[Ord. No. 88-22 §18-7.010, 4-6-1988]
A.
All
regular or full-time employees shall be allowed vacation leave with
pay on the basis of the following schedule:
|
0 through 60th month of employment
|
6 2/3 hrs. per mo.
| |
|
61st through the 120th month of employment
|
10 hrs per mo.
| |
|
|
121st month and thereafter
|
13 1/2 hrs. per mo.
|
B.
Upon
termination an employee shall be entitled to a cash payment in lieu
of vacation time accrued.
[Ord. No. 88-22 §18-7.011, 4-6-1988; Ord. No. 88-31 §1, 5-18-1988]
Each employee shall be permitted to accumulate vacation with
pay equal to the maximum time which is accruable within eighteen (18)
month period.
[Ord. No. 88-22 §18-7.020, 4-6-1988; Ord. No. 92-01 §1, 1-15-1992]
A.
All
regular or full-time employees shall be entitled to earn sick leave
with pay. Sick leave credit shall accrue at the rate of eight (8)
hours of pay for each completed month of service computed from the
first (1st) day of the month following an employee's date of employment.
B.
Unused
sick leave credit may be accumulated up to a maximum of one thousand
four hundred forty (1,440) hours.
C.
Upon
termination there shall be no pay for accumulated sick leave. Credits
shall be canceled. If a terminated employee is re-employed by the
City within twelve (12) months from the date of prior separation,
all sick leave credits shall be re-instated.
D.
Sick
leave may be used for absence due to illness, injury or medical quarantine.
An employee on such leave shall inform his/her immediate supervisor
of the fact and reason therefore as soon as possible at the beginning
of the work day of the absence. Failure to do so may be cause for
disciplinary action. The Department Head or Personnel Director may
require a doctor's certificate before approving sick leave with pay.
E.
Fractions
or part of a day that are charged to sick leave in accordance with
these provisions shall be charged proportionately in an amount not
smaller than one (1) hour.
F.
An
employee's Department Head, with the approval of the Personnel Director,
may require a physical examination by a City appointed doctor, at
the City's expense, to determine if the employee is physically qualified
to return to regular work.
[Ord. No. 90-8 §1, 2-7-1990]
Employees off from work and who have no accrued sick leave or
vacation may be carried on leave without pay for a period not to exceed
four (4) weeks. During this period of time on leave without pay, employees
continue to earn sick leave and vacation credits. After that time
such employees shall not earn sick or vacation leave credits.
[1]
Editor’s Note: Former Section 115.215, Supplemental
One-Time Sick Leave Benefits, derived from Ord. No. 96-62 §1,
9-18-1996; Ord. No. 02-61 §1, 10-16-2002, was repealed 6-1-2016
by §1 of Ord. No. 16-17.
[Ord. No. 92-01 §2, 1-15-1992]
A.
Employees
are granted forty-eight (48) hours per year, excused absence with
pay, hours of their choice, subject to approval of their respective
department heads. The forty-eight (48) hours shall be credited to
the account of each employee on January 1 of each year. Personal hours
for employees hired between January 2 and May 1 of each calendar year
shall be prorated and available for use after a probationary period.
[Ord. No. 16-39 §2, 12-7-2016; Ord. No. 19-01, 1-2-2019]
B.
Unused
personal leave cannot be carried over to the next calendar year.
[Ord. No. 88-22 §18-7.030, 4-6-1988]
An employee may be granted up to three (3) days leave of absence
with pay by the Department Head in the case of death in the employee's
family. Family includes: Employee's spouse, children, step-children,
mother, step-mother, father, step-father, sister, brother, grandmother,
grandfather, grandchildren, mother-in-law, father-in-law, brother-in-law,
sister-in-law, son-in-law, daughter-in-law.
[Ord. No. 88-22 §18-7.040, 4-6-1988]
A.
Regular
employees entering the active military service of the United States
by draft or by call to active duty through the Reserve or National
Guard units, shall be granted a leave of absence without pay to extend
for ninety (90) days beyond the date of termination of military service.
B.
At,
or prior to, the expiration of the military leave of absence, the
employee must inform the Personnel Director of his/her willingness
and ability to return to City employ and produce evidence of his/her
honorable discharge from military service. The employee shall thereupon
be returned to his/her former position, providing he/she is capable
of carrying out the duties of the position and further provided, the
City's circumstances have not so changed as to make it impossible
or unreasonable to do so. Employee's granted a military leave of absence
may count such service as time spent on the job for purposes of calculating
vacation and pension benefits.
C.
City
employees who become members of the National Guard or any reserve
component of the Armed Forces of the United States shall be entitled
to a leave of absence from their respective duties without loss of
time or pay for a period not to exceed fifteen (15) calendar days
in any one (1) calendar year.
[Ord. No. 88-22 §18-7.050, 4-6-1988; Ord.
No. 23-26, 7-5-2023]
A.
To
be eligible for paid parental leave, an employee must meet the following
criteria:
1.
Have been employed with the City for at least twelve (12) months
and have worked at least two thousand eighty (2,080) hours during
the twelve (12) consecutive months immediately preceding the date
the leave would begin; and
2.
Be a full-time, regular employee. Part-time, temporary, seasonal
employees, and interns are not eligible for this benefit.
3.
Although under FMLA secondary employment is allowed, under the paid
parental leave policy secondary employment is prohibited to receive
compensation.
B.
The
leave will be granted for the following events:
C.
Eligible
employees will receive a maximum of four (4) weeks of paid parental
leave per birth, adoption, or placement of a child/children. In the
event of a multiple birth, adoption, or foster placement (e.g., the
birth of twins or adoption of siblings at the same time), an employee's
paid parental leave for the event will not increase. In addition,
in no case will an employee receive more than four (4) weeks of paid
parental leave in a rolling twelve (12) month period, regardless of
whether more than one (1) birth, adoption, or foster care placement
event occurs within that twelve (12) month time frame. In the event
both parents are employees of the City of Bridgeton, both employees
are eligible to take paid parental leave and must do so at the same
time.
D.
Each
week of paid parental leave is compensated at one hundred percent
(100%) of the employee's regular, straight-time weekly pay. Paid parental
leave will be paid on a bi-weekly basis on regularly scheduled pay
dates. Applicable payroll deductions and withholdings will apply.
Approved paid parental leave must be taken in one (1) continuous period
of leave. Any unused paid parental leave will be forfeited. Upon separation
of the individual's employment with the City of Bridgeton, he or she
will not be paid for any unused paid parental leave for which he or
she was eligible. If a City holiday occurs while the employee is on
paid parental leave, such day will be charged to holiday pay; however,
such holiday pay will not extend the total paid parental leave entitlement.
E.
Paid parental leave taken under this policy will run concurrently with leave under the FMLA. Any leave taken under this policy that falls under the definition of circumstances qualifying for leave due to the birth or placement of a child due to adoption or foster care, the leave will be counted toward the twelve (12) weeks of available FMLA leave per a twelve (12) month period as provided in the City's FMLA leave policy under Section 115.255 of this Code.
F.
After paid parental leave is exhausted, the balance of an employee's FMLA leave under Section 115.255 of this Code (if applicable), may be compensated through the employee's eligible accrued sick, vacation, floating holiday, comp time, and in the case of a birthing parent employee, short-term disability leave. Upon exhaustion of this eligible time, any remaining leave will be unpaid. For a birthing parent employee, paid parental leave will commence in advance of any short-term disability leave provided to the employee for the employee's own medical recovery following childbirth. The City will maintain all benefits for employees during the paid parental leave period just as if they were taking any other City paid leave, such as paid vacation leave or paid sick leave.
G.
The
employee will provide his or her supervisor and the Human Resources
Office with notice of a request for leave at least four (4) weeks
prior to the proposed date of the leave (or if the leave is not foreseeable,
as soon as possible). The employee must complete the necessary Human
Resources forms and provide all documentation as required by the Human
Resources Office to substantiate the request. Disciplinary action,
up to and including termination of employment, may be taken against
an employee who requests and/or uses parental leave for purposes other
than those described in this policy. As is the case with all City
policies, the City has the exclusive right to interpret this policy.
[Ord. No. 93-37 §1, 6-2-1993; Ord. No. 03-38 §1, 8-20-2003]
A.
This
Section is provided to comply with the Federal Family and Medical
Leave Act of 1993.
B.
The
Family Medical and Leave Act (FMLA) entitle eligible employees up
to twelve (12) workweeks of unpaid leave in a twelve (12) month period
for qualifying events. The leave will be granted for the following
events:
C.
It
is the responsibility of the employee to coordinate requests for family
and medical leave with their employer, the City of Bridgeton, Missouri,
through the Personnel Director. This will be accomplished by written
request for such leave, unless there exists an extreme emergency condition.
In any case, it remains incumbent upon the employee to contact the
Personnel Director as soon as possible for family and medical leave
and the reason(s) for the request. Employees must give thirty (30)
days' advanced notice to the City of the need to take family and medical
leave when it is foreseeable. These foreseeable circumstances include,
but are not limited to, the birth of a child, placement of a child
for adoption or foster care, or for a planned medical treatment or
procedure for himself/herself or qualifying family member. If the
event is unforeseeable, the employee is expected to notify the Personnel
Director within one (1) or two (2) business days of learning of the
need for this leave. Exceptions will be made only in extraordinary
circumstances.
D.
To
be eligible for family and medical leave, an employee must have worked
for the City of Bridgeton for:
1.
A period of at least twelve (12) months; and
2.
At least one thousand two hundred fifty (1,250) hours during the
year preceding the request for family and medical leave.
|
In calculating leave entitlement, the City of Bridgeton uses
a rolling twelve (12) month period measured backward from the date
an employee uses FMLA. Accordingly, an employee cannot take more than
twelve (12) weeks of this leave in any twelve (12) month period prorating
a request for leave and once the full twelve (12) weeks have been
exhausted, an employee must complete an additional twelve (12) months
or one thousand two hundred fifty (1,250) hours of service before
becoming eligible for additional family and medical leave.
|
E.
In
the event an employee requests leave because of his/her own or a qualifying
relative's serious health condition, the employee and the relevant
health care provider must supply appropriate medical certification.
Failure to provide such certification in a timely manner may result
in denial of the leave until such time as the certification is provided.
In addition, leave may be denied in the event certification is considered
inadequate. The City of Bridgeton may request recertification on a
reasonable basis. The City of Bridgeton, also reserves the right to
request a second (2nd) opinion, at its expense. In the event the second
(2nd) opinion conflicts with the opinion of the employee's health
care provider, a third (3rd) opinion may be sought, also at the City
of Bridgeton's expense.
F.
Family
and medical leave is unpaid, however an employee will be expected
to use available vacation and floating holiday time and, if applicable,
sick days as part of this leave. The employee will be paid for this
time used in conjunction with the family and medical leave. While
on authorized family and medical leave, the employee is not entitled
to accrue further sick and vacation time until such time as the employee
returns to work ending the authorized family and medical leave. Use
of compensatory time accrued by the employee will not be counted toward
the twelve (12) weeks family and medical leave. The employee may choose
to use this time as paid authorized leave of absence, if it does not
unduly disrupt the City's operations as outlined in the appropriate
Section of the Personnel Code.
[Ord. No. 20-10, 3-18-2020]
G.
The
employee shall coordinate at all times any changes that may occur
to his/her status during family and medical leave with the Personnel
Director. Also, the Personnel Director may request periodic reports
from the employee regarding the status of the employee and the employee's
intent to return to work during the twelve (12) week unpaid family
medical leave.
H.
The
City of Bridgeton shall maintain health coverage on the employee on
family and medical leave at the same level and with the same conditions
the employee would have been entitled to have if the employee had
not taken the leave. Any dependant coverage paid for by the employee
shall continue to be paid by the employee. The employee shall remit
to the City of Bridgeton, Finance Department, costs for that coverage
on a monthly basis. If the employee fails to pay for the dependant
coverage, that coverage shall lapse. Dependant coverage, if not maintained
by the employee, will not be reinstated until the employee returns
to work and the appropriate deduction is drawn against the employee's
paycheck. If the employee fails to return to work after the authorized
unpaid twelve (12) weeks of family and medical leave because the employee
voluntarily elects not to return to work, the City may recover from
the employee any insurance premiums paid during the family and medical
leave absence. Failure of the employee to return to work under these
circumstances shall be deemed as resignation without notice.
I.
Included
in the benefits the City will continue to provide an employee on family
and medical leave is pension contribution, life and long-term disability
insurance. Under no circumstances will the City continue to pay employee
benefits for unauthorized leaves of absence. If the employee participates
in the deferred compensation program, contributions from the employee's
pay will resume upon return to work. However, the employee is responsible
to satisfy any court ordered garnishment payments or elected payments
to any financial institutions or any other on-going voluntary deductions
from his/her paycheck. Seniority building within the employee's department
is suspended for that time taken under the FMLA and is re-established
upon return to work. When the employee returns to work, after satisfying
any conditions set forth in this Section, he/she will be returned
to the same status regarding pay and benefits as when the leave began.
J.
Workers'
Compensation benefits will be coordinated through the Finance Department.
Family and medical leave may run concurrent with a Workers' Compensation
absence. However, when an employee is receiving Workers' Compensation
benefits or other disability benefits, the employee may not elect
and the City may not require exhaustion of any accrued paid leave.
Also, the employer may offer light duty if it is available (some departments
can accommodate light duty assignments and others cannot depending
on skill, physical exertion requirements and position availability),
but the employer cannot compel the employee to work light duty.
K.
Prior
to an employee returning to work after his/her serious medical condition,
the employee must submit to the Personnel Director a certification
from the employee's attending physician or qualified and appropriate
provider that the employee may return to full duty, as outlined in
the employee's job description. The Personnel Director may upon request
of the employee's attending physician or qualified provider supply
the appropriate job description to satisfy this demand.
L.
When
a husband and wife both work for the City of Bridgeton, the FMLA requires
them to aggregate their twelve (12) weeks of unpaid leave, except
for leave needed for the employee's own serious health condition.
The purpose of this exception is to ensure that both spouses do not
take leave to care for one (1) family member at the same time. Only
one (1) spouse can apply for the same family member at one time.
[Ord. No. 88-22 §18-7.060, 4-6-1988; Ord. No. 89-52 §1, 6-7-1989]
A.
An
authorized leave of absence without pay may be granted to an employee.
The leave of absence is limited to six (6) months after which the
City will not guarantee the employee's right to return to duty. A
request for such leave should be in writing. The City's response should
detail the terms of the leave and the employee's right to return to
duty. Leave shall not be granted to any employee for the purposes
of accepting another job.
B.
Leaves
in excess of this amount must be approved by the Mayor.
C.
During
any authorized leave without pay, fully paid or partially paid fringe
benefits such as health, dental, life and disability income may continue
to be provided for such employees, except that upon and after the
first day of the following months after which leave commences, the
employee shall be required to pay the full cost for whichever benefits
he/she elects to maintain.
[Ord. No. 88-22 §18-7.080, 4-6-1988]
