A. 
Each employee shall be entitled to 10 days of sick leave in each calendar year, for actual sickness or disability, after one full year of employment. Each employee who has worked less than one full calendar year shall receive one day of sick leave for each month of employment up to a maximum of 10 days. When an employee does not use all his sick leave, the same shall be cumulative in accordance with the following schedule:
(1) 
After one full year, up to the completion of the tenth year, the maximum number of days that may be accumulated is 30.
(2) 
After 10 full years, up to 15 full years, the maximum number of days that may be cumulative is 40.
(3) 
After 15 years, the maximum number of days that may be cumulative is 50.
B. 
Part-time, temporary or summer employees are not eligible for paid sick leave.
[Amended 3-23-2004 by Ord. No. 06-2004]
C. 
A record kept in the office of the Borough Clerk shall determine the number of sick days used and/or accumulated. An employee's record shall be available for his inspection during regular office hours.
D. 
All absences due to illness or disability shall be reported immediately by or for the employee to his department head.
E. 
In all cases of reported illness or disability, the Borough reserves the right to send the Borough Nurse[1] or a designated physician to investigate the report. All department heads will be responsible for confirming that the employee is unable to report for duty due to illness.
[Amended 3-23-2004 by Ord. No. 06-2004]
[1]
Editor's Note: See Ch. 468, Officers and Employees, Board of Health, Art. IX.
F. 
When an absence due to illness or disability does not exceed three days, normally the employee's statement of the cause will be accepted without a supporting statement from his attending physician.
G. 
Any absence due to illness or disability in excess of three working days must be certified by a written statement from the attending physician. A doctor's note will be required for absences that precede or follow scheduled days off including holidays and/or vacation days. The note is due on the day the employee returns to work. An employee will not be paid for the sick day unless the doctor's note is submitted. The note shall state the medical reasons requiring the absence together with the dates of absence. In the case of absence of 10 consecutive workdays or more, a written certification of fitness from the attending physician will be required upon return to service.
[Amended 3-23-2004 by Ord. No. 06-2004]
H. 
The Borough reserves the right to have any employee examined by a Borough-designated physician before such employee returns to duty.
I. 
Employees, in lieu of not being paid for sick leave beyond permitted paid leaves, may use a portion or all of their earned vacation periods for sick leaves.
J. 
Any abuse of sick leave or absence without due, cause or illness shall be cause for suspension or dismissal from service.
K. 
Each employee shall be entitled to use three days of his sick leave for personal business, and it shall be charged to his sick bank balance. Personal days shall not be grouped with other days off except in the event of an emergency.
[Added 6-29-2021 by Ord. No. 05-2021]
A. 
An employee entitled to leave under § 72-24, injured in the performance of his duties, shall not have such time charged against his annual or accumulated sick leave. Said employee shall be entitled to receive full salary payments during his absence, for a period not to exceed six months, less the amount of any compensation payment to which he shall be entitled under workmen's compensation. The Borough Council and the employee may enter into an agreement or arrangement to facilitate the prompt and efficient handling of the above payments. The Mayor and Council may extend the six-month period for good cause and in their discretion, which extension shall be made by appropriate resolution.
B. 
Light-duty assignments.
[Added 11-23-2004 by Ord. No. 15-2004]
(1) 
Light duty is temporary work which may be assigned to a Borough employee who has been injured on the job and who, in the opinion of the Borough's designated physician, is capable of returning to duties that are less physically demanding than the duties performed as part of his/her regular assigned job requirements before the injury.
(2) 
The Borough, at its discretion, may require an employee who has been injured on duty to be examined at the expense of the Borough by a physician designated by the Borough. The physician shall prepare a written certificate establishing whether the employee is capable of returning to work on light duty and, if so, what the physical limits of the light-duty assignment shall be.
(3) 
In the event that there are more employees eligible for light-duty work than the number of light-duty assignments then available, the selection of which employee shall be placed on light-duty assignment shall be made in the order in which the physician's written certificates are received.
(4) 
The employee(s) selected for light-duty assignment shall be notified of the assignment by telephone at least 48 hours before the beginning of the light-duty assignment, and said notice shall be promptly confirmed in writing.
(5) 
Light-duty assignments shall not exceed three months, unless approved by the Mayor and Council upon recommendation of the Borough Clerk. In no event, however, shall the Mayor and Council extend an employee's light-duty assignment beyond the initial three months if said extension shall preclude the initial assignment of light-duty to another employee duly certified as capable to perform light duty.
A. 
Leave without pay. A leave of absence without pay may be requested by any employee of the Borough by submitting the reasons for the requested leave in writing to his department head. Such requests will require the approval of the Borough Council and will usually not exceed a three-month period.
B. 
Death in family. In the event of a death in the employee's immediate family (mother, father, son, daughter, wife or husband), or the death of a relative who resides with the employee, he shall be entitled to three days' leave of absence, with pay. In the event of a death in the employee's close family, he shall be entitled to one days' leave of absence with pay.
C. 
Jury duty. An employee who is called for grand or petit jury duty shall be granted paid leave for such duty, less any compensation received for such service.
D. 
Maternity leave. Regular employees who become pregnant are entitled to continue their employment as long as they are able to perform their duties. Employees are eligible for up to 12 weeks of unpaid leave during a twelve-month period pursuant to the Family and Medical Leave Act.
[Amended 3-23-2004 by Ord. No. 06-2004]
E. 
Military leave.
(1) 
Any employee who is a member of the national guard or reserve components of the military or naval service of the United States and is required to perform active duty for training periods shall be granted a leave of absence with pay for the period of such training. This shall be in addition to his vacation.
(2) 
When an employee has been called to active duty or inducted into the military or naval forces of the United States, he shall automatically be granted an indefinite leave of absence, without pay, for the duration of such active military service; however, in order that the employee may be reinstated without loss of privileges or seniority, he must report for duty with the Borough within 60 days following his honorable discharge from such service.