#03 - Personnel Policy Update - Laserfiche WebLink

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EARNED SICK AND SAFE TIME (ESST) #230 Effective January 1, 2024, Earned Sick and Safe Time (ESST) is paid time off earned at one (1) hour of Earned Sick and Safe Time for every thirty (30) hours worked by an employee, up to a maximum of forty- eight (48) hours of sick and safe time per year. The hourly rate of Earned Sick and Safe Time is the same hourly rate an employee earns from employment with the city. This specific leave applies to all employees (including part-time, paid-on-call firefighters, seasonal, interns, and temporary employees) performing work for at least 80 hours in a year. This policy does not apply to council members, commissioners, contractors, or volunteers. For purposes of this policy, a year is a calendar year – January 1 to December 31. ESST may only be used for days when the employee would otherwise have been at work. Accrual of Earned Sick and Safe Time Full-time regular employees will not accrue additional ESST hours in excess of current PTO accrual as the Annual Leave Policy exceeds the requirements of the ESST law. Full-time benefit eligible employees will accrue Earned Sick and Safe Leave at one hour for every 30 hours worked, up to a maximum of 48 hours of sick and safe leave per year. The hourly rate of Earned Sick and Safe Leave is the same hourly rate an employee earns from employment with the city. Part-time non-benefited employees, seasonal and temporary employees, interns, and paid-on-call firefighters, who work for the city at least eighty (80) hours in a year, will accrue ESST at a rate of one (1) hour per thirty (30) hours worked, up to a maximum of 48 hours of ESST per year. Earned Sick and Safe Time Use The leave may be used as it is accrued in the smallest increment of time tracked by the city’s payroll system which is fifteen (15) minute increments, for the following circumstances: • An employee’s own: o Mental or physical illness, injury, or other health condition o Need for medical diagnosis, care or treatment, of a mental or physical illness o Injury or health condition o Need for preventative care o Closure of the employee's place of business due to weather or other public emergency o The employee's inability to work or telework because the employee is prohibited from working by the city due to health concerns related to the potential transmission of a communicable illness related to a public emergency, or seeking or awaiting the results of a diagnostic test for, or a medical diagnosis of, a communicable disease related to a public emergency and the employee has been exposed to a communicable disease or the city has requested a test or diagnosis. o Absence due to domestic abuse, sexual assault, or stalking of the employee provided the absence is to: - Seek medical attention related to physical or psychological injury or disability caused by domestic abuse, sexual assault, or stalking - Obtain services from a victim services organization - Obtain psychological or other counseling - Seek relocation or take steps to secure an existing home due to domestic abuse, sexual assault or stalking - Seek legal advice or take legal action, including preparing for or participating in any civil or criminal legal proceeding related to or resulting from domestic abuse, sexual assault, or stalking • Care of a family member: