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9 <br /> <br />City of Little Canada Personnel Policy <br /> approve unplanned leave. Unplanned leave is intended for unexpected use such as <br /> illness or emergencies. <br /> <br />If unplanned absences show a pattern suggesting abuse, the supervisor will proceed with progressive <br />discipline. Good attendance is an essential job function for all employees. If unplanned absences are <br />determined to be excessive or in excess of three consecutive days, a doctor’s notice may be required. <br />The doctor’s notice shall state the nature and duration of the employee’s illness or injury and verify that <br />the employee is unable to perform the duties and responsibilities of the position. A statement attesting <br />to the employee’s ability to return to work and perform the essential functions of the job and a <br />description of any work restrictions may also be required before the employee returns to work. <br /> <br />Use of Deferred Sick Leave Hours <br /> <br />Prior to the City’s current system of PTO/ESST, the City had vacation and sick leave. In 2014 the City <br />converted to PTO. Employees hired prior to 1/1/2014 may have sick leave hours from the previous <br />system, and these will now be considered a deferred sick leave bank. These deferred sick leave banks <br />may be used in the following manner: <br /> <br />1. Illness or emergency: When an employee is unable to perform work duties for a period <br /> of five (5) consecutive days or more in the case of personal illness, physical incapacity, <br /> or medical treatments of an employee or with the demonstrated need of the employee’s <br /> spouse, children including adult children, parents, grandparents, stepparents, or siblings. <br /> <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/ESST. <br /> <br />Employees on Short Term Disability (STD) <br /> <br />Employees on STD may use their Deferred Sick Leave Bank, PTO/ESST, or a combination of the two <br />to get them to day 15 when STD benefits begin. <br /> <br />PTO/ESST Pay-Off at Termination of Employment <br /> <br />Under the PTO/ESST program, employees will be eligible to receive 100% of their accrued PTO/ESST <br />balance when they leave City service. In no case shall the PTO/ESST pay-off exceed 240 hours of <br />PTO/ESST carry-over plus the amount of annual PTO/ESST accrued to the point in the year that the <br />termination is effective. Employees may not use PTO/ESST during the two-week notification period <br />unless approved by the City Administrator. <br /> <br />Paid Time Off (PTO) Donation <br /> <br /> <br />