4.4 SR 08-07-2023 - Laserfiche WebLink

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�Xlhen balances are checked on the last �a�� dav in October the followin� �rear, em�lo��ees accruing at the eight (� da�s �er �ear rate shall have one-half (1 /2) of the �revious vear's accrued hours �aid into Emplo�ree's Post Em�lo�rment Health Care Savings Plan and the remaining half will remain in the em�lo�ree's sick leave bank. (ie: If �rou begin the �rear at the eight (�-dav accrual rate half of �rour �-ear's accrual will be �aid into vour PEHCSP at the end of the vear and the other half will remain in �-our bank.l If the balance is below 960 when checked the followin��ear, the emplo�ee returns to the twelve (12� da�rs �er vear accrual rate. Em�lovees are not eligible for PEHCSP �a`rment when accruing at the twelve �12) days �er vear rate and all unused accrued hours remain in their bank. If the balance is at or above 960 when checked, the em�lo�ree will move to or remain in the eight (81 da�er �-ear accrual �lan. There is no limit on the amount of accrued sick leave 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 contact 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 will be subject to disciplinary action up to and including termination. A doctor's note shall be required if an employee is absent more than four (4) days or if abuse of sick leave is suspected. In some circumstances, an employee may be requested to submit to a medical e�amination by a physician or medical facility licensed to practice medicine. In such a circumstance, the city may select the phy sician and facility that will conduct the examination.