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spouse, children including adult children, parents, grandparents, stepparents, or siblings. <br />2. Workers’ Compensation: An employee who is eligible to receive workers’ <br />compensation payments may use deferred sick leave hours to supplement the difference <br />between the employee’s regular wages/salary and the workers’ compensation payments. <br />In no event shall the employee earn more than their normal wages by combining Workers <br />Compensation, deferred sick leave hours, and PTO. <br />Conversion of Deferred Sick Leave Hours to PTO <br />The City will allow the conversion of up to four (4) days of deferred sick leave to PTO in each of <br />the years 2014 and 2015. Any such conversion will be a direct deduction from the employee’s <br />Severance Pay Off as provided for in Section 18. <br />Example: <br />Employee is eligible for 20 days of Severance, and in 2014 converted 4 days of his/her <br />Deferred Sick Leave Balance to PTO, and in 2015 converted 3 days of Deferred Sick <br />Leave Balance to PTO. Employee’s Severance would be 13 days (20-4-3=13). <br />Employees on Short Term Disability (STD) <br />Employees on STD may use their Deferred Sick Leave Bank, PTO, or a combination of the two <br />to get them to day 15 30 when STD benefits begin. <br />PTO Pay-Off at Termination of Employment <br />Under the PTO program, employees will be eligible to receive 100% of their accrued PTO <br />balance when they leave City service. In no case shall the PTO pay-off exceed 30 45 days of <br />PTO carry-over plus the amount of annual PTO accrued to the point in the year that the <br />termination is effective. Employees may not use PTO during the two-week notification period <br />unless approved by the City Administrator.