[Ord. No. 7328 §1, 8-28-2006; Ord. No. 7812 §1, 6-28-2011; Ord. No. 9049, 2-24-2025]
A.
Leave of absence with pay shall be as follows:
1.
Funeral Absence. In case of death in immediate family, a regular full-time employee will be granted leave of absence with pay for a period not to exceed five (5) regularly scheduled work days for loss of a spouse, child, step-child, or parent or step-parent.
Leave will be granted, a regular full-time employee not to exceed three (3) work days for "other immediate family" is defined as brother, sister, step- brother, step-sister, parent-in-law, grandparent, grandparent-in-law, or grandchild.
2.
Jury Duty — Time Off To Vote — Time Off For Official Business, Etc. Employees shall be granted time off with pay for required jury duty, time off to vote as required by law, or for any appearance before a court or other public body as part of their City employment. Any such employee shall receive that portion of his/her basic pay which will, together with the compensation for jury duty or other fees, equal his/her total pay for the same period. Time off without loss of basic pay may be authorized in order that regular employees may attend official meetings relating to their duties if such leave is approved by the department head and the Personnel Officer. Time off without loss of basic pay may be granted by a department head for the purpose of allowing a regular employee to engage in official training courses.
3.
Military Leave Of Absence. Employees who are or may become members of the National Guard or of any reserve component of the Armed Forces of the United States shall be entitled to leave of absence without loss of time, pay, regular leave, impairment of efficiency rating, or of any other rights or benefits to which otherwise entitled by applicable Federal or State law for all periods of military services during which they are engaged in the performance of duty or training in the service of the State or of the United States under competent orders. An employee, while on such leave, shall be paid his/her salary for a period not to exceed a total of fifteen (15) calendar days in any one (1) calendar year. Before any payment of salary is made covering the period of the leave, the employee shall file with the Personnel Officer an official order from the appropriate military authority as evidence of such duty for which military leave pay is granted, which order shall contain the certification of the employee's commanding officer of performance of duty in accordance with the terms of such order.
4.
Parental Leave. The purpose of this policy is to give parents additional flexibility and time to bond with and care for their new child. Maternity/paternity/adoption leave under this policy is paid leave, not required by law, and is associated with the birth of an employee's own child or the placement of a child with the employee in connection with adoption or foster care. Such paid leave under this policy will not be charged against the employee's other paid leave benefits; however, if the employee is entitled to leave under the Family and Medical Leave Act (FMLA) for such event, paid parental leave and FMLA leave will run concurrently, thus will be counted toward the twelve (12) weeks of available FMLA leave. Please refer to the Family and Medical Leave Policy for further guidance.
a.
Leave Time. Full-time employees will be granted a maximum of four (4) weeks one hundred sixty (160) hours paid Parental Leave in a twelve (12) month period running from the first date of Parental Leave for time off to bond with and care for the child, or children if more than one (1) is born at the same time or placed. This leave shall be available for a six (6) month period following the birth, adoption or placement of a child.
b.
Leave may be used intermittently during the six (6) month period, and for ease of scheduling and tracking utilization in one (1) week increments is required. Exceptions may be made only in the event of a court subpoena, natural disaster response, or in limited emergency situations where the employee's absence would significantly limit the City's ability to successfully respond to the incident.
B.
C.
General Rights And Responsibilities.
1.
An eligible employee shall initially notify their supervisor of the need for parental leave and include the estimated timing of such leave at least thirty (30) calendar days in advance of the need for Parental Leave, when possible. If the need for parental leave is not foreseeable, an eligible employee must give notice of the need to their supervisor as soon as practical.
2.
Insurance benefits will continue to be provided during the paid parental leave period at the same rate as offered to other active, full-time employees. Paid leave benefits will continue to accrue.
3.
Once the four (4) weeks of leave has been exhausted, the balance of FMLA leave (if applicable) will be compensated through the employee's accrued paid vacation, sick leave, and compensatory time. Employees are encouraged to reserve their own accumulated leave time to supplement additional paid time. Upon exhaustion of paid leave, any remaining leave will be unpaid leave. ***Catastrophic leave will not be granted for this purpose.
4.
This leave cannot be utilized prior to birth, date of adoption or placement of foster child.
D.
Upon termination or resignation of employment, the employee shall not be eligible for payment of any unused parental leave.
E.
Disciplinary action, up to and including termination, may be taken against an employee who uses the parental leave for purposes other than those described in this policy.