates at one percent (1%) of the employee's base pay as set forth in the master wage ordinance: Intoxilyzer 8000; either an (ADAP/ NOW DESIGNATED ARIDE) certificate, radar certificate, Criminal History Certificate, EMD Telecommunicator and/ EMD Telecommunicator-CPR and Call Assessment Certificate and APCO International certificate. The maximum number of certificates for which an employee may receive additional compensation is three certificates.
(d) Division Employees holding approved Instructor Certificates (other than OPATA basic training) shall be compensated two percent (2%) of the employee's base pay as set forth in the master wage ordinance.
(Ord. 57-2020. Passed 11-23-20.)
(a) Any employee that attends any training session, school or seminar which has previously been approved the Village Manager during regularly scheduled work hours, shall be compensated for such time spent in attendance, including travel time to and from said training up to but not more than eight (8) hours straight time in any one day. This provision or any other provisions of this chapter shall not be construed to permit multiple compensation.
(b) Volunteer Firefighters who attend a regularly scheduled work night or a training session shall be paid an additional two (2) hours additional compensation at the base rate set forth in the master wage ordinance. This section shall be construed to allow compensation for each work night attended or training session, that is, compensation is cumulative.
(Ord. 57-2020. Passed 11-23-20.)
Any off duty member of the police department, subpoenaed to attend court, for matters arising from police duties, shall be entitled to compensation in the amount of two (2) hours paid at one and one half (1½) times the employee's base rate of pay as set forth in the master wage ordinance.
(Ord. 57-2020. Passed 11-23-20.)
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