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29 <br /> <br />City of Little Canada Personnel Policy <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 <br />City converted to PTO. Employees hired prior to 1/1/2014 may have sick leave hours from the <br />previous system, and these will now be considered a Deferred Sick Leave bank. These Deferred Sick <br />Leave Banks 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 /> 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 or 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 <br />PTO/ESST balance when they leave City service. In no case shall the PTO/ESST pay-off exceed 240 <br />hours of PTO/ESST carry-over plus the amount of annual PTO/ESST accrued to the point in the year <br />that the termination is effective. Employees may not use PTO/ESST during the two-week notification <br />period unless approved by the City Administrator. <br /> <br />Paid Time Off (PTO) Donation <br /> <br />Purpose <br /> <br />This policy establishes the procedure through which eligible employees may voluntarily donate a <br />portion of their accrued Paid Time Off (PTO) time to be converted to assist another employee who has <br />exhausted all forms of paid leave due to a “medical emergency.” <br /> <br />A medical emergency is defined as a physician’s diagnosis of a major life-threatening event of an <br />employee or immediate family member that will require the employee to be absent a prolonged period <br />from their employment duty and will result in substantial loss of income to the employee because the <br />employee will have exhausted all paid leave available apart from the leave donation plan. Immediate <br />family for the purpose of this policy shall include employee’s spouse, children, parents, grandparents, <br />grandchildren and includes the children, parents, grandparents, and grandchildren of the employee’s <br />spouse, and any person regularly residing in the employee’s immediate household. <br /> <br />A qualifying major life-threatening event includes, but is not limited to, heart attack, stroke, cancer, <br />organ transplant, life threatening illness or condition as defined by a physician’s diagnosis using the <br />FMLA medical certification of the catastrophic health problem.