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<br />e. If the 160 hours identified in 18.2(d) above is exhausted, up to five (5) days in any calendar
<br />month to care for seriously ill family members who may not live with the employee. For
<br />purposes of this provision, “seriously ill” shall be determined at the sole discretion of the city
<br />administrator.
<br />For the purpose of this section, family member is defined as the employee’s stepchild, biological,
<br />adopted or foster child, adult children, spouse, sibling, parent, mother-in-law, father-in-law,
<br />grandchild, grandparent, and stepparent. Sick leave use for the employee’s adult children, spouse,
<br />sibling, parent, mother-in-law, father-in-law, grandchild, grandparent, and stepparent is limited to 160
<br />hours (combined) in a 12-month period. The 12 months begins on the first day the employee uses
<br />leave for this purpose. Stepchild, biological, adopted or foster child not subject to the 160 hours limit
<br />must be under 18 years of age or under 20 years of age if still attending secondary school.
<br />18.3 An Employee resigning his/her employment with the City may be eligible for a cash payment for
<br />unused sick leave if all of the following conditions are met:
<br />1. The Employee must resign in good standing (Employee is not being terminated by the City);
<br />and
<br />2. The Employee must provide proper written notice of his/her resignation in accordance with
<br />the City Resignation Policy; and
<br />3. The Employee must execute a release of claims.
<br />Payment shall be based on the consecutive years of service completed by the Employee and
<br />his/her accrued sick leave balance.
<br />An Employee terminating after completing two (2) years of consecutive service will receive
<br />payment for fifty percent (50%) of his/her accumulated sick leave balance up to a maximum
<br />payment for four hundred eighty (480) hours. Payment shall be at the current rate of pay when the
<br />resignation is submitted.
<br />Any accumulated sick leave in excess of nine hundred sixty (960) hours is not eligible for payment
<br />under this policy. Employees may continue to accumulate sick leave in excess of nine hundred
<br />sixty (960) hours to be used in accordance with the Family Medical Leave Act.
<br />18.4 In the event of an Employee death, payment of this benefit consistent with this Article may be
<br />approved by the city administrator if the Employee would have been eligible for cash payment
<br />under item 18.3.
<br />ARTICLE 19. BEREAVEMENT LEAVE
<br />Regular full-time and regular part-time Employees working a minimum of 1040 hours per year are
<br />permitted a paid Bereavement leave for the purpose of making arrangements, attending the funeral, caring
<br />for deceased’s survivors, gathering with relatives, and/or to otherwise grieve the loss when a death occurs
<br />in their family. Bereavement leave is prorated for eligible regular part-time Employees according to the
<br />number of hours worked. Leave with pay is limited to the following:
<br />Up to five (5) days Husband, Wife, Mother, Father, Son, Daughter, Brother, Sister, Step Mother, Step
<br />Father, Step Son, Step Daughter, Step Brother, Step Sister
<br />Up to three (3) days Son-In-Law, Daughter-In-Law, Mother-In-Law, Father-In-Law, Grandparent,
<br />Grandchild
<br />One (1) day Employee’s Aunt, Uncle, Cousin, Niece, Nephew, Sister-In-Law, Brother-In-Law,
<br />Godchild, Grandparents-In-Law
<br />Days off shall be concurrent. If there is a need for days that are not concurrent, those days shall be arranged
<br />with your supervisor and approved by human resources or the city administrator.
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