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o a sibling of the parents of the employee (aunt or uncle); or <br />o a child -in-law or sibling -in-law; <br />a spouse or registered domestic partner's family members as listed above; <br />any other individual related by blood or whose close association with the employee <br />is the equivalent of a family relationship; and <br />up to one individual annually designated by the employee. <br />Required Notices <br />If the need for the use of ESST is foreseeable, the employee must provide notice at least <br />seven (7) days in advance of the use of the leave. Notice shall be provided by making the <br />request through the employee's time management or HRIS system, or for extended leave, <br />by completing a Leave Requestform. Employees who punch in and out using a kiosk or <br />timeclock shall provide written notice directly to their supervisor specifically identifying the <br />use of ESST. <br />If the need is unforeseeable, the employee must provide notice as soon as practicable. If <br />possible, employees must notify their immediate supervisor at least thirty (30) minutes <br />before the start of their regular start time if s/he intends to be absent from work. If an <br />emergency prevents the employee from notifying the immediate supervisor, s/he must <br />contact the immediate supervisor as soon as possible during the workday. Employees are <br />required to keep their immediate supervisor informed of their anticipated return to work. <br />Employees shall follow notice requirements for the use of sick time set forth in union <br />contracts if different from the requirements above. Employees are responsible to ensure <br />ESST time usage is recorded in the timekeeping system as soon as practicable but no later <br />than the end of the pay period in which the time was taken. <br />When an employee uses ESST for more than two consecutive workdays, the employee <br />shall provide appropriate supporting documentation (such as medical documentation <br />supporting medical leave, court records or related documentation to support safety leave). <br />However, if the employee or employee's family member did not receive services from a <br />health care professional, or if documentation cannot be obtained from a health care <br />professional in a reasonable time or without added expense, then reasonable <br />documentation may include a written statement from the employee indicating that the <br />employee is using, or used, ESST for a qualifying purpose. The city will not require an <br />employee to disclose details related to domestic abuse, sexual assault, or stalking or the <br />details of the employee's or the employee's family member's medical condition. <br />In accordance with state law, the city will not require an employee using ESST to find a <br />replacement worker to cover the hours the employee will be absent. Employees may <br />volunteer to seek a replacement worker or trade shifts to cover their ESST absence. <br />Carry Over of ESST <br />Employees will carry over accrued but unused ESST into the following calendar year. <br />Accrued but unused ESST shall never exceed 80 hours for non -regular employees. <br />Page 24181 <br />Page 178 of 447 <br />