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need for Earned Sick and Safe time as as reasonably required by the employer. When an <br />employee uses Earned Sick and Safe time for more than two consecutive scheduled <br />workdays, the city may require appropriate supporting documentation (such as medical <br />documentation supporting medical leave, court records or related documentation to <br />support safety leave). However, if the employee or employee's family member did not <br />receive services from a health care professional, or if documentation cannot be obtained <br />from a health care professional in a reasonable time or without added expense, then <br />reasonable documentation may include a written statement from the employee <br />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 <br />abuse, sexual assault, or stalking or the details of the employee’s or the employee’s family <br />member’s medical condition. In accordance with state law, the city will not require an <br />employee using Earned Sick and Safe leave to find a replacement worker to cover the <br />hours the employee will be absent; however, employees are still allowed to “voluntarily” <br />seek or trade shifts to cover their ESST absence. <br /> <br />e) Retaliation prohibited <br />The city shall not discharge, discipline, penalize, interfere with, or otherwise retaliate or <br />discriminate against an employee for asserting Earned Sick and Safe Leave rights, <br />requesting an Earned Sick and Safe Leave absence, or pursuing remedies. Further, use of <br />Earned Sick and Safe Leave will not be factored into any attendance point system the city <br />may use. Additionally, it is unlawful to report or threaten to report a person or a family <br />member’s immigration status for exercising a right under Earned Sick and Safe Leave. <br /> <br />f) Benefits and return to work protections <br />During an employee’s use of Earned Sick and Safe Leave, an employee will continue to <br />receive the city’s employer insurance contribution as if they were working, and the <br />employee will be responsible for any share of their insurance premiums. <br />An employee returning from time off using accrued Earned Sick and Safe Leave is entitled <br />to return to their city employment at the same rate of pay received when their leave <br />began, plus any automatic pay adjustments that may have occurred during the <br />employee’s time off. Seniority during Earned Sick and Safe Leave absences will continue <br />to accrue as if the employee has been continually employed. <br /> <br />g) Carry Over Earned Sick and Safe Leave <br />Temporary and part-time, non-benefitted employees, are eligible for carry over accrued <br />but unused Earned Sick and Safe time into the following year, but the total of Earned <br />Sick and Safe Leave carry over hours shall not exceed 80 hours.