9.3 SR 12-21-2020 - Laserfiche WebLink

Home Browse Search

Safety Leave —_ Employees may use sick leave for reasonable absences to provide or receive assistance because they, or a family member, is a victim of sexual assault, domestic abuse, or stalking. f For the purpose of this section, family member is defined as the employee's stepchild, biological, adopted or foster child, adult children, spouse, sibling, parent, mother-in-law, father-in-law, grandchild, grandparent, and stepparent. Sick leave use for the employe adult children, spouse, sibling, parent, mother-in-law, father-in-law, grandchild, grandparent, and stepparent is limited to 160 hours (combined) in a 12-month period. The 12 months begins on the first day the employee uses leave for this purpose. Stepchild, biological, adopted or foster child not subject to the 160 hours limit must be under 18 years of age or under 20 years of age if still attending secondary school. Paid sick leave is provided for regular, full-time and on a prorated basis for eligible part-time employees. Regular, full-time employees accrue sick leave at a rate of eight (8) working hours for each calendar month. To be eligible, part-time employees must work a set schedule with a minimum of forty (40) hours per biweekly pay period. Most tTemporary} xft&seasonal, and part-time employees are not eligible for sick leave. There is no limit on the amount of accrued sick leavetii=fte that can be accumulated and carried forward from one year to the next. Employees must notify their immediate supervisor at least thirty (30) minutes before the start of their regular start time if s/he intends to be absent from work. If an emergency prevents the employee from notifying the immediate supervisor, s/he must contactall the immediate supervisor as soon as possible during the workday. Employees are required to keep their immediate supervisor informed of their anticipated return to work. After an absence, a physician's statement may be required on the employee's first day back to work, indicating the nature of the illness or medical condition and attesting to the employee's ability to return to work and safely perform the essential functions of the job with or without reasonable accommodation. Any work restrictions must be stated clearly on the return -to -work form. Employees who have been asked to provide such a statement may not be allowed to return to work until they comply with this provision. Sick leave may be denied for any employee required to provide a doctor's statement until such a statement is provided. The city has the right to obtain a second medical opinion to determine the validity of an employee's workers' compensation or sick leave claim, or to obtain information related to restrictions or an employee's ability to work. The city will arrange and pay for an appropriate medical evaluation when it is required by the city. An employee attempting to use sick time for reasons other than those explicitly permitted in this policy 19