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provider appointment. <br />To care for an ill family member for such reasonable periods as the employee's <br />attendance may be necessary. <br />For the purpose of this section, family member is defined as the employee's stepchild, <br />biological, adopted or foster child, spouse, parent, and stepparent. <br />Employees must notify their immediate supervisor at least thirty (30) minutes before the <br />start of their regular start time if s/he intends to be absent from work. If an emergency <br />prevents the employee from notifying the immediate supervisor, s/he must contact the <br />immediate supervisor as soon as possible during the workday. Employees are required to <br />keep their immediate supervisor informed of their anticipated return to work. Employees <br />are responsible to ensure sick time usage is recorded in the timekeeping system as soon <br />as practicable but no later than the end of the pay period in which the time was taken. <br />After an absence, a physician's statement may be required on the employee's first day <br />back to work, indicating the nature of the illness or medical condition and attesting to the <br />employee's ability to return to work and safely perform the essential functions of the job <br />with or without reasonable accommodation. <br />Any work restrictions must be stated clearly on the return -to -work form. Employees who <br />have been asked to provide such a statement may not be allowed to return to work until <br />they comply with this provision. Sick leave may be denied for any employee required to <br />provide a doctor's statement until such a statement is provided. <br />The city has the right to obtain a second medical opinion to determine the validity of an <br />employee's workers' compensation or sick leave claim, or to obtain information related to <br />restrictions or an employee's ability to work. The city will arrange and pay for an <br />appropriate medical evaluation when it is required by the city. <br />An employee attempting to use sick time for reasons other than those explicitly permitted <br />in this policy will be subject to disciplinary action up to and including termination. <br />A doctor's note shall be required if an employee is absent more than two (2) days or if <br />abuse of sick leave is suspected. In some circumstances, an employee may be requested <br />to submit to a medical examination by a physician or medical facility licensed to practice <br />medicine. In such a circumstance, the city may select the physician and facility that will <br />conduct the examination. <br />Earned Sick and Safe Time Leave <br />Earned Sick and Safe Time (ESST) is paid leave that can be used for certain reasons, <br />including when an employee is sick, to care for a sick family member, when work or a <br />child's school is closed, or to seek assistance if an employee or their family member has <br />experienced domestic abuse, sexual assault, or stalking. This specific leave applies to <br />Page 21 1 81 <br />Page 175 of 447 <br />