9.3 SR 12-21-2020 - Laserfiche WebLink

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When a holiday falls during an employee's vacation or sick leave, the employee will not be charged with vacation or sick leave for the holiday hours; the hours will be considered holiday leave. Although the city prefers that employees enjoy the observed holidays, emergencies may arise. If a non- exempt employee is required by his/her supervisor to work on an actual holiday, the hours worked (in addition to holiday pay) shall be paid as follows: Regular, full-time and regular part-time employees scheduled for or called in to work on the actual holidays listed above shall receive one and one-half the employee's regular rate of pay in addition to the holiday pay. 2. Employees performing emergency or mission critical snow removal shall be paid double time for hours worked on a holiday. For the purpose of this section, the additional pay applies on the actual holiday if different from the day observed by the city. 3. Firefighters shall be paid double time for emergency response and scheduled Fire Watch hours worked on New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving, Christmas Day (December 25) and Christmas Eve. Part-time, seasonal, or temporary employees earn time and one half on the following holidays: ■ Independence Day ■ Christmas Day ■ New Year's Eve after 4:30 p.m. ■ New Year's Day 5. Liquor store employees may be required to work holidays. When a regular, full-time liquor store employee works on a designated holiday, they may take another eight (8) hour day 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 Family and Medical Leave (FMLA) The city shall determine whether leave is FMLA-qualified. An employee cannot choose to opt out of FMLA leave given a qualifying event. Employees meeting the following conditions qualify for FMLA leave: 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 19