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determination of whether the time will also qualify for Family and Medical Leave. If the PTO <br />qualifies for Family and Medical Leave, the employee must take both leaves simultaneously. <br />Probationary employees may use no more than 24 hours of PTO during the first six months of their <br />probationary period without the approval of the City Administrator. This provision does not apply <br />to employees serving a probationary period following a promotion, transfer, or demotion. <br />D. General Provisions <br />Maximum Accrual. An employee may not carry over more than 600 hours of PTO from <br />one year to the next unless a written request has been submitted to and approved by the <br />City Administrator prior to December 15. Such waiver may be considered in the event of <br />a special circumstance. <br />2. Denial of PTO Leave. A department director may deny a request for planned PTO leave <br />when granting such leave would result in insufficient personnel to carry out necessary <br />functions of the City. <br />3. Impact on Other Benefits. Employees using PTO will be considered working for the <br />purpose of accumulating additional personal leave. The City will continue to make its <br />contribution toward an employee's group insurance benefits. PTO will not continue to <br />accrue during a suspension or while an employee is on an unpaid leave of absence. <br />E. Conversion of Vacation Days and Sick Leave Accruals <br />For employees who convert to the PTO plan, all accrued vacation leave (at hour for hour) and <br />of accrued sick leave (480 hours maximum) will be converted to PTO leave up to a balance of <br />600 hours. Unconverted sick leave will be placed into an extended illness leave bank. <br />F. Severance Payment <br />Upon separation, employees will be compensated for any unused PTO balance provided the <br />employee leaves the City in good standing. <br />7 <br />