10.2. SR 09-02-2014 - Laserfiche WebLink

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5. Liquor store employees may be required to work certain holidays. If a regular, full- time liquor store employee works on a day designated as a holiday as listed above, the employee may take another day (eight hours) off in lieu of the holiday. Non- exempt liquor store employees will be paid at one and one-half times their regular base rate for working the following days: • After 4:00 p.m. on New Year's Eve • New Year's Day • Memorial Day • Independence Day • Labor Day • Christmas Eve Day Leaves of Absence The city provides leaves of absence according to the following policies. Unless otherwise indicated, all leaves of absence are unpaid. An employee requesting a leave of absence must complete a Request for Leave of Absence form. Forms for requesting a leave of absence are available on ShafePoint Access Elk River or from HRthe Tina ee depa tment. When possible, advance notice of a leave should be provided to an employee's department director so work schedules can be adjusted accordingly. Family and Medical Leave To qualify, an employee must meet the following conditions: • Have worked for the city for 12 months (or 52 weeks) prior to the date the leave is to commence. The 12 months or 52 weeks need not have been consecutive, however, the city will not consider any service 7 years prior to the employee's most recent hire date. • Have worked at least 1,250 hours during the 12-month period prior to the date when the leave is requested to commence. The principles established under the Fair Labor Standards Act (FLSA) determine the number of hours worked by an employee. The FLSA does not include time spent on paid or unpaid leave as hours worked. Consequently, these hours of leave should not be counted in determining the 1,250 hours eligibility test for an employee under the Family and Medical Leave Act (FMLA). Leave will be granted to all eligible employees for any of the following reasons: • The birth of a child, including prenatal care, or placement of a child with the employee for adoption or foster care; • To care for a spouse, child or parent who has a serious health condition; • Due to a serious health condition that makes the employee unable to perform the essential functions of the position, and 14