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67 12/2024 <br /> <br /> <br />if the need is unforeseeable, employees must provide notice of the need for Earned Sick and Safe time as <br />soon as practicable. When an employee uses Earned Sick and Safe time for more than three two (32) <br />consecutive days, the city may require appropriate supporting documentation (such as medical <br />documentation supporting medical leave, court records or related documentation to support safety leave). <br />However, if the employee or employee's family member did not receive services from a health care <br />professional, or if documentation cannot be obtained from a health care professional in a reasonable time <br />or without added expense, then reasonable documentation may include a written statement from the <br />employee indicating that the employee is using, or used, Earned Sick and Safe Leave for a qualifying <br />purpose. The city will not require an employee to disclose details related to domestic abuse, sexual assault, <br />or stalking or the details of the employee’s or the employee’s family member’s medical condition. Per state <br />law, the city will not require an employee using Earned Sick and Safe leave to find a replacement worker to <br />cover the hours the employee will be absent. <br /> <br />CARRY OVER OF ESST <br />Employees are not eligible to carry over accrued but unused Earned Sick and Safe time into the following <br />year. Current year’sESST hours not used, will be paid out to the employee at the end of each year <br />the first payroll of the following year. <br /> <br />RETALIATION PROHIBITED <br />The city shall not discharge, discipline, penalize, interfere with, or otherwise retaliate or discriminate <br />against an employee for asserting Earned Sick and Safe Leave rights, requesting an Earned Sick and Safe <br />Leave absence, or pursuing remedies. Further, the use of Earned Sick and Safe Leave will not be factored <br />into any attendance point system the city may use. Additionally, it is unlawful to report or threaten to <br />report a person or a family member’s immigration status for exercising a right under Earned Sick and Safe <br />Leave. <br /> <br />BENEFITS AND RETURN TO WORK PROTECTIONS <br />During an employee’s use of Earned Sick and Safe Leave, an employee will continue to receive the city’s <br />employer insurance contribution as if they were working, and the employee will be responsible for any <br />share of their insurance premiums. <br />An employee returning from time off using accrued Earned Sick and Safe Leave is entitled to return to their <br />city employment at the same rate of pay received when their leave began, plus any automatic pay <br />adjustments that may have occurred during the employee’s time off. Seniority during Earned Sick and Safe <br />Leave absences will continue to accrue as if the employee has been continually employed. <br /> <br />SEPARATION FROM EMPLOYMENT <br />Upon separation from employment, Earned Sick and Safe Leave previously accrued but not used will not be <br />paid out. <br /> <br />When there is a separation from employment with the city and the employee is rehired again within 180 <br />days of separation, previously accrued Earned Sick and Safe Leave that had not been used will be <br />reinstated. An employee is entitled to use and accrue Earned Sick and Safe Leave at the commencement of <br />reemployment. <br />Formatted: Not Highlight