[R.O. 1991 § 155.450; Ord. No. 610 § 2, 9-11-1990]
A.
A maternity leave of absence will be requested
and must be taken in all cases of employee pregnancy. Maternity leave
will be charged against the employee's accrued sick leave as available,
and any additional time away from work will be a leave without pay.
B.
A pregnant employee may be required to
periodically provide a statement of consent from the attending physician
during the final stages of pregnancy. A pregnant employee may also
be required to begin maternity leave if she cannot perform the job
functions of her position.
C.
An employee returning to work after childbirth
shall provide the appropriate supervisor with a physician's statement
indicating the individual's physical ability to perform the normal
job duties. An employee will be expected to return to work in a reasonable
period of time after childbirth and a physician's statement may be
required for such extended maternity leave.
[R.O. 1991 § 155.460; Ord. No. 610 § 2, 9-11-1990]
A.
When an appropriate department head believes
an employee is unable to physically perform job duties for any reason,
such employee may be required to take a physical examination at the
City's expense. If such examination indicates the employee is unable
to perform the appropriate job duties, the department head may require
the employee to take medical leave as recommended. Before returning
to work, such employee will normally be required to furnish a physician's
statement indicating consent to resume job duties.
B.
Medical leave may be charged against an
employee's accrued sick leave.
[R.O. 1991 § 155.465; Ord. No. 743 § I, 4-12-1994]
A.
The rights and obligations of the City
and its employees with respect to leave necessary for the medical
care of employees and their families shall be as follows:
1.
Qualification For Leave. Employee
must have been employed for at least twelve (12) months and have worked
at least one thousand two hundred fifty (1,250) hours in the year
preceding the date the employee seeks to start the leave.
2.
Available Leave. Eligible employees
are entitled to take up to twelve (12) weeks' leave during the twelve
(12) months of the calendar year measured forward beginning on the
date is first taken for the following purposes:
a.
Child Care. Leave may be taken because
of the birth, adoption or foster-care placement of a child in order
to care for the child.
(1)
Child-care leave must
be concluded within twelve (12) months from the date of the birth,
adoption or foster-care placement.
(2)
Child-care leave may
be taken intermittently.
(3)
Parents who are both
employees of the City and who are eligible to take leave are entitled
to take a combined twelve (12) weeks of leave for child care purposes
under this Subsection.
(4)
Employees who anticipate
taking leave under this Subsection are required to provide notice
of their intent at least thirty (30) days prior to the date leave
is anticipated to begin, or such notice as is practicable if leave
becomes necessary before such thirty (30) day notice may be given.
b.
Family Care. Leave may be taken to
care for a son, daughter, spouse or parent who has a serious health
condition.
(1)
A serious health condition
is one: (a) which requires inpatient treatment, or (b) which causes
an absence from work, school or normal activities for more than three
(3) days and requires treatment by or under the direction or supervision
of a health care provider on two (2) or more occasions.
(2)
Employees requesting
leave under this paragraph must present a certification from a health
care provider containing the date on which the serious health condition
commenced, the probably duration of the condition, the appropriate
medical facts regarding the condition, a statement that the employee
is needed to care for the family member, and an estimate of the amount
of time such care will be required.
(3)
Employees taking leave
under this paragraph may take the leave intermittently upon production
of a health care provider's certification that the intermittent leave
is necessary for or will assist the care of the family member and
that provides the dates and duration any treatment and leave is expected.
Employees using leave on an intermittent basis must try to schedule
the leave to minimize disruption to normal operations. An employee
may be reassigned to an alternative position, with equivalent pay
and benefits, that better accommodates the recurring periods of leave.
(4)
Employees who anticipate
taking leave under this Subsection are required to provide notice
of their intent at least thirty (30) days prior to the date leave
is anticipated to begin, or such notice as is practicable if leave
becomes necessary before such thirty-day notice may be given.
c.
Self-Care Leave. Leave may be taken
when the employee is unable to perform the essential functions of
the position that the employee holds.
(1)
Employees seeking leave for self-care must have a serious health condition, as defined in Subsection (A)(2)(b)(1) of Subsection (2) of this Section.
(2)
Employees requesting
leave under this Subsection must provide a certification from a health
care provider containing the date the serious health condition commenced,
the probable duration of the condition, the appropriate medical facts
regarding the condition, and a statement that the employee is unable
to perform the essential functions of the position. Employees seeking
the certification must provide the health care provider with the department's
written job description and/or list of essential functions of the
position.
(3)
Employees taking leave
under this paragraph may take the leave intermittently upon production
of a health care provider's certification that the intermittent leave
is medically necessary and the expected duration of the leave. Employees
who elect to use the available leave on an intermittent basis must
try to schedule the leave to minimize disruption to normal operations.
An employee may be reassigned to an alternative position with equivalent
pay and benefits that better accommodates the recurring periods of
leave.
(4)
Employees who anticipate
taking leave under this Subsection are required to provide notice
of their intent at least thirty (30) days prior to the date leave
is anticipated to begin, or such notice as is practicable if leave
becomes necessary before such thirty-day notice may be given.
d.
Failure To Provide Required Certifications.
Failure to provide the certifications required under this Subsection
may result in denial of the leave or the request for leave on an intermittent
basis.
3.
Use Of Accrued Paid Leave. Eligible
employees will be required to use accrued paid leave before unpaid
leave is taken.
4.
Benefits While On Leave. During any
period of leave under this policy, an employee's group health insurance
coverage will be maintained at the same level and under the same conditions
as before the leave began.
a.
Employees who normally make a contribution
toward their health insurance coverage must continue to do so. If
on paid leave, the employee's contribution will be collected in the
same manner as if the employee were reporting to work. During periods
of unpaid leave, the employee must arrange with the payroll office,
prior to the commencement of the leave, for payment of the employee's
share of the premium.
b.
An employee who does not return to
duty from unpaid leave under this policy for at least thirty (30)
calendar days will be liable for the City's group health insurance
premium contribution and any part of the employee's share paid by
the City, unless the failure to return to duty is caused by continuation,
recurrence or onset of a serious health condition that would entitle
the employee to leave under this policy or for circumstances beyond
the employee's control. Where recovery of premiums is permitted, the
City shall be entitled to set off the amount against any final pay
or monetary benefit to which the employee would otherwise be entitled.
c.
Employees will not accrue other benefits
while in an unpaid leave status, including seniority rights.
5.
Return To Duty. Upon return to duty,
an employee is entitled to restoration to the former position or an
equivalent position with equivalent pay and benefits.
[R.O. 1991 § 155.470; Ord. No. 610 § 2, 9-11-1990; Ord. No. 993 §§ I
– II, 11-12-2002]
A.
An employee who is unable to perform the
appropriate job duties due to an injury or illness for which benefits
may be due under the Workers' Compensation Law will be placed on non-paid
injury leave. Injury leave will not be charged against an employee's
accrued sick leave. By signing an agreement for remittance in lieu
of payroll deductions, health insurance and any other customary payroll
deducted item(s) will continue without interruption. Under the agreement,
the employee will have the option to use accrued sick leave in an
amount equivalent to his/her portion of any health insurance premiums
or be invoiced for those costs directly.
B.
Advance Of Workers' Compensation Benefits.
While a claim is pending, the employee may request an advance of
Workers' Compensation benefits from the City by signing an agreement
which details reimbursement procedures in accordance with Section
287.160, RSMo.
[R.O. 1991 § 155.480; Ord. No. 610 § 2, 9-11-1990]
Full-time employees will be given
time off from work when performing jury duty, or when required to
serve as a witness in any municipal, County, State or Federal court.
Employees on jury/court duty will be entitled to their regular salary
in addition to any compensation received from such duty.
[1]
Editor's Note: Ord. No. 09-1085 § I,
adopted 2-10-2009, repealed R.O. 1991 Section 155.490, Personal Leave,
in its entirety. Former Section 155.490 derived from Ord. No. 610
§ 2, 9-11-1990. At the editor's discretion, this Section
has been reserved for the City's future use.
[R.O. 1991 § 155.500; Ord. No. 610 § 2, 9-11-1990; Ord. No. 959 §§ I
– II, 2-15-2001]
Full-time employees, who at the time
of their hiring are members of the reserve components of any branch
of the United States Military Service or National Guard, will be granted
up to fifteen (15) days of paid military leave annually for the purpose
of participating in required annual active duty training. Employees
on military leave will be entitled to their regular salary in addition
to any compensation received from such military duty. An employee
who is aware that military leave will be required in the near future
should notify the appropriate supervisor as soon as possible.
[R.O. 1991 § 155.510; Ord. No. 610 § 2, 9-11-1990]
A.
Full-time employees who experience the
death of a family member will be entitled to emergency leave with
pay for a maximum of three (3) eight-hour days. Emergency leave may
be granted for the deaths of other individuals at the discretion of
the City Administrator.
B.
An employee will be permitted to use a
maximum of six (6) eight-hour days of emergency leave per calendar
year, except in unusual circumstances as authorized by the City Administrator.
Absence from work for emergency reasons beyond the amount of authorized
emergency leave will be charged against the employee's accrued vacation
leave.
