11-17-2021 Council Packet - Laserfiche WebLink

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22 PTO may consist of the following two forms: 1. Planned leave which is scheduled in advance with departmental approval. 2. Unplanned leave requires the employee to notify their supervisor within one-half hour of the beginning of the employee’s scheduled work day. In situations where the use of unplanned leave would jeopardize the operations of a department, the supervisor must approve unplanned leave. Unplanned leave is intended for unexpected use such as illness or emergencies. If unplanned absences show a pattern suggesting abuse, the supervisor will proceed with progressive discipline. Good attendance is an essential job function for all employees. If unplanned absences are determined to be excessive or in excess of three consecutive days, a doctor’s notice may be required. The doctor’s notice shall state the nature and duration of the employee’s illness or injury and verify that the employee is unable to perform the duties and responsibilities of the position. A statement attesting to the employee’s ability to return to work and perform the essential functions of the job and a description of any work restrictions may also be required before the employee returns to work. Use of Deferred Sick Leave Hours Prior to the City’s current system of PTO, the City had vacation and sick leave. In 2014 the City converted to PTO. Employees hired prior to 1/1/2014 may have sick leave hours from the previous system, and these will now be considered a deferred sick leave bank. These deferred sick leave banks may be used in the following manner: 1. Illness or emergency: When an employee is unable to perform work duties for a period of five (5) consecutive days or more in the case of personal illness, physical incapacity, or medical treatments of an employee or with the demonstrated need of the employee’s spouse, children including adult children, parents, grandparents, stepparents, or siblings. 2. Workers’ Compensation: An employee who is eligible to receive workers’ compensation payments may use deferred sick leave hours to supplement the difference between the employee’s regular wages/salary and the workers’ compensation payments. In no event shall the employee earn more than their normal wages by combining Workers Compensation, deferred sick leave hours, and PTO. Conversion of Deferred Sick Leave Hours to PTO The City will allow the conversion of up to four (4) days of deferred sick leave to PTO in each of the years 2014 and 2015. Any such conversion will be a direct deduction from the employee’s Severance Pay Off as provided for in Section 18. Example: Employee is eligible for 20 days of Severance, and in 2014 converted 4 days of his/her Deferred Sick Leave Balance to PTO, and in 2015 converted 3 days of Deferred Sick Leave Balance to PTO. Employee’s Severance would be 13 days (20-4-3=13).