A.
Vacation leave is approved by the department head or a designee.
(1)
It accrues on a weekly basis to all regular employees (full-time)
on the following schedule:
|
Accrual Period from Date of Hire
(years)
|
Accrual Rate
(hours per week)
|
Annual Vacation
(hours)
| |
|---|---|---|---|
|
0 to 5
|
1.53
|
80 (10 days)
| |
|
5 to 15
|
2.30
|
120 (15 days)
| |
|
15 or more
|
3.07
|
160 (20 days)
|
(2)
For rotating-shift personnel in the Fire Department who work a forty-two-hour
average workweek on an eight-week cycle, the following schedule shall
apply:
|
Accrual Period from Date of Hire
(years)
|
Accrual Rate
(hours per week)
|
Annual Vacation
(hours)
| |
|---|---|---|---|
|
0 to 5
|
1.85
|
96
| |
|
5 to 15
|
2.77
|
144
| |
|
15 or more
|
3.69
|
192
|
(3)
Forty-two-hour-week fire personnel shall take vacation by the hour.
Vacation leave taken in increments of less than one full shift will
be prorated. This policy enables forty-two-hour-week employees and
forty-hour-week employees to take an equal number of weeks off for
vacation leave.
B.
An employee should not take vacation leave during his or her probationary
period. Vacation leave taken during probationary period must be approved
by the applicable department head and the City Manager.
C.
Vacation leave shall be used within one anniversary year after its
award or accrual. That is, on employees' hire date anniversaries,
they may have up to one year's accrued vacation leave carried
over into the next year. Any unused vacation leave in excess of the
previous year's total annual accrual shall be immediately forfeited
on the hire date anniversary unless the City Manager has approved
an exception to policy based upon unusual circumstances. Example:
An employee reaching the fourth hire date anniversary with 96 vacation
hours accrued but not used will forfeit 16 vacation hours, as only
80 hours (the annual accrual) may be carried over into the next anniversary
year.
D.
Department heads or their designees shall schedule all vacations
in their departments. Department heads shall establish an appropriate
advance notice requirement or an annual signup procedure, based on
seniority or other appropriate method, that meets the needs of their
departments. Department heads may designate reasonable "no vacation"
time periods based on known seasonal peak-demand work periods. Unless
the department head specifically authorizes an exception, no employee
shall take vacation leave in excess of 10 consecutive working days
(two workweeks) at one time, regardless of the annual entitlement.
Department heads may authorize employees to take vacation leave in
fifteen-minute blocks or by the day or week, up to the two-week maximum
for one absence, as the needs of the department dictate. Department
heads shall not permit two or more key employees to take simultaneous
vacation leave in such a manner as to seriously reduce the operational
effectiveness of the department.
E.
Vacation leave shall be paid at the regular straight-time rate for
the number of regular hours normally scheduled for the employee. Employees
desiring advance vacation pay prior to taking the leave must make
such request through their department payroll clerks at least 15 days
before the pay day that the pay is to be received. Under no circumstances
will advance vacation pay be paid in an amount exceeding the actual
number of accrued vacation leave days (and any paid holidays) being
taken. The City shall not grant payment in lieu of vacation leave,
except upon termination of employment.
F.
When a paid holiday falls within a vacation leave taken by an employee,
the employee shall not be charged with having used a vacation day
for that date. In the Fire Department, rotating-shift fire personnel
on a forty-two-hour average workweek receive holiday pay in addition
to regular hours including vacation leave.
G.
Vacations for department heads.
(1)
All salaried department heads shall annually earn, on their anniversary
date, 20 days (160 hours) of vacation. Department heads shall schedule
all vacations with approval from the City Manager. The City Manager
shall establish an appropriate vacation request procedure for department
heads. The City Manager may designate reasonable "no vacation" time
periods based on known seasonal peak-demand work periods or when other
operational considerations dictate that the department head remain
available. Unless the City Manager specifically authorizes an exception,
no department head shall take vacation leave in excess of 10 consecutive
working days (two workweeks) at one time, regardless of the annual
entitlement.
(2)
No more than 20 vacation days may be carried over to the following
year. Any unused vacation leave in excess of the previous year's
total annual accrual shall be immediately forfeited on the hire date
anniversary unless the City Manager has approved an exception to the
policy based upon unusual circumstances.
Vacation days will be given to all part-time regular employees
at the same rate as full-time personnel, however prorated based on
regularly scheduled weekly hours. They will accrue per week based
on the average weekly calculations from above. (Full-time employees
get two weeks after the first year and through the fourth year; from
five to 14 years get three weeks; and from 15 years or more get four
weeks.) All other provisions, including scheduling requirements, will
apply from the personnel rules and regulations on vacation leave.[1]
Regular employees who are absent because of illness, accident,
or layoff due to lack of work may choose to use accrued vacation leave
by submitting a request in advance to the department head during any
portion of the absence until such leave is exhausted.
A.
An eligible employee who is terminated, voluntarily or involuntarily,
after the first hire date anniversary, and has worked out his or her
two-week end-of-employment notice, unless waived in part or in full
by the City Manager, shall be compensated for the full vacation allowance
to which the employee may then be entitled at the employee's rate
of pay at the termination date. In the case of eligible employees
who die, vacation allowance will be paid to the employee's beneficiary.
Any just debts owed to the City may be deducted from this payment.
B.
The termination date of an employee leaving the City's work
force is the day last worked by the employee. Any request for vacation
time to be used during the notice period shall be approved by the
City Manager.
C.
Payroll deductions for retirement shall be made through the last
week of employment in accordance with state law and retirement system
regulations.
D.
Additional health and disability insurance deductions will be made
to provide the necessary amount required to complete a month's
premium if one or more deductions have previously been made for the
month.
E.
It shall be the responsibility of the department head to ascertain
that the payroll sheet of the last week worked by a terminating employee
contains all of the necessary information needed for the Finance Office
to prepare the employee's final checks.
All full-time regular employees shall be entitled to sick leave
in accordance with the following:
A.
Amount; accumulation of unused time.
(1)
Each full-time regular employee shall have the equivalent of 96 hours'
sick time made available the first day of each fiscal year. Unused
sick time may be accumulated to a maximum of 480 hours.
(2)
For rotating-shift personnel in the Fire Department who work a forty-two-hour
average workweek on an eight-week cycle, each full-time regular employee
shall have the equivalent of 101 hours' sick time made available
the first day of each fiscal year. Unused sick time may be accumulated
to a maximum of 505 hours.
B.
Paid sick leave shall be granted for absence from duty for the following
reasons:
(1)
Illness.
(2)
Noncompensable bodily injury or disease.
(3)
Exposure to contagious disease; quarantine.
(4)
Attendance upon a member of the immediate family whose condition
requires the care of the employee, with prior approval by the department
head and the City Manager.
(5)
Dental and doctor appointments, with prior notice and approval by
the supervisor.
(6)
Up to three days for adoption or birth of a child.
C.
If absence is caused by accident compensable under workers'
compensation, then the City shall pay the difference between workers'
compensation and the employee's regular pay during the employee's
sick leave eligibility. This shall be accomplished in the following
manner:
(1)
The employee shall endorse the workers' compensation check to
be payable to the City of Franklin. Upon receipt of the endorsed check,
the City shall issue a check for the week in the amount of the employee's
normal weekly wage or salary.
(2)
Normally, a delay of some weeks occurs between the illness/injury
and receipt of the first workers' compensation check. During
this period, employees must use accrued sick leave (and vacation leave,
if desired) to receive a paycheck from the City. Upon receiving the
endorsed retroactive workers' compensation checks (which the
employee is required to submit), the Finance Office will restore the
appropriate amount (equivalent to the amount of the checks) or sick
and/or vacation leave to the employee's accrued balances. New
Hampshire Retirement deductions will also be refunded in the following
paycheck as worker's compensation is not considered earnable
compensation.
(3)
When employees have reduced their accrued leave balances to zero
yet remain absent from work and covered by workers' compensation,
the City will provide no further payments or subsidies, and employees
may cash their workers' compensation checks directly.
D.
Upon termination of employment, any unused accumulated sick leave
balances are forfeited.
E.
If absence is caused by injury covered by workers' compensation,
the employee may use sick time for a maximum of 40% of his or her
usual workweek.
F.
Employees absent for any reason shall report to their department
head immediately, giving the reason for their absence. The City Manager
and/or department head may require, as a condition precedent to the
payment of sick leave, the certification of a qualified physician
certifying as to the condition of the employee or a member of his/her
family. Whenever sick leave is requested to be used in conjunction
with vacation leave, a physician's statement shall be required
in each instance. In all cases, a physician's certificate shall
be required if the absence is three days or more.
G.
If the department head has reason to believe that an employee is
misusing sick leave in any way, including but not limited to calling
out sick falsely or calling out sick in a regular pattern, the department
head may require certification of a qualified physician certifying
as to the condition of the employee or a member of his/her family.
Any abuse may be subject to disciplinary action up to and including
termination.
H.
Sick leave may be used in fifteen-minute increments.
I.
Sick days will be given to all part-time regular employees on a prorated
basis. All other provisions of sick leave in the personnel rules and
regulations shall apply.
J.
Upon approval of the City Manager, in an extreme emergency, employees
may request, in writing, a donation of accumulated, unused sick time
to another employee.
K.
After completing 30 days' service, full-time regular employees
will be covered by the City's current short/long-term disability
plan on the first day of the following month. Coverage is at the City's
expense for full-time regular employees, subject to the availability
of approved funding. Because of delays in receiving disability checks
from the insurance company, employees may use available sick and vacation
time to continue receiving weekly paychecks. Insurance checks will
be signed over to the City, and the employee's leave balances
up to the amount of the disability check will be restored. At no time
will paid accrued leave balances and paid disability total more than
the employee's weekly pay based on the employee's regularly
scheduled weekly hours.
A.
Any regular full-time employee shall be excused from work for not
more than three consecutive workdays, provided that such excused workdays
can be taken in four consecutive calendar days, because of death in
the immediate family and shall be paid the normal rate of pay for
the scheduled working hours excused.
B.
"Immediate family" shall mean spouse, parents, grandparents, children,
siblings and their children, mother-in-law, father-in-law, stepparents,
stepchildren, a blood relative residing in the same household, significant
other residing in the same household and ward residing in the same
household.
C.
Subject to the approval of the department head, an employee may be
granted time off, using the employee's accrued sick leave or
unpaid, in the case of death of an employee's relative other
than those listed above or a close friend to attend a funeral or services.
Such leave shall not be unreasonably requested.
A.
Paid emergency leave, not to exceed two consecutive workdays, may be granted at the discretion of the department head or City Manager in the event of an emergency in the immediate family. "Immediate family" shall mean those as outlined in § 347-32B above. Time off shall be applied to sick leave.
B.
Family and medical leave.
(1)
Under the Family and Medical Leave Act ("FMLA"), eligible employees
may take an unpaid leave of absence and be restored to the same or
an equivalent position upon their return to work for any of the following
reasons:
(a)
The birth of the employee's child and to care for the newborn
child (leave must be taken within 12 months of the birth of the child);
(b)
The placement of a child with the employee for adoption or foster
care, and in order to care for the newly placed child (leave must
be taken within 12 months of the adoption or placement of the child);
(c)
The serious health condition of a spouse, parent, minor child,
or adult child when the adult child is incapable of self care and
the employee is needed for such care ("covered family members");
(d)
The employee's own serious health condition that renders
the employee unable to perform his or her job;
(e)
A "qualifying exigency" (as defined in the Department of Labor
regulations) arising out of the fact that the spouse, or a son, daughter,
or parent, of the employee is on active duty or has been notified
of an impending call or order to active duty in the United States
Armed Forces in support of a contingency operation as a member of
the National Guard or Reserves;
(f)
The employee is a spouse, son, daughter, parent, or next of
kin of a "covered service member" (as defined in the Department of
Labor regulations) who has a serious injury or illness and the employee
is needed to care for such person.
(2)
Eligibility requirement. The employee must have worked for the City
for at least 12 months and must have performed at least 1,250 hours
of work in 12 months prior to a leave request.
(3)
Leave entitlement.
(a)
If an employee takes FMLA leave for a reason stated in Subsection B(1)(a) through (e), above, the employee is entitled to up to 12 workweeks of unpaid leave during a twelve-month period. That twelve-month period is defined as a rolling twelve-month period, measured backward from the date an employee begins an FMLA leave. In other words, the number of weeks the employee has available upon the beginning of an FMLA leave will be 12 weeks less the number of FMLA leave weeks taken in the twelve-month period prior to the beginning of the current FMLA leave (the "available leave weeks"). For example, if an employee used four weeks beginning February 1, 2008, four weeks beginning June 1, 2008, and four weeks beginning December 1, 2008, the employee would not be entitled to any additional leave until February 1, 2009. Beginning on February 1, 2009, the employee would be entitled to four weeks of leave; on June 1, 2009, the employee would be entitled to four additional weeks; and so on.
(b)
If an employee takes FMLA leave for the reason stated in Subsection B(1)(f), above, the employee may take up to 26 weeks of unpaid FMLA leave within a single twelve-month period. This twelve-month period begins on the first day of leave. An employee who takes FMLA leave for a reason stated in Subsection B(1)(f), above will be limited to a combined total of 26 workweeks of leave for any FMLA-qualifying reason during the single twelve-month period. The leave entitlement described in Subsection B(1)(f) above is to be applied on a per-covered-service-member, per-injury basis such that an eligible employee may be entitled to take more than one period of 26 workweeks of leave if the leave is to care for different covered service members or to care for the same service member with a subsequent serious illness or injury, except that no more than 26 workweeks of leave may be taken within any single twelve-month period.
(4)
Tracking FMLA leave. When an eligible employee requests any leave
of absence that qualifies under the FMLA, the City has the right to
designate such leave as FMLA leave. For example, if an eligible employee
suffers a work-related injury that qualifies as a serious health condition,
the City has the right to designate any time away from work as FMLA
leave. In such circumstances, the City will provide the employee with
the same notifications as though the employee had specifically requested
FMLA leave.
(5)
Intermittent and reduced-schedule leave.
(a)
Under some circumstances, employees may take FMLA leaves of absence intermittently (in separate blocks of time due to a single FMLA qualifying reason) or on a reduced-schedule leave (reducing the usual number of hours an employee works per workweek or workday). Certification will be required to show that an intermittent or a reduced-schedule leave is a medical necessity for leaves under Subsection B(1)(c), (d) and (f), above. Other documentation or certification may be required to show that such an intermittent or a reduced-schedule leave is necessary in the case of a leave of a qualified exigency under Subsection B(1)(e) above.
(c)
When an employee takes intermittent or reduced-schedule leave,
time spent working will not be counted against the employee's
FMLA entitlement.
(d)
Employees taking intermittent or reduced-schedule leave will
be paid for the time they work, and the leave time away from work
will be unpaid unless the employee qualifies for workers' compensation,
short-term disability, or other benefits. If an employee is a salaried
employee, the City will adjust the employee's salary based on
the amount of time actually worked.
(e)
While an employee is on intermittent or reduced-schedule FMLA
leave, the City may temporarily transfer the employee to an available
alternate position that better accommodates the employee's recurring
leave and that has equivalent pay and benefits.
(f)
Employees who take intermittent leave for a planned medical
treatment have an obligation to make a reasonable effort to schedule
the treatment so as not to disrupt unduly the City's operations.
(6)
Status of employee benefits.
(a)
Employees are required to use any accrued, unused, paid-time-off
days during FMLA leave unless the FMLA leave is otherwise paid through
workers' compensation benefits, short-term disability benefits,
or other benefits. The substitution of paid leave time for unpaid
leave time does not extend the FMLA leave period. Also, the employee's
FMLA leave may run concurrently with other types of leave.
(b)
During an approved FMLA leave, the City will maintain the employee's
health benefits under the same terms and conditions applicable to
employees not on leave.
(c)
If an employee elects not to return to work at the end of the
leave, the employee will be required to reimburse the City for the
cost of the premiums paid by the City for maintaining coverage during
the unpaid leave, unless the employee cannot return to work because
of a serious health condition or because of other circumstances beyond
the employee's control. If the FMLA leave is for a condition
that is covered under the City's short- or long-term disability
insurance, covered employees may apply for benefit coverage.
(d)
Benefit entitlements based on length of service will be preserved
at the level earned as of the commencement of the leave but will not
accrue further during the leave period. For example, an employee on
leave will not accrue additional sick/vacation days.
(7)
Requesting leave.
(a)
Employees must complete the appropriate FMLA leave request forms.
These forms are available from the Finance Department.
(b)
If an employee's need for leave is foreseeable, such as
for the birth of a child or planned medical treatment, you must give
your department head 30 days' prior written notice. In cases
of planned medical treatment, please make efforts to schedule the
treatment to avoid disrupting the City's operations.
(c)
If the need for leave is not foreseeable, the employee must
give notice to his or her department head as soon as practicable (generally,
either the same day or the next business day of learning the employee's
need for leave) and the employee must comply with all of the City's
policies regarding absences from work. Failure to provide such notice
may be grounds for delaying the leave. If the employee is unable to
notify the City of his/her need for leave personally because of illness,
the employee should ask someone else to call on his or her behalf.
(8)
Medical certifications.
(a)
If an employee is requesting leave because of the employee's
serious health condition, a covered family member's serious health
condition, or for the serious injury or illness of a covered service
member, the employee must provide a medical certification from the
appropriate health care provider. It is an employee's responsibility
to provide a complete and sufficient certification. Please obtain
a medical certification form from the Finance Department for the health
care provider to use. If possible, the employee should provide the
medical certification before the leave begins. If that is not possible,
the employee must provide the medical certification within 15 days
of requesting leave. If the employee does not provide the required
medical certification in a timely manner, the employee's leave
may be delayed. If you do not provide the certification at all, the
City will not be able to determine whether you are eligible for FMLA
leave and your leave will be denied. The City reserves the right to
authenticate or clarify any medical certification if necessary.
(b)
In the case of an employee's own serious health condition,
or that of a family member's serious health condition, the City,
at its expense, may require an examination by a second health care
provider designated by the City. If the second health care provider's
opinion conflicts with the original medical certification, the City,
at its expense, may require a third health care provider, agreed upon
by the employee and the City, to conduct an examination and provide
a final and binding opinion.
(c)
The City may also require subsequent medical recertification.
Failure to provide requested recertifications within 15 days may result
in delay of further leave.
(9)
Certifications for a qualifying exigency. Employees who request a
leave for a qualifying exigency arising from an immediate family member's
call to active duty or impending call or order to active duty will
be required to provide a copy of the family member's active duty
orders or other documentation issued by the military indicating the
member is on active duty or call to active duty status in support
of a contingency operation. Other documentation certifying the exigency
necessitating the leave will also be required.
(10)
Confirmation of familial relationship. Employees requesting a leave of absence based on a familial relationship [e.g., leaves under Subsection B(1)(c), (e) and (f)] may be required to provide reasonable documentation or statement of family relationship. This documentation may take many forms, including but not limited to a child's birth certificate, a court document, etc.
(11)
Reporting while on leave. If an employee takes leave because
of his or her own serious health condition, to care for a covered
family member with a serious health condition, to care for a covered
service member with a serious illness or injury, or for a qualifying
exigency, the employee must contact his/her applicable department
head on a regular basis to provide updates about the status of the
need for leave (e.g., the medical condition of the employee or the
individual for whom the employee is caring, or other circumstances
necessitating leave) and the employee's intention to return to
work. In addition, the employee must give notice as soon as practicable
(within two business days if feasible) if the dates of leave change,
or are extended, or initially were unknown.
(12)
No work while on leave. The taking of another job (including
self-employment) while on FMLA leave may lead to disciplinary action,
up to and including discharge.
(13)
Returning to work.
(a)
At the end of an authorized FMLA leave, the employee will be
reinstated to his or her original position or an equivalent position.
However, certain highly compensated employees or "key employees" may
be denied restoration to their prior or equivalent position if keeping
the job open for the employee would result in substantial economic
injury to the City. Key employees are those employees who are among
the highest paid 10% of employees within 75 miles of the worksite.
(b)
If an employee takes leave because of his or her own serious
health condition, the employee will not be reinstated until the employee
provides a fitness-for-duty certificate from his or her health care
provider confirming that the employee is medically able to resume
work and perform the essential functions of his or her job. The return-to-work
medical certification forms are available from the Finance Department.
The City reserves the right to clarify and authenticate such certification.
(14)
Coordination with maternity leave. If an employee is also eligible for FMLA leave, the employee's FMLA leave and maternity leave will run concurrently. For purposes of coordinating FMLA and maternity leaves, maternity disability leave will be treated in the same manner as the FMLA leave of absence described in Subsection B(1)(d) above. Maternity disability leave begins when an employee is medically determined to be disabled and ends when medically determined to be able to return to work. If a maternity disability leave is for the number of available FMLA leave weeks or less, the employee may take additional FMLA leave pursuant to Subsection B(1)(a) or (b) after the end of the disability period, not to exceed the number of remaining available leave weeks and will be reinstated in accordance with this FMLA policy.
(15)
Coordination with other City policies/reference to FMLA and
federal regulations.
(a)
In the event of any conflicts between this policy and other
City policies, the provisions of this policy will govern. The FMLA
and the FMLA regulations issued by the United States Department of
Labor contain many limitations and qualifications that are not stated
in this policy. The City reserves the right to apply the terms of
the FMLA and the FMLA federal regulations.
(b)
Any questions relative to FMLA leaves, including eligibility
requirements, should be directed to the City Finance Department.
C.
Emergency child care. No employee shall provide child-care services
on City property during his or her workday. All employees are expected
to make appropriate off-site arrangements for child care, including
infant care. At the time of an unforeseen emergency circumstance,
the City Manager may make an exception to this rule, not to exceed
two successive workdays.
Any employee not actively working and still in the employ of
the City of Franklin is considered on leave of absence. Most leaves
are paid by the employee's accrued leave time, i.e., vacation,
sick, etc., worker's compensation, or disability. However, the
City of Franklin recognizes that due to personal circumstances, it
may be necessary for an employee to request more time off than is
provided under our policies.
A.
Paid leave of absence. These leaves of absence are paid by the employee's
accrued leave time, i.e., vacation, sick, etc., worker's compensation,
or disability, depending on the circumstances of the leave and definitions
of leave usage per applicable leave policies. These leaves are generally
approved by the applicable department head unless otherwise noted.
B.
Unpaid leave of absence of 30 days or less. Leave of absence of 30
days or less during a calendar year:
(1)
Non-FMLA leave of absence of 30 days or less during one calendar
year will be considered.
(2)
Health and dental insurance payments will be made by the City. Necessary
deductions from the employee to complete a month's premium, if
one or more deductions have been made, will be taken from the employee's
last paycheck before leave takes effect.
(3)
Short/long-term disability and life insurance payments will be made
by the City.
(4)
Sick leave will continue to accumulate.
(5)
Holidays occurring during leave of absence will be paid.
(6)
Seniority will continue during leave of absence.
(7)
Accrued vacation leave will be taken prior to the granting of leave
of absence. Vacation leave will not accrue during leave of absence.
C.
Unpaid leave of absence of greater than 30 days. Leave of absence
of over 30 days:
(1)
Health and dental insurance payments by the City will cease at the
end of the month during which leave commences. The employee may elect,
for the first 90 days of leave, to continue in the group plan by making
a monthly payment to the Finance Officer for the amount billed for
his/her particular membership. Membership will terminate if payment
is not received by the last working day of the month. For leave in
excess of 90 days, arrangement for the continuation of Blue Cross/Blue
Shield and Delta Dental nongroup coverage is the responsibility of
the employee.
(2)
Short/long-term disability and life insurance payments by the City
will terminate at the end of the month during which the leave of absence
begins.
(3)
Sick leave will not accumulate during leave of absence.
(4)
Holidays will not be paid during leave of absence.
(5)
Seniority will not be lost during leave of absence. Seniority will
not accrue during leave but will remain frozen at the time leave is
granted.
(6)
All accrued sick leave earned prior to the taking of a leave of absence
will be available to the employee upon his return to employment by
the City, if applicable.
D.
Leaves of absence of longer duration than one year, other than for
military duty will not be granted except by vote of the City Council.
E.
All requests for unpaid leave of absence will be considered on a
case-by-case basis, taking into account the City's staffing needs
and other factors.
F.
All requests for unpaid leave of absence must be submitted in writing
and authorized by the department head and City Manager.
G.
Probationary employees shall have their probationary periods extended
by the amount of time of the leave of absence.
H.
All applicable leave time must be used prior to granting an unpaid
leave of absence.
I.
Any employee accepting employment or conducting a business during
an unpaid leave of absence shall be deemed a voluntary quit. Any employee
who fails to return on the agreed-upon date shall be terminated by
reason of having abandoned his or her job.
J.
Any employee who becomes disabled while in the employ of the City may make application for a leave of absence up to six months. Accrued sick, vacation, and other leaves must be exhausted before leave without pay commences. The provisions of Subsection C above will be applicable. Upon completion of the leave of absence, the City Manager will determine if the disability conditions warrant continuation of the leave or termination of the employee.
A.
Employees working a shift that requires a replacement when absent
shall notify their department heads or their designees at least one
hour before the start of their duly shifts for each absence.
B.
Employees absent for any reason shall report to their department
head immediately, giving the reason for their absence. As a condition
to the payment of sick leave, the City Manager and/or department head
may require the certificate of a qualified physician, certifying as
to the condition of the employee or a member of his or her family.
In all cases, a physician's certificate shall be required if
the absence is three days or more.
Rules and regulations governing vacations and sick leave shall
apply as of the date of employment.
A.
Reason for layoff. Any employee may be laid off whenever it is necessary
to reduce the number of employees in any department because of shortage
of work or funds, abolition of a position, change in departmental
functions or organization or for related reasons which cannot reflect
discredit upon the employee.
B.
Order of layoff. Employees shall be laid off, insofar as possible,
in inverse order of length of service within the class of positions;
provided, however, that employees appointed by the City Manager may
be laid off without regard to order of seniority under the following
conditions:
