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HomeMy WebLinkAboutResolution No. 329-08 8 `. y • RESOLUTION BE IT RESOLVED by the Common Council of the City of Rochester that the City modify the personnel policy regarding Sick Leave. A copy of the modified policy is attached. PASSED AND ADOPTED BY THE COMMON COUNCIL OF THE CITY OF ROCHESTER, MINNESOTA, THIS � DAY OF �LI�� , 2008. PRESIDENT OF SAID COMMON COUNCIL ATTEST: CITY CLERK APPROVED THIS DAY OF �(,C�� , 2008. • r MAYOR OF SAID CITY (Seal of the City of Rochester, Minnesota) Res05�Adopt.Pers Policy.SickLeave3.doc • CITYOFF-ROCHESTER • ORGANIZATIONAL POLICY SICK LEAVE A. Sick Leave 1. It shall be the policy of the City to provide sick leave time for employees in order to provide income protection during periods of absenteeism due to injury or illness. 2. Sick leave is a valuable privilege intended to prevent the loss of regular income during the time of personal illness or accident, or serious family crisis as defined in this section. It should be viewed as a form of insurance, not as an earned benefit which has been wasted, if not taken. Each employee and his/her department head shall be held accountable for the reasonable, prudent, and bona fide use of sick leave privileges. B. Eli ibilit 1. All full time employees scheduled to work twenty (20) hours or more per week are eligible to earn sick leave. 2. Employees scheduled to work less than twenty (20) hours per week or classified as temporary or seasonal employees shall not be eligible to earn sick leave. • C. Accrual Rate 1. Eligible employees shall accrue sick leave at the rate of eight (8) hours per month, beginning with their date of hire. There shall be no maximum accumulation limit. Additions or deletions will be made monthly. 2. Sick leave shall continue to accrue during periods of absence on which the employee is in a pay status. D. Use of Sick Leave 1. Sick leave will be granted upon approval of the department head, appointing authority or person designated to act in their absence for the following reasons: a. For absence due to personal illness or injury which prohibits an employee from performing his/her regular duties. b. For personal medical and dental appointments. c. For absence due to a compensable injury arising out of and in the course of City employment (employees may request that their sick leave be used to make up the difference between their regular pay and Worker's Compensation). d. Up to a maximum of three (3) days for serious illness of members of the employee's immediate family. (For the purpose of this section, "Immediate Family" • shall mean the employee's: spouse, children, parents, brothers, sisters, spouse's parents). 2. Employees incapacitated and unable to work shall notify their immediate supervisor at or before the scheduled reporting time, giving reason for absence and expected length _ -CITY_DFRaCHESTER '_------- ORGANIZATIONAL POLICY of absence. Failure to make diligent effort to give such notification may result in payroll deduction for such time taken. 3. Sick leave will be charged as it is actually used, but in no case will the charge be less than one (1) hour. 4. An employee claiming sick leave may be required to file competent written evidence that he/she has been absent and authorized. Sick leave taken immediately preceding termination of employment or retirement of an employee must be substantiated by written medical report. 5. An employee who has been unable to work for a period of time, three (3) or more days, because of illness or accident, may be required, before being permitted to return to work, to provide medical evidence that he/she is again able to perform all significant duties of their job in a competent manner and without hazard to themselves or others. E. Holidays During Sick Leave Should a holiday occur during an employee's absence due to illness or an accident, the time off shall be charged as a holiday. . F. Advance Sick Leave • Sick leave shall not be granted in advance of being earned. If an employee does not have sufficient sick leave earned to cover a period of absence, either earned compensatory or vacation time may be used; otherwise, the sick leave will be without pay. G. Transfers Employees who are transferred from one department to another shall have their earned sick leave credits transferred with them. H. Terminations Unused sick leave is forfeited upon any termination from City employment prior to ten (10) years of service and the employee is not vested in a pension or does not go on a pension to which the City of Rochester has contributed. I. Child Care Leave 1. An employee who is pregnant may continue to work until such time as the baby is born unless the work is such that to continue would cause harm to the mother/fetus as determined by their physician. 2. When an employee can no longer continue to work, the employee shall use accumulated sick leave until such time as a physician indicates the employee is able to return to work. • 3. If an employee does not have adequate sick leave accumulated to cover the necessary time, accrued vacation may be used. 4. If an employee desires additional time off after the physician has indicated the employee is able to return to work, the employee may request a leave of absence— ORGANIZATIONAL POLICY without pay. Such time will be granted with approval of the Department Head and the Director of Human Resources. 5. A leave of absence—without pay will not be considered unless an employee has used accrued vacation before requesting a leave without pay. 6. Child care leave will commence on the date to be agreed upon between the employee and the employer. 7. All fringe benefits provided for eligible employees shall remain in effect provided the employee pays the necessary premiums during the time while on uncompensated leave. Sick leave and vacation will continue to accumulate only during the period of compensated leave. 8. Upon signifying his/her interest to return (a minimum of two (2) weeks—ten (10) working days notice shall be required) to work within the authorized leave period, the employee shall be reinstated to his/her original classification or a classification of comparable duties, number of hours and pay. 9. If, during the leave, the City experiences a layoff and the employee would have lost a position had the employee not been on leave, the employee shall be subject to the same layoff and recall as if the employee had not been on leave. 10. The total Child Care leave both compensated and uncompensated shall not exceed three (3) calendar months. 11. For the purpose of this policy, Child Care leave shall include natural children as well as adopted children with sick leave benefits available to male and/or female employees up to a maximum of six (6)weeks. J. Penalty Claiming sick leave when physically able to perform normal duties except as provided elsewhere in this section, may be cause for disciplinary action, including cancellation of sick leave benefits, suspension, demotion or termination of employment. K. Exclusions 1. No sick leave will be allowed for illness, injury or physical inability resulting from misconduct, or excessive use of alcohol or narcotics, except for treatment. 2. No sick leave will be allowed for an illness or injury occurring as the result of employment outside of the City. Employment shall be considered as work performed for which remuneration was received or realized.