O-2009-3129 approving updated Employee Policy Handbook

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Use of All Other Available Leave — All paid leave authorized under FMLA must be used prior to authorizing Leave Without Pay to an employee. If the Leave Without Pay is due to the employee's own illness or injury, all sick leave must also be used prior to authorizing Leave Without Pay. Documentation — Requests for leave without pay must be made in writing to the employee's Department Director as far in advance as possible prior to the requested leave date. Requests for an extension of leave must also be in writing and submitted to the Department Director, who will forward the request to the City Manager's office and the Human Resources Manager. The need for a leave without pay must be supported by documentation acceptable to the City. The Department Director and/or City Manager may require that the employee on leave periodically contact a designated supervisor to report on his/her condition or status. Before returning to work from a medical leave without pay, the employee may be required to submit a letter from his or her doctor stating that the employee is able to resume his or her normal job duties. Revocation — The City Manager may revoke authorized leave without pay at any time. Failure to return to work after the expiration of an authorized leave without pay or failure to provide required status reports, physician's statements, or to contact the City per the required schedule will likely result in disciplinary action up to and including termination. 7.13 Bereavement Leave The City will grant a maximum of 3 days bereavement leave per calendar year for an employee to attend the funeral of a family member including spouse, and the following of either the employee or spouse: child, brother, sister, parents, grandparents, or foster parents. Department Directors may approve the employee's request to take sick and/or vacation leave in addition to the 3 days bereavement leave as follows: 1. The first 3 days will be charged to bereavement leave 2. Days 4 through 6 may be charged to sick leave. Leave exceeding 6 days will be charged to vacation. 3. Employees have the option to use vacation rather than sick leave for days 4 through 6 7.14 Jury Duty The City provides paid leave to regular full-time employees required to serve on jury duty or requested to testify as a witness by the City in a City -related civil, criminal, legislative, or administrative proceeding. The employee must provide documentation of the requirement for jury duty, subpoena compliance, etc., with his/her leave request. Employees must submit supporting documentation to their supervisor as soon as possible so that arrangements can be made to accommodate the absence. Employees on jury duty leave should keep up with their job responsibilities if possible. An employee who is on jury duty typically must report for City duty for the remainder of the day upon completion of court or jury service, or request approval for use of other available paid time off. Any payment for jury duty received by the employee may be retained by the employee. EN