Annual leave is provided to municipal employees. Employees in regular full-time positions and regular part-time positions shall be entitled to leave accrual benefits. Temporary employees shall not accrue leave.
(AO No. 79-195)
A. 
Rate. The rates of accrual outlined in this subsection are the maximum accrual rates allowed per pay period.
1. 
Regular, full-time non-represented and executive employees hired prior to August 6, 1991 shall accrue cashable annual leave at the following rates (Tier I):
9 hours a pay period for employees with 0 to 5 years of service
10 hours a pay period for employees with 6 to 10 years of service
12.5 hours a pay period for employees with 11 or more years of service
2. 
Effective January 14, 2002, regular, non-represented and executive full-time employees hired after August 5, 1991 shall accrue cashable annual leave at the following rates (Tier II):
6.15 hours a pay period for employees with 0 to 2 years of service
6.77 hours a pay period for employees with 3 to 5 years of service
7.38 hours a pay period for employees with 6 to 10 years of service
9.23 hours a pay period for employees with 11 or more years of service
3. 
Effective January 14, 2002, regular, full-time non-represented and executive employees hired after August 5, 1991 shall accrue non-cashable annual leave at the following rates (Tier II):
1.86 hours a pay period for employees with 6 to 10 years of service
2.62 hours a pay period for employees with 11 to 19 years of service
3.27 hours a pay period for employees with 20 or more years of service
4. 
Kelly shift employees leave shall accrue at the following rates:
12 hours a pay period for employees with zero to five years' service
14 hours a pay period for employees with five to ten years' service
16 hours a pay period for employees with 11 or more years' service
B. 
Proration of leave accrual. If an employee is in a paid status for less than 80 hours in the pay period, then the above accrual rates shall be prorated based on actual hours paid. Leave does not accrue during periods of injury leave or leave without pay.
C. 
Annual leave carry over. Accrued and unused annual leave may be carried over from one year to the next for the purpose of accumulating an annual leave account or reserve. The year for accrued and unused leave usage shall be October 1 to September 30. The end of the last full pay period in September an employee may not carry over more than 480 hours of unused cashable annual leave (672 hours for Kelly shift employees). Treatment of excess cashable annual leave is addressed in section 3.30.153.
In order to transition from a calendar year to an October 1 to September 30 annual leave usage year, employees will be allowed to carry over 520 hours (708 hours for Kelly shift employees) of leave only for 2019.
D. 
Kelly shift employees' leave balance conversion and use upon schedule change. Kelly shift schedule employees that change to a 40-hour schedule or vice versa, either permanently or for a temporary schedule change for two full pay periods or more, such as may result from promotions, transfers, or light duty assignments, the leave balances shall be adjusted by the following formulas:
1. 
Moving from kelly shift schedule to 40-hour schedule:
a. 
(Factored hourly rate (56 hours)) × (current leave bank in balance in hours) = Dollar value.
b. 
(Dollar value)/(40-hour factored hourly rate) = New leave bank balance in hours.
2. 
Moving from 40-hour schedule to kelly shift schedule:
a. 
(Factored hourly rate (40 hours)) × (current leave bank balance) = Dollar value.
b. 
(Dollar value)/(56-hour factored hourly rate) = New leave bank balance in hours.
E. 
Regular, full-time, non-represented and executive employees, including Kelly shift employees, rehired on or after [February 11, 2025] who voluntarily separated from employment no more than ten years prior to the date of rehire shall be credited their prior years of service for purposes of determining their leave accrual rate. Leave accrual for rehired employees shall adhere to the current rates of accrual established in subsection A above. This section does not modify an employee's length of service for purposes of section 3.30.127.
(AO No. 79-195; AO No. 91-95, 8-6-1991; AO No. 94-117, § 28, 7-26-1994; AO No. 94-229(S), § 1, 12-13-1994; AO No. 96-70, § 4, 5-7-1996; AO No. 99-48, § 1, 3-16-1999; AO No. 2000-166(S), § 1, 12-18-2000; AO No. 2001-170, § 4, 10-30-2001; AO No. 2002-04, § 1, 1-29-2002; AO No. 2011-90, § 3, 9-13-2011; AO No. 2014-32(S), § 13, 2-25-2014; AO No. 2016-109, § 1, 9-27-2016; AO No. 2019-70, § 1, 6-4-2019; AO No. 2025-8(S), § 1, 2-11-2025)
A. 
Yearly payment for annual leave. All hours of cashable annual leave in excess of 480 (672 hours for Kelly shift employees) accrued as of the last full pay period in September unless converted to cashable sick leave under subsection B shall be paid in cash to the employee.
B. 
Conversion to sick leave. Upon the written request of the employee prior to the last full pay period in September, up to 80 hours (112 hours for Kelly Shift employees) of excess cashable annual leave may be converted each year into a separate cashable sick leave account which shall be paid to the employee at the time of separation.
C. 
Cash in lieu of cashable annual leave. Subject to the availability of cash and normal budgetary limitations, cash in lieu of accrued cashable annual leave may be obtained twice each calendar year by submitting a written request to the director, provided the employee retains at least 80 hours of cashable annual leave in the employee's cashable annual leave account following cash payment.
D. 
Donation of cashable annual leave. The Leave Donation Program ("program") allows employees to receive cashable annual leave hours donated by other employees. It is a voluntary program intended to assist an employee experiencing hardship resulting from a prolonged work absence when the employee's own personal leave balances have been exhausted.
1. 
Eligible employee recipient. An employee is eligible to receive donated leave under the following circumstances:
a. 
Medical emergency. A major illness or other major medical condition of the employee or a family member of the employee that requires a prolonged absence from work, including but not limited to intermittent absences that are related to the same illness or condition. Examples that may qualify include heart attacks, heart conditions requiring heart bypass or valve operations, most cancers, back conditions requiring extensive therapy or surgical procedures, strokes, severe respiratory conditions, spinal injuries, appendicitis, pneumonia, emphysema, severe arthritis, severe nervous disorders, and complications from pregnancy that are life threatening for the mother or child.
b. 
Death of family member. The employee needs an extended absence from work following the death of a family member. In this circumstance, donated leave shall be used within 30 calendar days from the date of the death.
c. 
Declared major disaster. An employee is adversely affected by a major disaster that has caused such a severe hardship to the employee or a family member of the employee that it requires the employee to be absent from work. In this circumstance, a "major disaster" is an event declared as such by the President under the Stafford Act, 42 U.S. C. Sec. 5170. Under this section, a donating employee may give accrued cashable leave that the municipality shall deposit into a designated leave bank for the benefit of employees adversely affected by the major disaster. This section does not allow a donating employee to deposit leave for transfer to a specific employee recipient.
2. 
General program requirements.
a. 
The human resources department is responsible for the administration and oversight of the program.
b. 
Leave donation requests shall be submitted in advance and require the approval of the employee relations director. Leave donations shall be processed by pay period for the following pay period's usage.
c. 
In order to receive donated leave, the employee recipient:
i. 
Shall have exhausted all available personal leave balances;
ii. 
Be on approved leave; and
iii. 
Per subsection D.2.b, the recipient employee is encouraged to initiate the leave donation process prior to leave exhaustion.
d. 
An employee is not allowed to convert donated leave to cash in lieu of using the donated leave.
e. 
Unused leave donations shall be returned to the employee donor.
3. 
Definitions. For the purpose of this section only:
"Child"
means the employee's biological, adopted, or foster child, stepchild, or legal ward.
"Family member"
means an employee's parent, child, spouse, sister or brother.
"Parent"
means a biological or adoptive parent, a parent-in-law, or a stepparent.
E. 
Advance leave pay. The controller's office shall provide for advance leave pay when the request is submitted in writing two weeks in advance of the scheduled leave period and is approved by the agency head.
F. 
Payment for leave at termination.
1. 
Upon termination for any reason employees shall be entitled to all unused cashable leave balances. Any unused cashable leave shall be paid at the employees' factored hourly rate at the time of termination. Non-cashable leave shall be forfeited upon termination.
2. 
In the event of the sale of a municipal enterprise or utility to a third party, the municipality may by contract agree to transfer unused cashable annual leave and cashable sick leave balances for each employee who accepts a transfer of employment or comparable position with the acquiring third party without a break in employment between the municipality and the new employer. Such transfer shall be in lieu of the rights provided for in AMC Section 3.30.153F.1.
(AO No. 79-195; AO No. 86-207(S-1); AO No. 91-95; AO No. 94-229(S), § 2, 12-13-1994; AO No. 96-70, § 5, 5-7-1996; AO No. 2000-166(S), § 1, 12-18-2000; AO No. 2001-170, § 5, 10-30-2001; AO No. 2002-04, § 2, 1-29-2002; AO No. 2011-61(S), § 13, 7-12-2011, retro eff. 7-4-2011; AO No. 2016-108, § 2, 1-1-2017; AO No. 2019-26(S), § 2, 3-19-2019; AO No. 2019-42, § 2, 4-23-2019; AO No. 2019-70, § 2, 6-4-2019)
A. 
Employees may request and supervisors may approve any amount of accrued leave at the time they desire that will not be detrimental to agency operations, as determined by the agency head. Agency heads shall establish and maintain a vacation leave schedule and may give consideration to length of municipal service in determining such schedules.
B. 
Every year (from October 1 to September 30), full-time employees must take at least 80 hours (72 hours for Kelly Shift employees) of annual leave which must be taken each year by the last full pay period in September. This limitation shall not apply to hired or rehired employees until the last full pay period in September of the 2nd year (from October 1 to September 30) following their date of hire or rehire. Temporary employees who convert to a regular position, without a break in service, are exempt from this provision until the last full pay period in September of the 2nd year (from October 1 to September 30) following their date of conversion to a regular position. Employees who fail to take the full 80 hours of annual leave shall be considered to have forfeited those hours.
In order to transition from a calendar year to an October 1 to September 30 annual leave usage year, employees will only be required to take at least 40 hours of annual leave (36 hours for Kelly Shift employees) only for the year 2019. The 40 hours (36 hours for Kelly Shift employees) of annual leave must be taken no later than the last full pay period in September.
For part-time employees, the minimum annual leave usage shall be prorated based on their position's full time equivalency. It is the responsibility of the agency head to ensure that work is conducted and leave scheduled so that employees shall have opportunity to use their leave.
C. 
When an employee requests annual leave due to illness or injury as provided in section 3.30.156, a doctor's certificate may be required where circumstances warrant before such annual leave is approved, and that certificate shall be retained in the employee's department medical file.
(AO No. 79-195; AO No. 86-207(S-1); AO No. 94-117, § 29, 7-26-1994; AO No. 94-229(S), § 3, 12-13-1994; AO No. 96-70, § 6, 5-7-1996; AO No. 2000-166(S), § 1, 12-18-2000; AO No. 2001-170, § 6, 10-30-2001; AO No. 2002-04, § 3, 1-29-2002; AO No. 2011-61(S), § 14, 7-12-2011, retro eff. 7-4-2011; AO No. 2014-32(S), § 14, 2-25-2014; AO No. 2019-70, § 3, 6-4-2019)
Whenever, in the opinion of the director, it is not feasible or in the best interest of the service to grant earned leave to an employee, the director may authorize an exception to the minimum annual leave usage requirement provided in AMC Section 3.30.154.
(AO No. 79-195; AO No. 96-70, § 7, 5-7-1996; AO No. 2000-166(S), § 1, 12-18-2000)
A. 
Purpose. Accumulation of sick leave is allowed primarily for the purpose of providing an employee with an economic cushion to be used in the event of a major illness or lengthy absence for some medical reason.
B. 
Accumulation.
1. 
Cashable sick leave does not accrue separately, like annual leave, on a regular basis; it accumulates only through conversion of excess hours of cashable annual leave to cashable sick leave at the beginning of October each year.
2. 
Regular executive employees hired after December 31, 1994 and regular non-represented employees hired after May 7, 1996 with a non-cashable sick leave balance on December 18, 2000 shall retain such balance and may use the sick leave in accordance with section 3.30.156C.
3. 
Employees with a non-cashable sick leave balance who promote from an Anchorage Police Department Employees Association represented position to a regular executive position or a regular non-represented position shall retain such balance and may use the sick leave in accordance with section 3.30.156C.
C. 
Use.
1. 
An employee eligible for sick leave with pay may use such sick leave for absence due to illness, injury, exposure to contagious disease or due to illness or death in the employee's immediate family requiring the employee's personal attendance. Doctor and dental appointments shall be included as cause for sick leave. Sick leave used for a serious health condition of the employee or for the serious health condition of the employee's spouse, son, daughter or parent shall be considered family leave in accordance with section 3.30.1515. An employee who is absent shall inform the employee's immediate supervisor of the fact and reason therefor as soon as possible, and failure to do so within a reasonable time may be cause for disciplinary action. Compensation for sick leave shall be made when leave is used. Advance compensation for sick leave shall not be made unless approved in advance by the director.
2. 
The appointing authority may require a doctor's certificate before approving sick leave with pay. Such certificate shall be retained in the employee's department medical file.
D. 
Cash value of sick leave.
1. 
Cashable sick leave has cash value when used and at termination.
2. 
The non-cashable sick leave has no cash value, except when used.
(AO No. 79-195; AO No. 94-229(S), § 4, 12-13-1994; AO No. 96-70, § 8, 5-7-1996; AO No. 2000-166(S), § 1, 12-18-2000; AO No. 2002-04, § 4, 1-29-2002; AO No. 2017-109, § 1, 8-22-2017; AO No. 2019-70, § 4, 6-4-2019)
A. 
Eligibility. Any regular employee shall be eligible for injury leave who (1) is injured in the scope of employment and is unable to fully perform the duties of the employee's job classification, and (2) receives time loss benefits under the Alaska State Workers' Compensation Act as a result of that injury. The employee shall provide the municipality's worker's compensation third party administrator with all requested documentation.
B. 
Period of eligibility. All injury leave, including light duty, expires one (1) calendar year from the date of the original injury. If an employee is unable to perform the duties of the employee's job classification with or without a "reasonable accommodation" for a qualifying disability under the Americans With Disabilities Act (ADA) within one (1) calendar year after the date of the original injury, the Director may terminate the employee. An employee shall not be eligible for injury leave or any light duty for any recurrences or exacerbation(s) of the original injury after the one (1) calendar year has elapsed, unless part of a "reasonable accommodation" for a qualifying disability as defined by the ADA.
C. 
Light duty. An employee on injury leave who is unable to fully perform the duties of the employee's job classification may be required to perform modified or alternate duties if available and at the discretion of the Agency Head. The employee shall be capable and qualified to perform the assigned work. The employee shall be compensated at the employee's factored rate of pay. Employees may be assigned to work light duty in other departments of the municipality.
D. 
Medical appointments. An employee on light duty who is working full time is encouraged to schedule doctor's appointments during off hours. If an employee is unable to schedule injury related medical appointments during non-work hours, the employee shall be released from work for no more than two hours per week, including travel time, for one year from the date of the original injury. The employee shall not be charged leave for those two hours per week. The employee shall return to work for the remainder of the shift following the medical appointment.
E. 
Health and insurance benefits. An employee who is on injury leave and receiving Workers' Compensation time loss benefits shall maintain health and insurance benefits. The employee shall be responsible to pay the employee portion of the employee's elected benefits.
F. 
Waiting period. An employee may elect to use the employee's paid leave or leave without pay to satisfy the three day waiting period requirements of the Alaska State Workers' Compensation Act.
(AO No. 79-195; AO No. 86-207(S-1); AO No. 94-117, § 30, 7-26-1994; AO No. 2003-41, § 1, 1-1-2003; AO No. 2011-61(S), § 15, 7-12-2011, retro eff. 7-4-2011)
A. 
Employees called for jury duty shall be treated as being on approved leave without loss of longevity, leave or pay. Service in court when subpoenaed as a witness shall be treated the same as jury duty. Fees paid by the court, other than those for an employee's appearance at any time outside the employee's regularly scheduled shift, for travel, parking and subsistence allowances, shall be treated in accordance with municipal policy.
B. 
An employee shall provide his or her agency head with a copy of a notice of call for jury duty immediately upon receipt by the employee. When excused or released from jury duty for the day, the employee shall return to work immediately, allowing for delay for the period of time reasonably necessary to travel to and from home to change into work clothing.
(AO No. 79-195; AO No. 86-207(S-1))
A. 
Any regular employee who is ordered to report to military training or active duty in the Army, Navy, Air Force, Coast Guard, Marine Corps, National Guard or organized military reserves of the United States shall be allowed up to fifteen (15) working days leave per calendar year for such purpose. During such leave, the municipality will recoup up to and equal to the amount that the employee is paid by the military unless the military pay is greater. In cases where the military pay is greater, the municipality will recoup the amount the municipality has paid the employee. Such military leaves shall not be deducted from accrued annual leave. Employees ordered to attend additional periods of military duty may take annual leave or leave without pay for such duty.
B. 
Military leave without pay.
1. 
An employee ordered to active military duty shall upon request be entitled to up to five (5) years of military leave without pay for the purpose of fulfilling the employee's military commitment unless more time is allowed by law.
2. 
An employee placed on military leave without pay under this subsection will:
a. 
Remain a municipal employee;
b. 
Be reinstated in accordance with AMC Section 3.30.064;
c. 
Have the opportunity to purchase health insurance in accordance with the health plan and federal and state law; and
d. 
May elect to use paid annual leave or elect leave without pay.
3. 
A reinstated employee shall be reemployed in such a manner as to give the employee the same status in employment as the employee would have enjoyed if the employee had been continuously employed.
4. 
An employee placed on military leave without pay may be replaced by temporary or substitute employees, depending on the needs of the agency and the anticipated duration of the leave.
5. 
To the extent that an employee is guaranteed rights under federal or state law which exceed the benefits contained in this subsection, the applicable law will apply.
(AO No. 79-195; AO No. 86-207(S-1); AO No. 2004-177(S), § 3, 4-15-2005; AO No. 2020-78, § 1, 7-28-2020)
A. 
A regular, full-time employee shall be granted three consecutive working days of paid bereavement leave for a deceased immediate family member while in Alaska, or four consecutive working days if travel out of state is required. Such leave shall not be deducted from the employee's leave account.
B. 
Bereavement leave for regular part time employees shall be prorated based upon the employee's full time equivalency (e.g., a .75 FTE employee receives three days for a maximum of 18 hours) while in Alaska, or four days for a maximum of 24 hours if out of state travel is required.
(AO No. 79-195; AO No. 86-207(S-1); AO No. 94-117, § 31, 7-26-1994; AO No. 2011-61(S), § 16, 7-12-2011, retro eff. 7-4-2011)
Leave without pay shall be granted to municipal employees elected to state legislature and may be granted by the director upon request by any other employee, having the recommendation of the agency head and upon consideration of the particular needs of the employee and the agency. Leave and benefits shall not accrue during leave without pay except as provided in this section. The employer-employee relationship is maintained during a period of leave without pay, but no other compensation shall be paid by the municipality.
Section 3.30.1515 provides for family leave, which must be approved pursuant to the Alaska Family Leave Act (AFLA) (AS 39.20.500—39.20.550) and the Family and Medical Leave Act of 1993 (Public Law 103-3). Additional periods of leave without pay directly following family leave may be requested by an employee and may be approved by the director upon recommendation of the agency head. The period of family leave, whether paid or unpaid, will, however, count toward the maximum periods of leave without pay available under this section.
Leave without pay may be requested; however, with the exception of military leave without pay, under no circumstances will leave without pay be approved for more than one hundred and eighty (180) consecutive calendar days in a rolling twelve-month period.
A. 
Leave without pay.
1. 
Requirements. The director shall grant leave without pay to municipal employees elected to state legislature for the duration of the legislative session. In all other cases, the director may grant leave without pay on a case by case basis, provided that:
a. 
The agency head certifies that the agency is able to perform adequately if the leave is granted;
b. 
The employee has exhausted cashable and noncashable leave accounts;
c. 
The employee has stated an important reason to support the leave application;
d. 
The initial leave is granted for no more than ninety (90) consecutive days, with the possibility of one extension for an additional ninety (90) days upon the same conditions; and
e. 
For periods over thirty (30) consecutive days, the employee pays for the health and insurance coverage that the employee may choose to receive, as determined by the director.
2. 
Replacement of employee on leave without pay. Employees on approved leave without pay may be replaced by temporary or substitute employees, depending on the needs of the agency and the duration of the leave without pay. Employees shall resume their positions upon completion of leave without pay.
B. 
Programmed leave without pay.
1. 
Requirements. If an agency head suspends the work performed by an employee for more than one workweek but no more than eight workweeks in a calendar year, the employee may choose to be laid off pursuant to section 3.30.112 or to take programmed leave without pay, if that option is offered by the director. An employee who is on programmed leave may choose to use annual leave for any portion of that leave.
2. 
Duration. No more than sixty (60) days of programmed leave shall be available pursuant to any one suspension of work by an agency head.
3. 
Benefits. An employee on programmed leave without pay shall continue to receive life and health insurance coverage, as determined by the director, but annual leave shall not accrue during that time.
4. 
Replacement of employee on programmed leave without pay. No employee on programmed leave shall be replaced at any time by reason of such leave, nor shall the work of their position be assigned to another employee.
(AO No. 79-195; AO No. 86-207(S-1); AO No. 91-5(S-1); AO No. 93-136, § 1, 8-5-1993; AO No. 94-117, § 32, 7-26-1994; AO No. 2009-60, § 1, 5-12-2009;[1] AO No. 2009-85, § 1, 7-7-2009; AO No. 2014-32(S), § 15, 2-25-2014; AO No. 2019-70, § 5, 6-4-2019; AO No. 2020-78, § 2, 7-28-2020; AO No. 2025-67, § 3, 6-10-2025)
[1]
Editor's note — Section 3 of AO No. 2009-60 provided that this ordinance shall sunset and be automatically repealed without any action of the assembly on 12-31-2010. Such ordinance added a new subsection which is not repealed.
Any employee who is absent from duty shall report the reason therefor to the employee's agency head as soon as possible. Unauthorized or unreported absences shall be reported as absence without pay and may be cause for disciplinary action, which may include a voluntary termination.
(AO No. 79-195; AO No. 86-207(S-1); AO No. 2019-70, § 6, 6-4-2019)
Employees may be granted leave for the purpose of voting in federal, state and municipality-wide general or special elections. The time approved shall be that required by state statute or municipal ordinance. Proof of voting may be required.
(AO No. 79-195; AO No. 86-207(S-1))
For the purposes of this chapter the phrase "executives hired after December 31, 1994," shall mean those executives who begin active, paid service with the municipality on or after January 1, 1995, except such employees who accepted offers of employment and were confirmed prior to such date.
(AO No. 94-229(S), § 5, 12-13-1994)
It is the policy of the Municipality to comply with the provisions of the Alaska Family Leave Act (AFLA), AS 23.10.500—23.10.550, and the Family and Medical Leave Act (FMLA) of 1993 (Public Law 103-3). Leave as described in FMLA, AFLA, or both is referred herein as family leave. Family leave shall be granted to eligible employees in accordance with FMLA and/or AFLA, except to the extent that other leave options provide a leave benefit more generous to employees than FMLA and/or AFLA.
A. 
Coordination with other leave.
1. 
Employees requesting family leave shall first exhaust their accrued annual leave before utilizing leave without pay. However, at the employee's discretion, a maximum of 40 hours of accrued annual leave may remain in the employee's leave account.
2. 
Injury leave due to a serious health condition is considered family leave because of a serious health condition that makes the employee unable to perform the functions of the employee's job.
3. 
Employees who have exhausted their family leave may request leave without pay under the provisions of section 3.30.1511A and C. The leave without pay may be requested by an employee and may be approved by the director upon recommendation of the agency head. The period of family leave will count toward the maximum periods of leave without pay available.
B. 
Benefit entitlement. Health insurance coverage for employees on family leave shall be maintained on the same basis as such coverage is available to an employee who is actively at work during the first 12 weeks of family leave during the measuring period. Employees on extended family leave shall be eligible for such coverage only to the extent the employee pays for it in a manner prescribed by the director.
C. 
Replacement of employee on family leave. Employees on family leave may be replaced by temporary or substitute employees depending on the needs of the agency and the duration of the family leave. Employees shall resume their positions upon completion of family leave.
(AO No. 93-136, § 2, 8-5-1993; AO No. 2014-32(S), § 16, 2-25-2014)
A. 
Eligibility. A regular employee, who has a non-occupational injury and who is unable to fully perform the duties of the employee's job classification may be required to perform modified or alternate duties if available and at the discretion of the agency head.
1. 
The employee shall be capable and qualified to perform the assigned work.
2. 
The employee shall be compensated at the employee's factored rate of pay.
3. 
Employees may be assigned temporarily to alternate work assignments in other departments of the municipality.
B. 
Period of eligibility. Temporary alternate work duties shall not exceed one year from the date of the original injury.
1. 
If an employee is unable to perform the duties of the employee's job classification with or without a "reasonable accommodation" for a qualifying disability under the Americans with Disabilities Act (ADA) within one calendar year after the original injury, the Director may terminate the employee.
(AO 2011-61(S), § 17, 7-12-2011, retro eff. 7-4-2011)
The Mayor may award additional noncashable leave to non-represented employees. Additional noncashable leave that is awarded under this subsection shall meet the following requirements:
A. 
The leave is noncashable;
B. 
The noncashable leave is granted as a lump sum award and shall not be an ongoing or repeating award of noncashable leave;
C. 
The noncashable leave awarded is to be used prior to any other leave; and
D. 
Any unused noncashable leave at time of separation is forfeited.
(AO No. 2020-78, § 3, 7-28-2020)
A. 
Award. Upon request, eligible executive employees and eligible non-represented employees shall be awarded 160 hours of non-cashable leave for regular full time eligible employees for a qualifying event. Eligible employees who work less than full time will be eligible for a pro rata amount of leave based on their normal hours worked.
B. 
Rules for use.
1. 
Use in conjunction with AFLA or FMLA leave. Paid parental leave must be taken during approved AFLA leave, if AFLA leave has been approved, or approved FMLA leave, if FMLA leave has been approved. To the extent permitted by law, any paid parental leave taken will be counted toward the 18 weeks of protected leave per rolling 12-month period available to employees under AFLA, or toward the twelve weeks of protected leave per rolling twelve-month period available to employees under FMLA.
2. 
Use in weekly blocks; use in coordination with other leave; unused paid parental leave; leave accrual during use. Employees must take paid parental leave in weekly blocks (40 hours over the course of a single work week or, for eligible employees who work less than full time, one-fourth of the amount of leave available to them under subsection A) and, if AFLA leave has been approved, must use all paid parental leave during approved AFLA leave for the qualifying event, or, if FMLA leave has been approved, must use all paid parental leave during approved FMLA leave for the qualifying event. Any unused paid parental leave will be forfeited at the end of the approved AFLA leave period, if AFLA leave has been approved, or at the end of the approved FMLA leave period, if FMLA leave has been approved, or 12 months from the qualifying event, whichever is earlier. Employees that are awarded non-cashable leave under subsection A will not accrue leave while on paid parental leave. Paid parental leave does not count towards minimum leave usage requirements.
3. 
One award per rolling 12-month period; two eligible employees. In no case will an employee receive more than one award of 160 hours of non-cashable (or the prorated amount for employees that work less than full time) leave as paid parental leave in a rolling 12-month period, regardless of whether more than one birth, adoption, foster care placement, or other qualifying event occurs within that twelve-month time frame. The birth or placement of more than one child at the same time will be treated as one qualifying event for which an employee will receive a total of 160 hours (or the prorated portion of hours for employees that work less than full time). If two eligible employees experience the same qualifying event, both employees may take parental leave.
C. 
Definitions. As used in this section, the following terms shall have the meaning given in this subsection:
"AFLA"
shall mean Alaska Family Leave Act, Alaska Statutes 39.20.500—39.20.550, as they may be amended.
"Eligible executive employee"
shall mean an employee appointed to a position in the municipality's executive classification and pay plan who has a qualifying event of birth or placement of a child or children.
"Eligible non-represented employee"
shall mean a non-represented employee who has a qualifying event of the birth or placement of a child or children.
"FMLA"
shall mean Family Medical Leave Act of 1993.
"Paid parental leave"
shall mean an award of non-cashable leave as described in subsection A intended to allow parents to bond with and care for a new child.
"Qualifying event"
shall mean:
1. 
The birth of an employee's child or children, or
2. 
Placement of a child or children with the employee for adoption or foster care.
(AO No. 2023-20, § 1, 3-7-2023)