(a) Vacation Time for all employees shall be as stated in this section.
(1) Full-Time Employee Vacation. Effective January 1, 1987, each full-time employee shall be entitled to accumulate vacation credits according to an hourly accumulation rate per paid work hour or paid service hours as follows:
TABLE A FULL-TIME EMPLOYEE VACATION ENTITLEMENT | |||
LENGTH OF SERVICE (YEARS) START END OF YR. OF YR. | HOURLY ACCUM. RATE/PAID WORK HOUR OR PAID SERVICE HOUR | GENERAL CALENDAR YR. EQUIVALENT (REFERENCE ONLY) | MAXIMUM PERMITTED ACCUM. OF UNUSED VACATION CREDIT |
0 - 5 Yrs. | .03846 | 2 Wks./Yr. | 160 Hrs. |
6 - 10 Yrs. | .05769 | 3 Wks./Yr. | 240 Hrs. |
11 - 15 Yrs. | .07692 | 4 Wks./Yr. | 320 Hrs. |
16 - 20 Yrs. | .09615 | 5 Wks./Yr. | 400 Hrs. |
21 Yrs. & Over | .11538 | 6 Wks./Yr. | 480 Hrs |
(2) Permanent Part-Time Employee Vacation. Permanent part-time employees who work at least 15 hours per week annually on average, if designated and approved by their respective appointing authority as eligible permanent part-time employees, shall be entitled to accumulate vacation credits according to an hourly accumulation rate per paid work hour or paid service hours as follows:
TABLE B PERMANENT PART-TIME EMPLOYEE VACATION ENTITLEMENT | |||
LENGTH OF SERVICE (YEARS) START END OF YR. OF YR. | HOURLY ACCUM. RATE/PAID WORK HOUR OR PAID SERVICE HOUR | GENERAL CALENDAR YR. EQUIVALENT (REFERENCE ONLY) | MAXIMUM PERMITTED ACCUM. OF UNUSED VACATION CREDIT |
0 - 5 Yrs. | .03846 | 2 Wks./Yr. | 160 Hrs. |
5 Yrs & Over | .05769 | 3 Wks./Yr. | 240 Hrs. |
Any employee eligible for the vacation benefit delineated herein shall not be eligible for the vacation benefit that may be attained by working 1252 hours per year or more.
(3) Seasonal Employee Vacation. Each seasonal part-time employee who works 1,252 hours or more in any calendar year, shall receive six days’ (48 hours) vacation benefits during the next calendar year.
Each employee who is employed as a seasonal part-time employee and who works less than 1,252 hours in any calendar year shall receive no vacation benefits, except as noted herein below for permanent part-time employees.
Vacation benefits that have accumulated during the last preceding calendar year may be carried over one (1) year in which they must be utilized or otherwise forfeited.
(4) Maximum Basis for Calculation. The maximum base for accumulation of vacation credits per bi-weekly pay period shall be eighty (80) hours regardless of the actual number of hours worked or paid service hours in the pay period. Vacation credits shall not be earned on overtime hours.
(5) Prior Public Service. Any person employed, other than as an elected official, by the State of Ohio or any political subdivision of the State of Ohio or public government entity of the State of Ohio or its subdivisions, and earning vacation credits currently, is entitled to have prior public service with any of these employers combined with City of Stow service for the purpose of computing the total amount of vacation leave entitlement. The employee shall be responsible for providing a satisfactory written, signed statement(s) from former employers verifying such previous public service time.
Credit for previous public service shall not be effective until the first full benefit period commencing on or after the date the City Finance Department has been officially notified of such service.
(6) Length of Service Adjustments. Each employee’s hourly accumulation rate per paid work hour shall automatically be adjusted by the Finance Department to the appropriate rate shown in Table “A” above as the employee’s service qualified them for such rate. All calculations of length of service shall be made by adding the employee’s verified non-City of Stow public service, if any, and total actual length of employment with the City of Stow. For implementation of this section only, whole months shall be utilized to determine non-City of Stow service. Credit shall not be given for partial months. All calculations of City of Stow service shall be as of the anniversary date of employment; provided that such service has been uninterrupted and continuous. Service interruptions, if any, shall be deducted from total City of Stow service time.
(7) Payment for Vacation Leave. Vacation pay for full-time employees shall be payable along with the general payroll of the City and shall be computed by multiplying the employee’s base hours rate including longevity pay, if any, for each earned hour of vacation to be utilized by the employee.
(8) Maximum Accumulation. Each employee shall be allowed to accumulate earned vacation credits to a maximum of twice that which could be earned or accrued by the employee in one (1) year according to their length of service as shown in Table A. Employees shall forfeit their right to take or to be paid for any vacation leave to their credit which is in excess of the accrual for two (2) years. Such excess vacation leave, when it occurs, shall be automatically eliminated from the employees’ vacation leave balance. There shall be no additional compensation in lieu of vacation leave for earned but unused vacation credit, except upon termination of employment or death.
(9) Vacation Scheduling. Each Department head shall schedule vacations for employees under their supervision to conform with the operating requirements of the City government, but should be scheduled to meet with the respective employee’s desires based on seniority.
(10) Credits Remaining at Termination or Death. Upon termination from City of Stow service, an employee shall be entitled to compensation at their most recent paid status base rate of pay, including longevity pay, if any, for all earned but unused vacation leave to their credit at the time of termination; provided, however, that the maximum amount that may be paid to any employee shall be limited to the maximum amount which could be accumulated or accrued according to the amounts shown in Table A. The applicable base rate of pay shall be considered to be that to which the employee was entitled when he or she was last on active pay status. In case of death of an employee, such unused vacation leave shall be paid in the name of the employee to their spouse or named beneficiary or estate if there is no spouse or named beneficiary.
(11) First Fifty Weeks Limitation. Employees shall not be entitled to use vacation credits until their employment with the City shall have exceeded fifty (50) weeks. Any employee terminating City employment for any reason within fifty (50) weeks or less shall not be entitled to compensation for unused vacation leave to their credit. Employee supervisors have the ability, in writing, to waive the requirement of fifty (50) week accrual time for individual employees.
(12) Effect of Unpaid Status. Employees on unpaid status with the City shall not earn additional vacation credits; however, as long as they remain employees of the City, their unpaid time shall continue to accumulate as service time for the purposes of computing total length of service with the City.
(b) Sick Leave.
(1) Full Time-Employee Sick Leave. Each full-time employee shall be entitled to accumulate sick leave at the rate of .05769 hours for every paid work or paid service hour; provided, however, that the maximum base for accumulation shall be eighty (80) hours per pay period regardless of the actual number of hours worked or paid service hours in the pay period. Sick leave credit shall not be accumulated on overtime hours. Such sick leave shall be payable at the employee’s base hourly rate, including longevity pay, if any, for each hour of sick leave utilized. Sick leave so utilized shall be deducted from the employee’s accumulated sick leave total.
(2) Permanent Part-Time Employee Sick Leave. Permanent part-time employees, shall be entitled to accumulate sick leave at the rate of .05769 hours for every paid work or paid service hour; provided, however, that the maximum base for accumulation shall be eighty(80) hours per pay period regardless of the actual number of hours worked or paid service hours in the pay period. Sick leave credit shall not be accumulated on overtime hours. Such sick leave shall be payable at the employee’s base hourly rate, and such daily sick leave benefits paid in any week shall only be up to the average number of hours on in a week which they normally work of or are scheduled for work on a daily basis as determined by the Director of Finance, after approval by the respective department head. Sick leave so utilized shall be deducted from the employee’s accumulated sick leave total.
(3) Seasonal Employees Sick Leave. Seasonal part-time employees are ineligible for sick leave, with the exception of crossing guards as stated below.
Eligible crossing guards who worked 200 hours annually shall be credited with five (5) hours of sick leave for each total of 100 hours of time worked as a City Crossing Guard. Sick leave shall be awarded only for full increments of 100 hours. No prorated or fractional sick leave hours shall be awarded to crossing guards for any excess amounts of time worked which total less than 100 hours.
Such sick leave shall be considered to be earned and usable by each crossing guard in the ensuing year or thereafter. Crossing guards shall not receive any compensation for unused sick leave upon retirement or termination, nor shall they be entitled to the sick leave compensation death benefit or the extraordinary (funeral) leave benefit.
(4) Sick Leave Use. With the approval of the City, sick leave shall be used by an employee for absence due to any of the following reasons:
A. Illness, injury or pregnancy-related condition of the employee.
B. Exposure of an employee to a contagious disease which could be communicated to and jeopardize the health of other employees.
C. Examination of the employee, for health related purposes, including medical, psychological, dental, or optical examination, by an appropriate licensed practitioner.
D. Illness, injury or pregnancy-related condition of a member of the employee’s immediate family where the employee’s presence is reasonably necessary for the health and welfare of the employee or affected family member.
E. Examination for health related purposes, including medical, psychological, dental or optical examination, for a member of the employee’s immediate family where the employee’s presence is reasonably necessary.
F. Death in the employee’s immediately family.
G. Other specific health or medical related conditions seriously affecting the employee or a member of their immediate family where the employee’s presence is reasonably necessary.
(5) “Immediate Family” is defined as an employee’s or spouse’s grandparents, brother, sister, brother-in-law, sister-in-law, daughter-in-law, son-in-law, father, father-in-law, mother, mother-in-law, spouse, child, stepchild, grandchild, a legal guardian, or other who stands in place of a parent.
(6) An employee who has been laid off, suspended, is on leave or absence or is on any other non-paid status with the City shall not accumulate or receive sick leave credit for such period of time.
(7) An employee may use sick leave upon the notification of their supervisor or other designated individual in accordance with the policies established for call-in in their department. When making notification, the employee shall state the reason for the request for sick leave.
(8) For employment prior to March 1, 1973, a full-time employee shall not accumulate sick leave credit beyond 960 hours. Effective March 1, 1973, unused sick leave which is accrued while an employee of the City of Stow, shall be limited in accumulation, and, effective January 1, 1987, upon a bona fide service retirement under the Ohio Public Employees Retirement System (P.E.R.S.) or other recognized State of Ohio Pension fund, while an employee of the City of Stow, or upon death or disability retirement under a recognized State of Ohio Pension Fund while an employee of the City of Stow, for earned but unused sick leave, a cash payment of one hundred percent (100%) equivalent to a maximum of 1,000 hours of such sick leave and fifty percent (50%) equivalent up to a maximum of an additional 1,000 hours of such sick leave shall be paid at the employee’s most recent paid-status base rate of pay, including longevity pay, if any, to such employee in lump sum, but only to the extent such benefits have been earned while in employment with the City of Stow. No cash payments shall be made for any sick leave benefits earned with employers other than the City of Stow. Any current employee whose earned but unused sick leave total exceeds the maximum allowable limit for cash payment established in this section as of January 1, 1989, shall be entitled to a cash payoff equivalent of one hundred percent (100%) for 960 hours and fifty percent (50%) for those hours in excess of 960 hours up to a maximum limit of the total number of hours which have been accumulated in excess of 960 hours by the employee as of January 1, 1989. This maximum limit as established as of January 1, 1989, shall thereafter not be increased for the duration of the current agreement.
Effective for all new full-time employees hired on or after July 1, 1996, such employees shall not be eligible to receive the “cash payment of fifty percent (50%) equivalent of a maximum of an additional 1,000 hours of such sick leave” upon a bona fide retirement(i.e., second tier). Such employees hired after July 1, 1996 shall be entitled to earn and receive, if entitled, only the cash payment for a maximum of 100 percent of 1,000 hours of earned and unused sick leave in accordance with the provisions of the above paragraph. That is, unused sick leave which is accrued while an employee of the City of Stow shall be unlimited in accumulation and, effective for employees hired on or after July 1, 1996, upon a bona fide service retirement under the Ohio Public employee’s Retirement System (P.E.R.S.) or other recognized State of Ohio pension fund, while an employee of the City of Stow, or upon death or disability retirement under a recognized State of Ohio Pension Fund, while an employee of the City of stow, for earned but unused sick leave, a cash payment of one hundred percent (100%) equivalent to a maximum of 1,000 hours of sick leave shall be paid at the employee’s most recent status base rate of pay, including longevity pay, if any, to such employee in lump sum, but only to the extent such benefits have been earned while in employment with the City of Stow. No cash payment shall be made for any sick leave benefits earned with employers other than the City of Stow.
(9) An employee who does not retire but who terminates City employment or whose City employment is terminated for any reason or who transfers employment, shall not be eligible for such cash sick leave benefit. Sick leave credit transferred into Stow from another Ohio political subdivision shall not be converted into cash benefit. For the purposes thereof, sick leave credit transferred into Stow shall be the first charged for authorized illness and the Stow-earned sick leave shall continue to accumulate.
(10) In the event of death of a full-time employee, unused sick leave in the maximum amount defined in this section herein shall become payable in a lump sum in the employee’s name and given to their spouse, named beneficiary or estate if there is no spouse or named beneficiary. Only sick leave credit earned by employment with the City of Stow may be converted into cash benefits upon retirement, disability retirement or death. Seasonal and permanent part-time employees shall not receive any compensation for unused sick leave upon retirement or termination, nor shall they be entitled to sick leave compensation death benefit or the full extraordinary (funeral) leave benefit.
(11) Each Department Manager shall maintain accurate attendance records of each employee under their supervision, shall report bi-weekly to the Finance Department any time taken off by an employee and may require any such employee to furnish satisfactory evidence that absence was caused by any reason enumerated herein. The Department Manager may require a written and/or notarized statement from said employee attesting to the nature of their illness or disability and, if an attending physician has been treating the employee, may require a written statement from said physician, all attesting to the propriety and reasonableness of the necessity to utilize sick leave pay benefits.
(12) Any full-time employee who transfers from one public agency to another shall be credited with the unused balance of their accumulated sick leave. It shall be the employee’s responsibility to furnish a satisfactory written, signed statement from previous public employers to justify previous or transferred sick leave and such leave shall be first consumed. Previously accumulated, unused sick leave of any employee who has been separated from the public service, including service with the City of Stow, shall be placed to their credit upon their re-employment in public service with the City of Stow; provided that such re-employment takes place within ten (10) years of the date on which the employee was last terminated from public service and such employee provides satisfactory evidence of such previous, unused sick leave.
(13) Bereavement Leave. The City of Stow recognizes that a death in the family creates a very difficult time and seeks to ensure that the employee is able to attend important family matters. To that end, the City has adopted the following guidelines for bereavement leave.
A. Eligibility. All full-time and permanent part-time employees are eligible for bereavement leave. Seasonal employees are not eligible for bereavement leave.
B. Notice of Bereavement Leave. Employees shall make their request for bereavement leave to their supervisor in writing as soon as possible.
C. Bereavement Leave: Immediate Family.
1. Absence due to a death in an employee’s immediate family will be excused and paid up to a maximum of three (3) eight-hour days.“Immediate Family” is defined as the employee’s or spouse’s grandparent, brother, sister, brother-in-law, sister-in-law, daughter-in-law, son-in-law, father, father-in-law, mother, mother-in-law, spouse, child, grandchild, a legal guardian, or other who stands in the place of a parent.
2. Additional days may be granted using paid or unpaid time. The duration and starting date of a bereavement leave will depend on such factors as distance to be traveled and responsibility of the individual. This is a matter of supervisory decision on a case by case basis.
D. Computation of Pay. Pay for bereavement is computed at the regular hourly rate to a maximum of eight (8) hours per one day.
E. Unpaid Leave for Employees Who Are Not Eligible for Bereavement Leave. Unpaid leave shall be available for employees not eligible for paid bereavement leave (i.e. part-time employees).
F. Evidence for Bereavement Leave. Upon making and/or requesting leave under this provision, the employee may be required by the City to furnish verification of the absence, including proof of death, relationship to the deceased, and/or proof of attendance at the funeral prior to granting and/or paying bereavement leave.
G. Bereavement Leave Not be Granted. Bereavement leave will not be applicable(granted and paid) if the death in the immediate family occurs while the employee is on a leave of absence, layoff, or absent for any other reason(except vacation).
H. Collective Bargaining Agreements Prevail. Employees who are subject to a collective bargaining unit should reference their respective Collective Bargaining Agreement for bereavement (extraordinary) leave policy. Where any provisions of this bereavement policy conflict with the terms of one of the City’s Collective Bargaining Agreements, the terms of such CBA’s shall prevail.
(14) Leave Donation Policy.
A. Purpose. It is the Policy of the City of Stow to allow eligible non-bargaining unit employees who are experiencing an illness or injury that causes them to be incapacitated and in an unpaid leave status to request donated sick time from other non-bargaining unit employees. Under the Voluntary Sick Leave Donation Program, an eligible employee may donate leave to another eligible employee, who has a personal or family medical emergency and who has exhausted his/her available paid leave. There is no limit on the amount of donated annual leave a leave recipient may receive from one donor, however at no time shall the leave exceed the maximum 480 total hours within the rolling calendar year. However, any unused donated leave must be returned to the leave donor(s) when the medical emergency ends. In the event of multiple donors for one recipient, the leave shall be used in the order of receipt. Donee’s time shall always be used first before any donor’s time.
1. Serious Health Condition: a medical condition of an employee or an eligible family member that is likely to require a prolonged absence by the employee from his/her position. All serious medical conditions will be certified using FMLA Physician documentation by the Director of Human Resources.
2. Eligible Family Member: An employee’s spouse, or domestic partner, child, parent, including step-child, step-parent, or a legal guardian who stands in place of a parent (in loco parentis).
C. Eligibility. An employee may receive and use donated sick time up to a maximum of 480 hours (equivalent to twelve (12) weeks), if the employee or eligible family member has a verified serious medical condition, demonstrates a critical need for the time, and meets all of the following criteria:
1. Employee is a full-time or part-time permanent employee of the City of Stow, who has successfully completed an initial or probationary period,
2. Employee meets the requirement of a “Sick Leave Use”, which is defined in the City of Stow’s Personnel Policy Handbook, Section 7.02.
3. Employee completes a Family Medical Leave Employee Serious Health Condition or Family Medical Leave for Family Member’s Serious Health Condition and/or medical certification using the City of Stow’s Physician Certification for non-FML form.
4. Employee has exhausted all of their accrued time, excluding up to forty (40) total hours of his/her accrued time (personal time, and vacation time) or employee has a reduced balance of accrued but unused time that will not cover a foreseen qualifying sick leave event, leaving employee in an unpaid leave status;
5. Employee has not been approved for or be receiving any benefits such as Workers Compensation.
D. Donation Criteria. Employees may donate sick time if the donating employee:
1. Voluntarily elects to donate time and does so with the understanding that donated time once used by the recipient will not be returned;
2. Donates in full hour increments;
3. Retains a time balance of at least 240 hours (equivalent of six (6) weeks) of sick time;
4. Completes a Leave Donation Form.
5. Identify the employee for whom the donated time is intended, and the number of hours to be donated;
Time donated is done so voluntarily and donated time, once used by the donee, will not be returned to the donor.
E. General Provisions. Employees using donated time shall be considered in an active pay status and shall accrue sick time and be entitled to any benefits to which they would otherwise be entitled.
1. The use of donated time by an employee will be charged toward his/her annual FMLA time when applicable.
2. Time accrued by an employee while using donated time shall be used, if necessary, in the following pay period before additional donated time may be used or received.
3. Donated hours will be debited from the donor’s accrual at the time of their use by the recipient. Hours are credited to the recipient’s accrual pay period by pay period.
4. As donation forms are received by the Department of Human Resources for any one employee, the hours will be transferred so as to cover the recipient’s immediate payroll need.
5. Donations will be debited in the order in which they are received by the Department of Human Resources.
6. When a recipient is able to return to work before all donated time is used, the remaining hours will not be debited.
7. Donated time cannot be converted to a cash benefit in any situation.
8. The Department of Human Resources will send notice to all employees as requests for donations are received.
9. No requests other than those made through this policy will be honored.
10. The employee requesting sick time donation understands his/her need for donation is made known to other staff members and that all other information relating to the leave donation shall remain confidential at all times.
F. Procedure To Request Donated Leave.
1. The donee shall be required to provide sufficient documentation to establish the existence of a serious medical condition, as applied to donee or to the donee’s eligible family member, as defined in this Section.
2. An employee requesting donated time shall complete the Leave Donation Request Form and the appropriate FMLA Certification of HealthCare Provider Form and/or medical certification as determined necessary by the Director of Human Resources.
3. After receipt of the appropriate forms, the Director of Human Resources (or designee) will review the application to ensure it meets the standard for use of sick time as well as the criteria for donated time established in this policy.
4. It is the responsibility of the employee to provide sufficient documentation for certification. Time donation requests will not be approved or processed until all necessary documentation is provided.
5. Donors will not be given any confidential information regarding the requestor without the requestor’s specific permission.
6. At no time may an employee personally request a donation from another employee or ask or allow another employee to seek donations on his/her behalf. All requests for donated time will come from the Director of Human Resources (or designee) as described in this policy.
G. Donor Process. Employees wishing to donate time to a fellow employee must complete the Leave Donor Form and certify the following information:
1. The name of the employee for whom the donated time is intended;
2. The number of hours to be donated;
3. The pay period for which the donation shall commence;
Further, the Donor must meet the following criteria:
4. The donating employee will retain a minimum balance of at least two hundred forty (240) sick hours, and;
5. Complete the Donor Form and return the same to the attention of the Director of Human Resources.
H. Donation Process.
1. The Director of Human Resources will verify the donor’s hours and inform the Finance Department of the need to deduct hours from the donor’s bank and add hours to the requestor’s bank on a payroll by payroll basis.
2. Donations will be processed in the order they are received and at no time can an employee receive/use more than 480 hours in donated time during any rolling calendar year.
3. All donee’s time shall be used before any donor time is used. (Ord. 2024-091. Passed 5-9-24.)
(d) Work-Connected Injury Benefits. Any full-time employee injured in the course of their normal duties of employment with the City shall, upon filing a claim with the State Industrial Commission, and if such claim is approved, receive injury leave pay at their regular rate of pay; provided, however, that the claim shall have been reviewed by the City as arising out of and being caused by the employees work performance. That is, the City shall supplement payments received by an injured employee, which injury is determined by review of the Ohio Bureau of Workers’ Compensation to have arisen out of and been caused by the course of their regular employment and covered under worker’s compensation or other such insurance up to their usual gross wagers, payable in the same manner as standard sick leave benefits. The maximum limit for injury leave pay will be ninety (90) days, regardless of the length of service. No benefits shall be paid unless approved by the City, and the employee shall be required to remit to the City any worker’s compensation payments received for those periods during which the employee’s salary was maintained through supplements by the City. Eligibility for such benefits shall commence as of the first day of any covered injury Any employee who is within fourteen (14) days of exhausting their ninety (90) day injury leave shall have the unchallenged right to request official consideration for extension of such injury leave and such extension shall not be unreasonably withheld. However, this right of request shall not vest any guarantee that additional injury leave shall be approved.
(e) Longevity Pay. Commencing in the year indicated, any full-time employee who is employed by the City prior to January 1, 2009 shall receive as additional compensation, incremental increases upon achieving the anniversaries in accordance with the following:
ANNIVERSARY | INCREMENTAL PER HOUR ($) AMOUNT |
5th | 0.20 |
10th | 0.20 |
15th | 0.20 |
20th | 0.23 |
All longevity rates shall be included in the base rate and shall be included in any applicable local employee retirement payoffs for earned sick leave, holiday or vacation credits. Any employee who is hired by the City after January 1, 2009 shall not be eligible to receive longevity pay.
Longevity pay increases will be given as established by all time earned in employment with the City of Stow and shall become effective as of the first, full, regular pay period after an anniversary date. Each employee shall receive the longevity increase proposed in the year in which he reaches a given longevity level. An employee shall be entitled to receive in the future any increased or newly enacted amounts of longevity pay for those anniversary dates which he has already exceeded or passed; provided, however, that no employee shall be entitled to retroactive pay for such previously attained anniversaries. There shall be no retro-activity for previous longevity increases occurring prior to the employee’s entitlement to, and placement in, a subsequent longevity level.
Effective July 1, 1996, permanent part-time and seasonal employees shall not be eligible to receive longevity pay.
(f) Holidays.
(1) Entitled Holidays. The following holidays are hereby established for which full-time and permanent part-time City employees shall be entitled to receive holiday pay:
New Year’s Day
Martin Luther King Day
President’s Day
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Friday following Thanksgiving Day
Full Day before Christmas Day
Christmas Day
Full Day before New Year’s Day
Two (2) Floating Days (Personal Choice)
Any such holiday shall be considered to be fully earned by an employee if such employee is on active pay status with the City on their scheduled workday immediately preceding and immediately following such holiday; provided however, that earned time-off shall not be utilized by an employee solely to qualify for additional holidays or holiday pay while on unpaid status. Employees on unpaid status with the City shall not be entitled to accumulate or earn holiday credits or hours for pay purposes.
(2) Use of Holidays. To qualify to receive such holiday pay as specified, the employee must report to work on their scheduled workday immediately preceding and immediately following each holiday unless excused from so doing by such employee’s Department Head. For non-dispatcher employees only, whenever any such designated holiday falls on a Saturday or Sunday, the Friday preceding such Saturday, or the Monday following such Sunday, shall be a paid holiday for all full-time employees not scheduled normally to work on such a Saturday or Sunday. Whenever any such holiday falls within the period of vacation for any employee, such employee shall not be charged with having utilized such holiday for time off purposes.
It is specifically provided that Department Heads may extend holiday benefits in advance of such holiday to any employee when the same shall aid in the scheduling of shifts and result in increased departmental efficiency and service or protection to the public. Non-dispatcher employees are limited on only one (1) advanced holiday. If an employee leaves employment with the City, they shall repay the City any advanced holidays taken which are unearned. All holiday leave must be taken in the calendar year earned and there shall be no carry-over of holidays or holiday credit between calendar years. The Mayor, however, shall have the discretion to designate the exact day and year each “full day before New Year’s Day Holiday” and/or “New Year’s Day Holiday” shall occur.
(3) Pay Rate for Work on Holidays. Whenever, by reason of the nature of work performed, circumstances require a non-dispatcher, hourly, full-time employee to work on any such holiday, except the floating holidays, such full-time employee shall be entitled to receive two times (2X) the employee’s normal hourly rate for all hours worked on the holiday. This provision shall not apply to any position which is not entitled to receive overtime compensation, as set forth in Section 115.01(e) Employees not eligible for overtime compensation shall not be eligible for any holiday premium pay but shall only receive normal compensation for any earned holiday whether worked or taken off.
Whenever, by reason of the nature of work performed, circumstances require a permanent part-time employee to work on any such holiday, except the floating holidays, such permanent part-time employee shall be entitled to receive one and one-half (1 ½) times employee’s normal hourly rate for all hours worked on the holiday.
(4) Holiday Eligibility. The floating holidays shall be considered to be earned for the current year as of each January 1st for employees on paid status as of that date and upon termination, such employees shall be entitled to compensation for earned but unused floating holiday hours at their most recent paid status base rate of pay, including longevity pay and group leader/experience premium, if applicable.
Any new employee commencing employment with the City after July 1st and who has worked at least ninety (90) days shall be entitled to only one (1) floating holiday for the remainder of the calendar year. Any new employee commencing employment with the City prior to July 1st and who has worked at least ninety (90) days shall be entitled to two(2) floating holidays for the calendar year. The employee shall obtain approval in advance of taking any floating holidays from their Department Head.
(5) Permanent Part-Time Employee Holiday Pay. Permanent part-time employees shall be paid holiday pay based on the number of hours they would normally work on such scheduled holiday. If a permanent part-time is not usually scheduled to work on such day a holiday would fall no holiday pay will be received.
(Ord. 2023-081. Passed 9-28-23.)