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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 Reguestform. 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 are4s responsible to <br />ensure ESST time usage is recorded in the timekeeping system as soon as practicable <br />but no later than the end of the pay period in which the time was taken. <br />When an employee uses ESST for more than three two consecutive workdays, the <br />employee shall provide appropriate supporting documentation (such as medical <br />documentation supporting medical leave, court records or related documentation to <br />support safety leave). However, if the employee or employee's family member did not <br />receive services from a health care professional, or if documentation cannot be obtained <br />from a health care professional in a reasonable time or without added expense, then <br />reasonable documentation may include a written statement from the employee indicating <br />that the employee is using, or used, ESST for a qualifying purpose. The city will not require <br />an employee to disclose details related to domestic abuse, sexual assault, or stalking or <br />the 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 />Page 27187 <br />Page 94 of 447 <br />