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6 <br /> <br /> <br />6. Workers’ Compensation. Employees are covered by the workers compensation laws of the <br />State. In the event an employee is disabled and is entitled to workers compensation, the <br />employee will keep any workers’ compensation payments received and be eligible to receive a <br />bi-weekly pay check equal to 1/3 pay through the use of personal leave benefits. In addition, the <br />employee will be entitled to earn 1/3 of the amount of the personal leave pay they would <br />otherwise be entitled to during an absence from their employment. Employees receiving such <br />workers’ compensation will be considered working for the purpose of accumulating additional <br />personal leave benefits. <br /> <br />7. Unused Personal Leave Pay. An unused personal leave pay policy is established subject to the <br />following rules and regulations: <br /> <br />(a) The employee must be in good standing and give proper notice of termination in the case <br />of resignation. <br />(b) Qualifying employees shall receive their accumulated personal leave up to a maximum as <br />listed in the following schedule: <br />Maximum Payment <br />0 - 3 years of service ½ of personal leave accrued <br />3+ years 480.0 hours <br />4 + years 528.0 hours <br />5 + years 600.0 hours <br /> <br />Employees hired after January 1, 2013 <br />Maximum Payment <br />0 - 3 years of service 150 hours of personal leave accrued <br />3 to 10 years 300 hours <br />10 to 15 years 400 hours <br />15 to 20 years 500 hours <br />20 plus years 600 hours <br /> <br /> <br />8. Donation of Personal Leave to Employees with Serious Medical Problems. Employees may <br />voluntarily donate personal leave time in hour increments which can be converted to use by <br />employees facing serious medical problems or extended time off due to serious medical problems <br />and who have no accumulated personal leave time available. The use of this donated personal <br />leave must be approved by the Department Head and the City Manager and will be converted to <br />the receiving employee’s paid hourly rate. <br /> <br />This does not include temporary or seasonal positions or unionized employees who have a sick <br />pool that is already established. <br /> <br />9. Essential Sick and Safe Time (ESST)- The City’s PTO policy exceeds the requirements of the <br />State’s ESST provision. The ESST accrual hours will show on paychecks as required by the law. <br />These accrued hours are not a separate bank of paid time off, but rather the number of the <br />employee’s earned PTO hours that qualify under the ESST provisions. <br />