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�3. Employees performing emergency or mission critical snow removal shall be paid double time for <br />hours worked on a holiday. For the purpose of this section, the additional pay applies on the <br />actual holiday if different from the day observed by the citt-. <br />�4. Firefighters shall be paid double time for emergency response and scheduled Fire ��Jatch hours <br />worked on New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving, <br />Christmas Et-e and Christmas Day, - _ . � . <br />45. If scheduled to �vork on the actual holida� listed above��non-holida�r benefit eligible gart-time, <br />seasonal, or temporary employees shall be ��ud at <br />1.5 times their re��lar rate of �a�-. ,. <br />. <br />. <br />. <br />. <br />} - � <br />■ �-,.._ v,,,.��.. r,,,_. <br />. _ <br />. � <br />. � <br />t r r„w.,,v:,., r,,._. <br />. <br />t r „�� , <br />t ��...:. �w.,... ��_,. r,,,_. <br />Family and Medical Leave (FMLA) <br />The city shall determine whether leave is FMLA-qualified. An employee cannot choose to opt out of <br />FMLA leave given a qualifying event. <br />Employees meeting the following conditions qualify for FML,A leave: <br />Have worked for the city for 12 months (or 52 weeks) prior to the date the leave is to <br />commence. The 12 months or 52 weeks need not have been consecutive; however, the city will <br />not consider any service 7 years prior to the employee's most recent hire date. <br />Have worked at least 1,250 hours during the 12-month period prior to the date when the leave is <br />requested to commence. The principles established under the Fair Labor Standards Act (FLSA) <br />determine the number of hours worked by an emplo�ree. The FLSA does not include time spent <br />on paid or unpaid leave as hours worked. Consequentl�r, these hours of leave should not be <br />counted in determining the 1,250 hours eligibility test for an employee under the Family and <br />Medical Leave Act (FMLA). <br />Leave will be granted to all eligible employees for any of the following reasons: <br />The birth of a child, including prenatal care, or placement of a child with the employee for <br />adoption or foster care. <br />To care for a spouse, child, or parent who has a serious health condition. <br />Due to a serious health condition that makes the employee unable to perform the essential <br />functions of the position. <br />Page 24�66 <br />