10-27-25 - City Council Agenda - Laserfiche WebLink

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Page 31 6.10 Jury Duty Regular full-time employees called to serve as a juror, or subpoenaed as a court witness, shall receive their regular pay as if they were working. Any compensation the employee may receive as a result of jury duty or a witness fee, excluding mileage reimbursement if provided by the court, shall be turned over to the City. Employees are expected to report to work when they are released from court during regular office hours when practicable, and to make every effort to complete the work assigned to them during the time they are serving as jurors or witnesses. 6.11 Serving as an Election Judge An employee who has been selected to be an election judge may be absent from work without penalty while serving as an election judge. In addition to a 20-day written notice, the employee will also submit a certification from the appointing authority stating the hourly compensation to be paid the employee for service as an election judge and the hours during which the employee will serve. The City will pay the difference between the employee’s regular hourly rate of pay for an eight-hour shift and the pay received for serving as an election judge. The employee may retain mileage expenses, if applicable. The city may restrict the number of employees who are absent from work to no more than 20 percent of the total work force at any single work site. Employees should check the “other allowable leave” portion of the Authorization for Time Off card, and write in “election judge.” 6.12 Family & Medical Leave (FMLA) Pursuant to the Family Medical Leave Act (FMLA), the City provides up to 12 weeks of unpaid leave to eligible employees for reasons related to medical and family care. In the case of a military caregiver leave, FMLA allows up to 26 weeks. A. Eligible Employees Employees are eligible for family or medical leave if they meet all of the following conditions: • Have worked for the City for at least 12 months (or 52 weeks) prior to the date the leave is to commence. The 12 months or 52 weeks need not have been consecutive. However, the City will not consider any service 7 years prior to the employee’s most recent hire date, unless the break in service was due to a military service obligation. • Have worked at least 1,250 (on-the-clock) hours during the 12-month period preceding the start of the leave. Hours worked does not include time spent on paid or unpaid leave. B. Qualifying Events An eligible employee will be granted up to 12 weeks leave during any 12-month period for any of the following qualifying events: 1. Birth of a child or placement of a child with the employee for adoption or foster care. This entitlement expires 12 months after the birth or placement. Page 92 of 166