Common use of Sick Leave Clause in Contracts

Sick Leave. Full-time Employees shall be credited with 3.70 hours of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary action.

Sick Leave. Full-time Employees 15.01 The University shall be credited with 3.70 hours of sick leave assume total responsibility for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue providing short term sick leave benefits on a profor all regular full-rata basis based on the number of hours the Employee normally works during a calendar monthtime nurses. Non- Exempt employees The University shall take sickprovide long term salary continuation benefits for all regular full-leave in one quarter time nurses as per Article 19. 15.02 A regular full-time nurse with less than three (1/43) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave months’ continuous employment shall be approved eligible for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury up to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family ’ sick leave. 15.03 A regular full-time nurse who has completed the probationary period or any extension thereof, shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional vested with sufficient sick leave may be used of sixty (60) working days or ninety (90) calendar days to provide full regular pay without premium until the nurse has established eligibility for illness or injury of an immediate family member upon approval of long term salary continuation benefits. The University will fund the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use short term sick leave benefits for full-time nurses including the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of day sick leave shall be just cause for: • The non-payment entitlement of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period probationary nurse. 15.04 For absences of five (5) years days or more, the nurse shall provide medical evidence verifying the illness. The University may require such evidence for lesser periods provided the nurse is allowed reasonable time to obtain such evidence. The University may require a second opinion as to the nurse’s condition from another qualified physician mutually agreeable to the University and were not discharged the nurse. (a) A nurse shall report, in accordance with departmental practice, any illness which will or has prevented the nurse from performing the nurse's duties. (b) A nurse who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for cause qualify Worker's Compensation for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other period longer than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance complete pay may apply to the University for payment equivalent to the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor lesser of the absencebenefit the nurse would receive from Worker's Compensation if the nurse's claim was approved, reason for absence, and or the expected duration benefit to which the nurse would be entitled under the short term sick portion of the absencesick leave plan. Employees failing Payment will be provided only if the nurse provides evidence of disability satisfactory to do so may the University and a written undertaking satisfactory to the University that any payments will be subject refunded to disciplinary action.the University following final determination of the claim by the Workplace Safety and Insurance Board (WSIB). If the claim for Workers' Compensation is not approved, the monies paid as an advance will be applied towards the benefits to which the nurse would be entitled under the short term portion of the sick leave plan. Any payment under this provision will continue for a maximum of sixty (60) working days or ninety

Sick Leave. Full-time ‌ Section 1. Employees shall earn and be credited with 3.70 hours of granted sick leave in accordance with applicable regulations and provisions of this agreement. ▇▇▇▇ leave is authorized when properly requested for each pay period worked an employee who is incapacitated for duty because of illness; injury; pregnancy and resulting confinement as ordered by physician; medical, dental or optical examination; or when confined because of exposure to a maximum accumulation contagious disease requiring isolation or quarantine. ▇▇▇▇ leave will be charged in fifteen minute increments. Section 2. Except when beyond the control of nine hundred sixty (960) hours. Part-time employees shall accrue an employee, requests for sick leave benefits on will be made at least three days in advance of a pro-rata basis based on scheduled appointment for medical, dental or optical treatment. Other sick leave absence will be reported by contacting the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in immediate supervisor or his/her designee as soon as possible, but no later than one (1) hour incrementsafter the start of his /her regularly scheduled work shift unless precluded by circumstances beyond their control. Section 3. Sick Each employee is expected to use the minimum amount of sick leave cannecessary for obtaining treatment. If possible, appointments will be made on non- workdays. Where sick leave is requested, the supervisor approving the leave will take into consideration the time of appointment and travel time necessary. Section 4. Periods of absence on sick leave in excess of three workdays should be supported by a medical certificate. This certificate should be furnished to the Employer normally upon return to duty. Signed statements by employees explaining the nature of their illness should be accepted when it is unreasonable to require a medical certificate because the illness does not require the services of a physician. In cases of extended or extensive absence(s), the employee may be required to submit a medical statement. Section 5. When in individual cases there is reason to believe that the sick leave privilege has been abused, a medical certificate will be required to justify the granting of sick leave thereafter. In such cases, the employee will be advised in writing that a medical certificate will be required to support a future grant of sick leave, regardless of duration. Section 6. The Employer will review the official sick leave record of each employee required to furnish a doctor's certificate at least semi-annually from date of issue to determine whether or not this requirement is necessary. The employee will be notified in writing if the letter of instruction will be withdrawn. Section 7. The number of hours sick leave used will not in itself establish abuse. Section 8. The Employer agrees to advance sick leave not to exceed 240 hours in established deserving cases of serious disability or ailment. Such leave is subject to the following: a. The employee furnishes written evidence from a physician or practitioner that the employee is expected to return to duty on a permanent basis. b. The employee has exhausted all accumulated sick leave and any annual leave in excess of 240 hours. c. There is no evidence indicating the employee will not remain employed after his return to duty long enough to repay the advance sick leave. d. The employee is not under a written medical certification requirement. Section 9. ▇▇▇▇ leave should be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to when a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not employee is afflicted with a tenant, renter contagious disease (a disease subject to quarantine or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval isolation of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to patient by health authorities having jurisdiction) which requires the illness care and attendance of the Employee's child for such reasonable periods as employee; or when, through exposure to contagious disease, the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness presence of the regular caregiver employee at his/her post of duty would jeopardize the health of others. A contagious disease is that which is ruled as subject to quarantine, requires isolation of the patient, or requires restriction of movement by the patient for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s childa specified period of time. Section 10. Sick leave usage records shall be subject to approval considered personal in nature, and verification by the Employeras such, are confidential. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse Records of sick leave shall be just cause for: • maintained only by those persons properly designated to maintain them. Section 1. Excused absences for voting purposes will be granted in accordance with existing laws and regulations. Section 2. The non-payment parties recognize that local and national health, welfare, and emergency relief organizations depend largely upon voluntary contributions for successfully achieving their objectives and encourage employees as individual citizens and members of a community to contribute voluntarily to worthwhile organizations as part of their personal responsibility as citizens. To the end that campaigns shall be conducted in the spirit of true voluntary giving, the parties agree that: a. Fair Share" suggestions may be used as guidance and education, but the assignment of a dollar quota to an individual or wage rate is prohibited. b. When envelopes are used, each individual who desires to keep his gift private may use the envelope without his name being placed thereon unless he elected to do so. c. Supervisors will not act as collectors from their subordinates. d. Officers and stewards of the sick Union shall not act as collectors of contributions from any employee. e. Coercion, either overt or implied, shall not be practiced by collectors, supervisors, or other management personnel. Section 3. The Union agrees to cooperate in and actively support depot programs designed to promote safety, time and material savings, transportation savings, correction of delinquency and absenteeism, and participation in such civic programs as fund drives, savings bond drives, alcoholism program, and blood donor programs. Section 1. Court leave benefit; and/or • Disciplinary action shall be granted in accordance with appropriate regulations of higher authority to an employee who is subpoenaed to act as provided by Article 13 (Discipline & Discharge)a witness before a court on behalf of the United States Government or who is summoned to perform jury duty in any court of law. Employees who have been employed When an employee is called as such a witness or juror, he shall immediately notify his supervisor and submit a copy of the subpoena or summons. Upon completion of service, the employee shall submit written evidence of times he served as a witness or juror. Section 2. When an employee is excused as a juror or witness for any day or substantial portion of a day, and the place where the jury or witness duty is being performed is within reasonable proximity to the Employer's premises, the employee shall be required to return to duty or be charged annual leave or leave without pay for the period of five his working day not spent as a juror or witness; a reasonable time for travel back to the Employer's premises shall be permitted without charge of leave. It is agreed that "substantial portion" means either excusal by the court (5) years and were not discharged for cause qualify for a severance as set forth belowhours or more prior to the end of the employee's shift or excusal from reporting to jury duty (5) hours or more after the beginning of the employee's shift. NotwithstandingAs an example, employees who on tour of duty 0700-1530 shift do not have been laid off to report to work prior to jury duty when jury duty reporting time is prior to 1200. If an employee is released by the court prior to 1030, they do have to report to work, or request leave. Section 3. Employees may qualify retain reimbursement for out of pocket expenses for mileage, tolls, parking etc, paid to them by the court. Section 4. An employee on other than a severance pay outstandard day shift, regardless of years of service. Eligible employees if summoned as a juror or witness, and if entitled to court leave, shall be compensated for their accumulated unused sick leave at temporarily assigned to the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created Employer’s standard day shift for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absencejury or witness duty. An employee is entitled by Statute to any night shift differential pay he/she would have received if not for the jury or witness duty. EXCUSED ABSENCES‌ Section 1. Unit employees are encouraged to serve as blood donors to the on-site mobile or when the Employer is contacted by an authorized blood donor facility because of an emergency. Employees failing will normally be excused up to four (4) hours at the discretion of the Employer to donate blood, for recuperation following blood donation, and for necessary travel to and from the donation site. Employees released to donate blood but do so not donate blood must return to work. Section 2. Employees may be subject granted excused absences for other purposes if specified in accordance with regulations. Section 3. Supervisors may grant excused absences for up to disciplinary action59 minutes. Section 4. Two incidents of tardiness of less than 15 minutes per year will be excused by the Employer.

Sick Leave. Full-time Employees (a) After six months current and continuous service employees shall be credited with 3.70 hours entitled to 10 working days paid at their relevant daily pay for the next 6 months and for each subsequent year of current continuous service 10 working days per year sick leave paid at the relevant daily pay on the occasion of sickness or injury of the employee, the employee’s spouse or a person who depends on the employee for each pay care. (b) Entitlement to paid sick leave is subject to the following conditions:- (i) The employee shall produce a Medical Certificate for any period worked of Three days or more of absence and further certificates in case of extended illness. (ii) The employee shall advise the employer prior to the commencement of the work period of her/his inability to work because of sickness. (iii) Sick leave shall accumulate to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue 30 days in total by carrying forward from any subsequent year’s unused sick leave benefits of up to 20 days. A year shall be calculated from the anniversary of commencement of work of the employee. (iv) Sick leave taken on a pro-rata basis based public holiday shall be paid at the relevant daily pay (v) Where an employee is on ACC for a non work related injury such employee can use their unused sick leave entitlement to cover the number first week of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter absence. (1/4vi) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot may be granted used to cover absences where an employee is required to attend specialist or tolled prior diagnostic appointments. However, in the first instance employees will make every endeavour to its accrual. Sick leave shall be approved for absences for change shifts to accommodate the following reasons: • Because of appointment. (vii) The employer may require a medical certificate verifying the illness or injury which prevents claimed by an employee within the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) daysconsecutive day period if it has reasonable grounds to suspect the leave is not genuine. Immediate family The employer will inform the employee as soon as possible after forming this suspicion and agrees to meet the reasonable costs of obtaining the medical certificate. If such support is not given, the employer may not pay for the sick leave claimed. (i) Where an employee’s sick leave entitlement has been exhausted the employer may at its sole discretion allow an application from an employee for additional leave on ordinary pay, calculated on the same basis as sick leave shall be defined as granted to an employee where that employee finds it essential to stay home in the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part event of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employerspouse, or a dependent child or a dependent relative. The Employer reserves the right to request employee shall produce a medical verification from the employee at the employer's expense certificate for any period of more than two days of absence and further certificates in case of extended illness. (ii) Approval shall only be given in the event of an illness of his/her dependent children or dependant relative. It shall not be given if the employee has had advance notice of admission of hospital. Approval may not be given for absence on account of three (3) days or more or illness in the case employee's family if another adult member of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee family is able to perform attend to the duties of employment before the Employee is allowed to return to work. Misuse of sick child. (iii) Approval for additional leave shall not be just cause for: • unnecessarily withheld. (d) The non-payment leave referred to in Clauses 9 and 10 are not in addition to the leave provisions of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionHolidays Act 2003.

Sick Leave. Full-time Employees shall be credited with 3.70 hours At the beginning of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Partcalendar year, full-time employees shall accrue are credited with ninety-six (96) hours or twelve (12) days of paid sick leave benefits on leave. Sick time must be used in a prominimum of one-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-At the discretion of the Chief of Police or his designee, sick leave in one (1) hour increments. Sick leave cannot with pay may be granted or tolled prior to its accrual. Sick leave shall be approved for absences authorized for the following reasonspurposes only: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. Personal illness; • Because of medical Medical or dental care which cannot appointments (Whenever possible, appointments should be scheduled at a time other than during non-work hours); • Enforced quarantine of the Employee's normal work dayemployee; • Sickness in the immediate family;* • Whenever bereavement leave has been exhausted. • To make necessary nursing care arrangements because of illness or injury When an employee’s absence is due to a member “serious medical condition” as defined under Family and Medical Leave Act, a “Leave of Absence Request” must be completed even though the Employeeemployee may be using available sick leave time. A physician or dentist's immediate familyreport may be required before any sick leave with pay is allowed. In the event the Police Chief or his designee feels an employee is abusing sick leave, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional requests for sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisordenied. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee It is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject 's responsibility to approval keep his supervisor informed of his condition and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed when he expects to return to work. Misuse Vacation credits and accrued personal days will be drawn upon in the event an employee is ill and has exhausted all of his current sick leave allotment. Section 11.7 RHS Plan Administration of the Retirement Health Savings (RHS) Plan shall be just cause for: • The non-payment governed by the RHS Plan document as may be changed from time to time by agreement of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge)parties. Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article The Union shall notify their supervisor the City of the absencecontribution method. Employee eligibility for participation in the RHS Plan, reason for absencewithdrawals, qualified expenses, benefits provided, and the expected duration tax effect of providing those benefits shall all be governed by the terms and conditions set forth in the RHS Plan document, as of the absence. Employees failing to do so date of the execution of this Agreement and as the same may be subject changed from time-to-time by agreement of the parties. Currently, the Reduction in Salary for all bargaining unit members shall be 2.0% of earnings. All eligible employees are required to disciplinary actionparticipate in the RHS plan. It is specifically understood and agreed that the City shall have no obligation to contribute any monies to the RHS Plan on behalf of any or all full-time employees. In the event that any portion of the RHS Plan should be held invalid and unenforceable by any court of competent jurisdiction or by reason of any existing or subsequently enacted legislation, such decision or legislation shall only apply to that portion of the RHS Plan rendered invalid or unenforceable, and the remaining portions of the RHS Plan shall remain in full force and effect.

Sick Leave. Full-time SECTION 1. Employees shall be credited will accrue sick leave in accordance with 3.70 hours applicable laws and regulations. The Union joins the Employer in recognizing the insurance value of sick leave for each pay period worked and agrees to a maximum accumulation of nine hundred sixty (960) hours. Part-time encourage employees shall accrue sick to conserve such leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave so it will be available to them in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employeeextended illness. SECTION 2. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of Earned sick leave shall be just cause for: • The granted to employees when they are incapacitated for the performance of their duties provided that employees not reporting for work because of incapacitation for duty furnish notice to the supervisor or the supervisor’s designee, as soon as possible prior to the start of the employee’s shift, but not later than two hours after the start of the tour of duty unless emergency conditions preclude such notification. SECTION 3. Sick leave, if available, will be granted to employees in accordance with applicable statutes and regulations when they are incapacitated for performance of their duties by sickness, injury, or pregnancy and confinement, for medical, dental, or optical examination or treatment; or when exposed to contagious diseases as defined by Federal regulations and when the presence of the employee at his place of duty would jeopardize the health of coworkers. Request for sick leave for medical, dental or optical examination or treatment shall be submitted for approval, normally 3 days in advance of the appointment. Employees will make reasonable efforts to schedule such appointments after working hours or on non-payment workdays. SECTION 4. Normally, employees shall not be required to furnish a doctor’s certificate to substantiate a request for approval of sick leave unless such sick leave exceeds 3 working days of continuous duration. In individual cases where there is reason to believe the employee is abusing sick leave privileges, the employee may be required to furnish a doctor’s certificate for any sick leave request. In such cases, the employee should normally be advised orally that, because of the questionable sick leave benefit; and/or • Disciplinary action as record, a medical certificate may be required for each subsequent absence on sick leave. If this does not bring about the desired improvement in his sick leave record, he will be advised in writing that all future requests for sick leave must be supported by a medical certificate. This requirement shall be reviewed by the immediate supervisor at the end of 6 months to determine if it should be eliminated. The employee shall be informed in writing of the decision to cancel the requirement. When the requirement for a medical certificate is to be continued, the employee shall be informed orally and confirmed in writing of this decision by the immediate supervisor. SECTION 5. A medical certificate should normally be filed upon return to duty to support periods of absence on sick leave in excess of 3 continuous workdays. In lieu of a medical certificate, the employee’s signed statement explaining the nature of his illness may be accepted when considered unreasonable to require a medical certificate because the illness did not require the services of a physician. SECTION 6. Career or career-conditional employees who are incapacitated for duty because of serious illness or disability should normally be advanced unearned sick leave not to exceed 30 days provided by Article 13 (Discipline & Discharge). Employees who have been employed there is a reasonable expectation that the employee will return to duty and remain on duty for a period sufficient to liquidate the advance by subsequent accrual. SECTION 7. When a medical official has certified that an employee has physical restrictions that preclude the full performance of five (5) years and were not discharged for cause qualify the duties of his assigned position, the Employer agrees to attempt to assign duties that the employee can perform within the given restrictions for a severance as set forth belowreasonable period of time. SECTION 8. NotwithstandingThe Employer agrees when employees are sent home due to illness, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall the absence will be compensated for their accumulated unused charged to sick leave at in accordance with regulations. The Employer agrees when employees are sent home due to on-the-job injury, the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created absence for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor remainder of the absence, reason for absence, day will be charged in accordance with the provisions of applicable regulations and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actioninstructions.

Sick Leave. Full-(a) Subject to the Employee’s compliance with this agreement and the Company’s sickness absence procedures (as set out in clauses 12.2(a), 12.2 (b), 12.2 (c) and 12.2 (d) below and as amended from time Employees to time), and subject to clause 12.2 (e), the Employee shall continue to receive his full salary and contractual benefits during any period of absence due to Sick Leave by using any available paid annual leave time accrual balance. Such payment shall be credited inclusive of any statutory sick pay due in accordance with 3.70 hours of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hoursapplicable legislation. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours If the Employee normally works chooses not to use accrued paid annual leave time or has exhausted accrued paid annual leave time during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. the period of Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents Leave, the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than shall receive statutory sick pay during the Employee's normal work day. • To make necessary nursing care arrangements because period, or any remaining period, of illness or injury to a member of the Employee's immediate family, not to exceed three Sick Leave in accordance with applicable legislation. (3b) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as If the Employee is able absent from work due to use sick leave benefits Sick Leave, he must notify his supervisor and/or Human Resources of the reason for the Employee's own illnessabsence as soon as possible. • Employees may use their accrued personal sick leave for absences The Employee must speak to Human Resources if he is absent due to Sick Leave for more than five consecutive days. (c) For any period of Sick Leave, the illness Employee’s supervisor may request a doctor’s certificate. Additionally, if the Employee’s absence lasts for more than three consecutive days, a doctor’s certificate stating the reason for absence must be obtained and supplied to his supervisor. Further certificates must be obtained if the absence continues for longer than the period of the regular caregiver for an Employeeoriginal certificate. (d) The Employee agrees to consent to medical examinations (at the Company’s child for reasonable periods as necessary expense) by a doctor nominated by the Company should the Company so require. The Employee agrees that any report produced in connection with any such examination may be disclosed to make other arrangements the Company and the Company may discuss the contents of the report with the relevant doctor. (e) If the Sick Leave is or appears to provide care be occasioned by actionable negligence, nuisance or breach of any statutory duty on the part of a third party in respect of which damages are or may be recoverable, the Employee shall immediately notify the Company of that fact and of any claim, compromise, settlement or judgment made or awarded in connection with it and all relevant particulars that the Company may reasonably require. The Employee shall if required by the Company, refund to the Company that part of any damages or compensation recovered by him relating to the loss of earnings for the employee’s child. period of the Sick leave usage Leave as the Company may reasonably determine less any costs borne by him in connection with the recovery of such damages or compensation, provided that the amount to be refunded shall be subject not exceed the total amount paid to approval and verification the Employee by the Employer. Company in respect of the period of Sick Leave. (f) The Employer reserves rights of the right Company to request medical verification from terminate the employee at Employment under the employer's expense in the event terms of an absence of three (3) days this agreement apply even when such termination would or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before might cause the Employee is allowed to return forfeit any entitlement to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons or other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionbenefits.

Sick Leave. Full-time Employees The Employee shall be credited with 3.70 hours of entitled to 10 days sick leave for in respect of each pay 12 month period worked of continuous service. Sick leave entitlements can accumulate from year to year up to a maximum accumulation entitlement of nine hundred sixty 30 days. Where an employee needs to attend a medical appointment (960which may include a doctor, dentist, physiotherapist or similar professional) hoursthey should make reasonable endeavours to arrange such appointments outside of their ordinary working hour. Part-However, employees may present proof of their planned medical appointments to the employer and reasonable time employees shall accrue sick leave benefits off on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave canpay may be approved which will not be granted or tolled prior to its accrualdeducted from any leave entitlement. Sick leave shall be approved for absences for On a case by case basis and by agreement between the following reasons: • Because of illness or injury which prevents the Employee from performing job duties Employer and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness taken in advance of entitlement, but will be deducted from the entitlement upon accrual. The Employee must notify the Employer of their intention to take sick or injury leave prior to start of work on the day leave is to be taken, or if it is not practicable to notify prior to work, then as early as possible after that time. Where the Employee has taken sick leave because of an immediate family member upon approval of illness which has lasted at least three consecutive calendar days, the Employee's supervisorEmployer shall be entitled to require a medical certificate relating to the reason for the absence at the employee’s cost. • Employees The Employee may use their accrued personal also provide a letter from a practitioner who is registered under the Health Practitioners Competence Assurance Act 2003. Where the Employee has taken sick leave for absences due because of an illness which has lasted less than three consecutive calendar days, the Employer shall be entitled to require a medical certificate relating to the illness of reason for the Employee's child for such absence if the Employer: a. has reasonable periods as grounds to suspect that the Employee's attendance may be necessary, on the same terms as sick leave being taken by the Employee is able to use not genuine because there are no grounds for sick leave benefits under clause 26.4; and b. informs the Employee, as early as possible after forming the suspicion that leave being taken is not genuine, that the proof is required; and c. agrees to meet the Employee’s reasonable expenses in obtaining the proof. If the Employee is in receipt of weekly compensation under the Injury Prevention, Rehabilitation, and Compensation Act 2001, the Employer will be paid full salary for the Employee's own illnessfirst week, which will not be debited against sick leave. • Employees may use their accrued personal sick leave for absences due to For subsequent weeks, at the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for request, the employeeemployer shall pay the difference between that compensation and the Employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employeeordinary weekly pay. In the case of an extended illness or injury this event, the Employer may require, at its expense, written medical verification that an Employee is able to perform deduct one day from the duties of employment before the Employee is allowed to return to work. Misuse of Employee’s current sick leave shall be just cause for: • The non-payment of entitlement for every five whole days that the sick Employer makes that payment. Once the leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at is exhausted the rate of fifty (50) percent employer will cease to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actiontop up.

Sick Leave. Full-time Employees Sick leave shall be credited with 3.70 earned at the rate of 3.7 hours per completed two-week pay period of service. Service shall begin on the date of State employment and time on layoff, suspension or leave without pay, except as otherwise provided by law or this Agreement, shall not be counted in determining the completion of a full two- week pay period. Should the HRMS system calculate earned sick leave at a different rate, in no case shall the calculation of earned sick leave result in an amount less than the 3.7 hours identified above. The maximum amount of sick leave which employees may accumulate shall be one hundred twenty (120) days. However, the amount of unused sick leave accruals which can be credited toward State service for each pay period worked retirement purposes shall continue as presently provided for by statute. When maximum limitation has been accumulated, days that would normally thereafter be earned shall lapse but shall be recorded by the appointing authority. Any employee who has such lapsed sick leave to a maximum accumulation his/her credit may apply to the Director of nine hundred sixty (960) hoursHuman Resources to have the sick leave restored in the event of an extended illness. The Director of Human Resources shall grant such request unless just cause is shown to deny the request. Part-time employees employed normally the year-round and established on a regular hourly work schedule shall accrue be allowed sick leave benefits on a pro-rata basis based credits prorated on the number amount of hours time worked. Employees may utilize their allowance of sick leave on the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior basis of application approved by their respective appointing authorities and reported to its accrual. Sick leave shall be approved the Director of Human Resources, for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification necessitated by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able inability to perform the duties of employment before their positions by reason of illness or injury, by necessity for acute medical or dental care, by exposure to contagious disease under circumstances in which the Employee is allowed to return to work. Misuse health of sick leave the employees with whom associated or members of the public necessarily dealt with would be endangered by attendance on duty, or by illness in the immediate family of the employee for such periods as the attendance of the employee shall be just cause for: • The non-payment necessary. Immediate family as used in this article shall mean the employee’s spouse, or significant other, the parents of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff spouse or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absencesignificant other, and the expected duration par- ents, stepparents, guardian, children, brothers, stepbrothers, sisters, stepsisters, grandparents, grandchildren, stepchildren or wards of the absence. Employees failing to do so may be subject to disciplinary actionemployee.

Sick Leave. Full18.01 Pay for sick leave is for the sole and only purpose of protecting the full-time Employees nurse against loss of regular income when she is legitimately ill and unable to work. (a) Nurses shall be credited with 3.70 hours of continue to accumulate one and one-half (1 1/2) days sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue per month, with no maximum, such sick leave benefits to be used for sick leave purposes only with no lump sum sick leave payment on termination of employment. (b) The Director of Resident Care may require a pro-rata basis based on the number nurse to submit a Doctor's Certificate for a period of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because absence of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other more than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family If such request is made and there is a cost for production of the note, then the Employer agrees to pay the cost of complying with this requirement. (c) No sick leave accumulation shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member credited to an employee in any month who is absent from duty in that is considered part month on leave of the family unit and absence without pay in excess of thirty (30) continuous calendar days. (d) A nurse shall not a tenant, renter or boarder. Additional be granted any sick leave may be used for illness or injury of an immediate family member upon approval of credits until she has completed three (3) months continuous employment with the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessaryEmployer, however, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence completion of three (3) months service, she shall be credited with four and one-half (4 1/2) days or more or in the case of repeated or systematic absence of an Employeesick leave. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of No sick leave benefits will be paid during her probationary period. (e) Payment for sick leave shall be just cause for: • The nonmade at the prevailing rate in effect during the absence of the nurse. (f) Nurses will be given a statement advising of the number of days in his or her sick leave bank, referred to in Article 18.01 (a). All full-payment time nurses shall be provided with an annual statement of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge)accumulated to their credit. Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees The statement shall be compensated for their given to the employee on or before April 30th of each year. (g) Where a nurse is absent by reason of incapacity on account of an accident occurring while on duty and an award is made by the Workplace Safety Insurance Board, such nurse shall be entitled to receive the difference between her salary or other remuneration and the amount of such award to the extent of her accumulated unused sick leave credits. (h) If a nurse is sick and unable to come on shift by reason thereof, the nurse shall be required to give four (4) hours’ notice of her inability to be on any shift commencing after 12:30 p.m. and before 4:30 p.m., and any shift commencing after 10:30 p.m. and before 12:30 a.m., and in respect of any other shift, at least two (2) hour's notice shall be given. In the rate event of fifty an emergency required notice will be waived. 18.02 The Employer agrees to pay one hundred percent (50100%) percent of a long term disability plan which includes the following: - 66-2/3% of monthly earnings to a maximum benefit of four hundred eighty $6,000.00 per month - benefit is integrated with CPP and Workplace Safety Insurance - benefit commences after seventeen (48017) hours. Eligible employees upon permanent separationweeks and will continue until age 65 or until an employee is back to work, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan . (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor For detailed description of the absence, reason for absence, and plan refer to Group Insurance Benefits contract published by the expected duration of the absence. Employees failing to do so may be subject to disciplinary action.carrier)

Sick Leave. Full8.1.1 Sick leave provides continuation of pay to the District supervisor who cannot perform her/his duties because of physical or mental illness or injury. 8.1.2 Each full-time Employees shall be credited with 3.70 hours of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member supervisor of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused District earns sick leave at the rate of fifty (50) eight hours per month. New supervisors employed after the 10th of the month shall have their sick leave pro-rated for that month. Supervisors who regularly work fewer than 40 hours per week are entitled to that proportion of sick leave granted full-time supervisors that is equal to the percent of a full-time contract. During extended sick leave, a supervisor ceases to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff earn sick leave beyond his or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created her potential entitlement for the employee; current fiscal year but continues to earn vacation leave. There is no limit to the amount of sick leave which either full or partial contract supervisors may earn and accumulate from year to year. 8.1.3 Sick leave may be used in increments of one quarter hour or longer. A supervisor has available for use all of his or her earned sick leave plus the employee balance of his or her full potential entitlement for the current fiscal year. The number of sick leave hours earned, the number used during the current fiscal year, and the supervisor's balance will appear on the check stub each month. 8.1.4 Sick leave may opt be used for appointments with doctors or dentists or (after all personal necessity leave has been exhausted) up to convert 80 hours seven days can be used for care of an ill member of the supervisor's immediate family (as defined in Section 8.15). Under certain circumstances approved by the Director of Human Resources, sick leave can also be used for other reasons of personal necessity. 8.1.5 A supervisor may not be gainfully employed while absent on illness or accident leave. Sick leave may not be used to extend a weekend or vacation when the supervisor is not actually sick. Sick leave is not a “rest leave” unless so prescribed by a physician. 8.1.6 Whenever a supervisor is absent on sick leave for three or more working days or when a pattern of sick leave suggests a chronic illness, a medical report that outlines the nature of the problem and the probable date of full recovery may be required. If the information from the supervisor's personal physician is insufficient, an examination by a physician of the District's choosing may be required, at District expense. 8.1.7 Any supervisor who transfers after at least one year of service from one school to another when no more than one year intervenes between termination in one district and employment in the other, should request that unused sick leave be transferred. 8.1.8 During any fiscal year a supervisor may convert up to one (1) months paid up health insurance 60 hours of earned sick leave credit in excess of 240 hours to vacation leave credit at the rate of six hours of sick leave credit for four hours of vacation leave credit. The request to convert sick leave credit to vacation leave credit under this section must be made in writing to the employee only. Employees unable Director of Human Resources and will be approved only if the vacation leave credit does not cause the vacation leave balance to report for their normal work day because of reasons established by this exceed the maximum accrual allowed as defined in Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary action7.

Sick Leave. Full-21.01 An employee shall accumulate 100% of the unused portion of sick leave from the previous year to a maximum of 260 days. Each full time Employees employee shall be credited with 3.70 two (2) days sick leave for every month employed. If an employee is employed only part of a month, the two (2) days shall be prorated. For employees whose normal work year is 10 months, sick leave shall be earned on the basis of 20 days per year. 21.02 Absence under this plan shall apply only to sickness or physical or emotional disability certified by a medical practitioner or approved under the Regulations governing leave of absence. 21.03 A deduction shall be made from accumulated sick leave of all normal working days (exclusive of holidays) or hours absent on sick leave as defined in clause 20.02. 21.04 No employee who is absent from work due to pregnancy leave shall be deemed to be sick for the purpose of this Article, and therefore, employees absent from work due to pregnancy shall not be entitled to any benefit under the cumulative sick leave plan. 21.05 An employee prevented from performing the employee's regular work with the employer on account of an occupational accident that is recognized by the Workplace Safety and Insurance Act as compensable within the meaning of the Insurance Act, shall receive from the employer the difference between the amount payable by the Workplace Safety and Insurance Act and the employee's regular salary. Such difference shall be chargeable to the employee's sick leave account. If sick credits have been exhausted at the beginning of or during an absence covered by Workplace Safety and Insurance Act, the employee shall be paid the regular Workplace Safety and Insurance rate by and at the discretion of the Workplace Safety and Insurance Act. 21.05.01 An employee prevented from performing the employee's regular work with the employer due to an occupational illness or accident shall have a physician or therapist complete a WSIB Functional Abilities form. 21.06 The employer shall keep a sick leave register for each employee. All employees will be advised annually as to the amount of accumulated sick leave. The employee has the right to inspect the employee's record at a time agreed upon with the Payroll Supervisor. 21.07 For the purpose of sick leave for each pay period worked to a maximum the accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based year begins on the number 1st day of hours September of any year. 21.08 In the Employee normally works during event of a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave dispute, grievance procedures shall be approved followed. 21.09 When an employee is given leave of absence without pay for absences for any reason, or is laid-off on account of lack of work and returns to work upon expiration of such leave of absence, etc., the following reasons: • Because employee shall retain the employee's cumulative credit, if any, existing at the time of illness such leave or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave lay off. 21.10 An employee may be used required to produce a certificate from a qualified medical practitioner for any illness or injury in excess of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences four (4) working days, certifying that such employee is unable to carry out his/her duties due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for However, should an employee have continued absences due to of less than four (4) working days, the illness Administrator of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves Employee Relations has the right to request a medical verification certificate for such absence. 21.11 An employee, with seniority, who has used up all of the employee's sick leave credits prior to being eligible for Long Term Disability Benefits, may apply in writing to the Administrator of Employee Relations for additional sick days. 21.11.01 The Administrator of Employee Relations may grant up to twelve (12) additional sick days with the understanding that should the employee cease to be employed by the Board prior to having earned the sick days advance, the Board shall deduct the equivalent compensation owing from the employee at the employeremployee's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance final pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actioncheque.

Sick Leave. Full-time Employees 1. For the purposes of determining eligibility for Sick Leave allowance, the term “continuous service” shall be credited that service commencing with 3.70 employment with the CITY and continuing until termination. 2. For the purpose of determining Sick Leave earned, the term “actual service” shall mean the number of days actually worked on the job; provided, however, that absence from work due to Sick Leave with pay, Annual Leave with pay, Voluntary Unpaid Leave as specified herein, injury or illness incurred in the CITY service, unpaid furlough day, and absence on temporary military duty shall be deemed actual service. 3. EMPLOYEE shall earn Sick Leave at the rate of five (5) hours of sick leave for each per bi-weekly pay period worked or major fraction thereof, computed on the basis of calendar days of actual service. 4. Unused Sick Leave may accrue to EMPLOYEE’s credit without restriction to a maximum accumulation amount. 5. Accrual of nine hundred sixty Sick Leave shall cease after any period of continuous Sick Leave exceeding six (9606) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave months in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour incrementsduration. 6. Sick leave cannot Leave with pay may be granted used in the case of a bona fide illness of EMPLOYEE or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not EMPLOYEE’s family within the third degree of consanguinity. ▇▇▇▇ Leave may also be used for bereavement leave in the event of death of a relative within the third degree of consanguinity and affinity or domestic partner. Sick Leave used for bereavement leave shall be limited to exceed forty (40) hours per incident or as otherwise approved by the City Manager. 7. Evidence in the form of a physician’s certificate or certificate of illness executed by EMPLOYEE and upon the form approved by CITY shall be furnished as proof of adequacy of the reason for the EMPLOYEE’s absence during the time when sick leave was requested if requested by the City Manager. Certificates may be required by the City Manager when there is: (a) absence in excess of three (3) days, or (b) reason to believe that the Sick Leave privilege is being abused. 8. Immediate family EMPLOYEE shall not be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part entitled to Sick Leave while absent from duty on account of any of the family unit and not a tenantfollowing: i. Disability arising from any conduct which is in violation of federal, renter state, or boarderlocal statute or written CITY or departmental policy. ii. Additional sick leave may be used for illness Sickness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, disability sustained while on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionLeave Without Pay.

Sick Leave. Full-time Section 1 - Use of Sick Leave 1. Paid sick leave may be used by employees who: a. Are incapacitated to perform job duties because of illness or injury. b. Are prevented by public health requirements from being at work. c. Need to absent themselves from work for bereavement as outlined in Article 25 of this Agreement. d. Are required to absent themselves from work upon incapacitating illness or injury in the immediate family to personally care for that family member. e. Need to be absent from work when receiving medical or dental treatment or examination. f. Need to be absent when incapacitated to perform job duties because of pregnancy or childbirth. g. Need to be absent to care for newborn children. 2. Upon approval of the department director or designee, sick leave may be granted for other reasons when the department director or designee believes the use of sick leave will have a beneficial effect on an employee's morale and welfare. 3. No County employee shall be entitled to sick leave while absent from duty because of an injury purposely caused by willful or grossly negligent misconduct. 4. Employees shall be credited with 3.70 hours subject to the following requirements for the use and payment of sick leave: a. Employees who become ill prior to the start of the workday shall call in as required by their departmental work rules at the beginning of their shift. b. Employees shall fill out and sign a sick leave form stating the reason for the use of sick leave for each pay period worked immediately upon their return to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue work or stating the need to schedule sick leave benefits on for purposes of a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot appointment. c. Sick leave forms shall be scheduled turned in to the employees' department head or other designated authority for approval. d. Any employee who reports absent at the start of a time other than during the Employee's normal work day. • To make necessary nursing care arrangements shift because of illness or injury to a member who recovers sufficiently during the course of the Employee's immediate familyshift to report to work is required to do so. In such a situation, not the employee involved shall only be charged for actual sick leave used to exceed three the nearest one-fourth (31/4) daysof an hour. Immediate family At all times during a sick leave use period, employees shall be defined as the Employee's spouseat their place of residence, parenta medical facility, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part doctor's office or shall notify their department head or designee of their whereabouts. The County shall not contact the employee at home once the employee provides the department with his/her location during the course of the family unit and not a tenantillness, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due unless such contact is necessary in order to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification obtain information from the employee at that is essential to the employer's expense operational needs of the department. e. An employee may request the use of annual leave, compensatory time or leave without pay be granted in lieu of sick leave. Vacation leave shall be approved in accordance with department policy and the event approval provisions of an absence Article 23. The use of three (3) days or more or compensatory time shall be approved in accordance with department policy and the case approval provisions of repeated or systematic absence Article 18. Leave without pay shall be approved in accordance with department policy and the approval provisions of an EmployeeArticle 25. In the case The practice of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of advancing sick leave shall not be just cause for: • The non-payment permitted. f. Upon written request from the department director or his/her designee, a certificate of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for illness from a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment state licensed health care savings plan (PEHCSP) created for the employee; or the employee provider in an appropriate discipline may opt to convert 80 hours of unused sick leave to be required when there is one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because absence in excess of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary action.three

Sick Leave. Full(a) A full-time Employees regular employee shall be entitled to earn sick leave benefits at the rate of four (4) hours per biweekly pay period. Earned sick leave may accumulate and is cumulative from year to year. An employee must be in full pay status a major portion of his/her regularly scheduled biweekly hours to be credited with 3.70 hours of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty that period. (960b) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved charged for absences for absence from work by reason of illness, injury or death under the following reasons: • Because circumstances: (1) Sick leave may be granted only as the result of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employeeemployee or illness, injury or death of any relative within the third degree of consanguinity or affinity (consanguinity is defined as kinship to include blood relationship; whereas affinity is the connection existing by consequence of marriage)or registered domestic partner. (2) Provided, however, that the employee requiring sick leave must provide the Chief of Police with evidence of such need. Thereupon, the Chief of Police shall guarantee his/her personal knowledge of the necessity by certifying the granting of sick leave. To insure such knowledge, he/she may require the employee to provide a written doctor's immediate family, not to exceed three (3) daysstatement of the prognosis and diagnosis before granting sick leave. Immediate family Employees shall be defined as the Employee's spouseat their place of residence, parenta medical facility, childor their doctor’s office, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of their whereabouts when using sick leave. Any gainful employment, recreation, travel for recreation or other activity for non-sick leave purpose, when an employee is on sick leave is considered evidence of abuse of sick leave unless approved in advance in writing by the absencePolice Chief or his/her designee. Utilization of sick leave for purposes other than those defined in the Agreement shall be considered evidence of abuse. An employee may be disciplined when evidence of abuse exists. The parties specifically agree any use of more than eleven (11) sick leave days in any twelve (12) month period is considered excessive. Excessive sick leave usage shall be reviewed to determine if the excessive use is justified or if the excessive sick leave usage requires corrective action. (3) Provided further, reason if any employee does not have adequate accumulated sick leave time, the Chief of Police may grant the use of other accumulated time in lieu thereof. In no case, however, will sick leave be granted in lieu of vacation time. (c) Sick leave shall be charged on an hourly basis for absenceeach full hour or major portion of an hour of sick leave taken. Holidays occurring during sick leave periods shall not be counted as sick leave time but paid in accordance with article 8 (a). However, and where deemed appropriate, the expected duration Chief of Police may require the employee to furnish proof of such illness. Sick leave taken during a biweekly pay period shall be charged before sick leave earned that pay period is credited. (d) At the time of separation, except for cause, an employee shall be compensated for accumulated sick leave as follows: (1) For employees hired prior to July 1, 2011, having four hundred fifty (450) or more hours shall be cashed out at the rate of ninety percent (90%) of the absencetotal accumulated hours up to and including a maximum of one thousand six hundred (1,600) hours at his or her base hourly rate of pay. (i) At the time of separation, once the threshold amount of hours is reached, the employee shall be paid for all hours up to and including one thousand six hundred (1,600) hours in the bank at the percentage rate indicated. (2) For employees hired by the City on or after to July 1, 2011, having four hundred fifty (450) or more hours shall be cashed out up to at the rate of ninety percent (90%) of the total accumulated hours up to and including a maximum of five hundred seventy-eight (578) hours at his or her base hourly rate of pay. (3) At the time of separation from service, the employee may utilize any available City programs that are allowed under Federal Law to be tax deferred or tax sheltered or PERS. In no case will the City pay any tax consequences for the employee. (4) For calculation of cash out payment in section (e), an employee may elect, in lieu of regular pay, to have his or her base pay (without special assignment pay) increased by an amount equivalent to his or her longevity pay for the biweekly pay period broken down into an hourly rate times the hours cashed out. (e) In the event of death of an employee, the employee’s estate shall receive payment for sick leave accrued but unused in accordance with section (d) above. (f) Employees failing shall be permitted to do so receive those infectious disease vaccinations that are recommended by the Labor-Management Committee and approved by the Chief of Police, including Hepatitis B vaccinations. Any employee who elects to receive such immunizations and who then fails to comply with the medical guidelines of the immunization program shall have the expense of his/her immunization deducted from his/her pay. In addition, the City shall provide, at no cost to the employee, any disease screening procedures that may be subject to disciplinary actionrecommended by the Labor-Management Committee and approved by the Chief of Police.

Sick Leave. FullSECTION 1. Each member of the bargaining unit shall earn sick leave credit at the rate of four and six-time Employees tenths (4.6) hours for each eighty (80) hours of completed service. Sick leave credit shall be credited prorated in accordance with 3.70 the hours of completed service in each pay period. Unused sick leave may be carried forward from one calendar year to the next without limitation. SECTION 2. An Employee who is unable to report for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits work, and who is not on a pro-rata basis based on previously approved vacation, sick leave, or leave of absence, shall be responsible for notifying the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in Employer at least one (1) hour incrementsprior to the Employee's scheduled work assignment unless emergency conditions prevent such notification. In the case of a condition exceeding five (5) consecutive calendar days, a physician's statement specifying the Employee's inability to report to work and the probable date of return to work shall be required. SECTION 3. When hospitalization is required, the Employee shall be responsible for notifying the Employer upon admission to and discharge from such hospital, unless emergency conditions prevent such notification. When convalescence at home is required, the Employee shall be responsible for notifying the Employer of the start, the expected length, and the termination of such period of convalescence. SECTION 4. Sick leave cannot may be granted or tolled prior to its accrual. Sick leave shall be approved for absences used by an Employee only for the following reasons: • Because : 1) illness, injury, pregnancy or pregnancy-related condition of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not where the Employee's presence is reasonably necessary for the health and welfare of the Employee or affected family member; 2) exposure of the Employee to exceed three (a contagious disease which could jeopardize the health of other Employees; 3) daysexamination or treatment of an Employee or member of his immediate family where the Employee's presence is reasonably necessary, including medical, psychological, dental, or optical examination by an appropriate practitioner. SECTION 5. Immediate family For purposes of this article, "immediate family" shall be defined as include: the Employee's spouse, parent, child, step childmother, father, brother, sister, grandparent, grandchild, mother-in-law, father-in-law, mother-in-lawlegal guardian, grandchild or grandparent other person who stands in the place of a parent. SECTION 6. When an Employee returns to work, he shall submit a written and signed explanation of absence/sick leave prior to the end of his shift on the date that he/she returns. This shall be submitted through the County's web based timekeeping system (currently ▇▇▇▇). If professional medical attention is required by the Employee or step- grandparent or his immediate family, a bona fide person living as certificate from a contributing member that is considered part licensed physician stating the nature of the family unit condition shall be required by the Employer for justification and not use of sick leave. SECTION 7. Upon return from sick leave, the Employer may require that an Employee submit to a tenant, renter or boarder. Additional medical and/or psychological examination based upon the condition for which sick leave may be used for illness or injury of an immediate family member upon approval of was utilized in order to determine the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due capability to the illness of perform the Employee's child for such reasonable periods as position. Such examination shall be conducted by a physician or licensed practitioner designated by the Employee's attendance may be necessaryEmployer, on and the same terms as Employer shall pay the cost of the examination. If the Employee is able found to use sick leave benefits be unfit for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may requireduty, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to workmay be placed on sick leave, alternative work assignment, leave of absence without pay or disability separation. SECTION 8. Misuse Any abuse patterned or excessive use, or falsification of reasons for use of sick leave shall be just and sufficient cause for: • The non-payment for disciplinary action. Abuse or patterned use of the sick leave benefitshall include, but not be limited to: consistent use of sick leave before and/or after holidays, vacation days or regular off-days; and/or • Disciplinary action after pay days; absence following overtime worked; partial days; or a continued pattern of maintaining zero or near-zero sick leave balances. SECTION 9. Any employee who uses no sick time, and has no attendance violations, as provided defined by Article 13 (Discipline & Discharge). Employees who have been employed for the Employer's AWOL policy, during a rolling six-month period of will be permitted to convert five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty days to five (505) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionvacation days.

Sick Leave. Full8.1.1 Sick leave provides continuation of pay to the District supervisor who cannot perform their duties because of physical or mental illness or injury. 8.1.2 Each full-time Employees shall be credited with 3.70 hours of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member supervisor of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused District earns sick leave at the rate of fifty (50) eight hours per month. New supervisors employed after the 10th of the month shall have their sick leave pro-rated for that month. Supervisors who regularly work fewer than 40 hours per week are entitled to that proportion of sick leave granted full-time supervisors that is equal to the percent of a full-time contract. During extended sick leave, a supervisor ceases to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff earn sick leave beyond his or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created her potential entitlement for the employee; current fiscal year but continues to earn vacation leave. There is no limit to the amount of sick leave which either full or partial contract supervisors may earn and accumulate from year to year. 8.1.3 Sick leave may be used in increments of one quarter hour or longer. A supervisor has available for use all of his or her earned sick leave plus the employee balance of his or her full potential entitlement for the current fiscal year. The number of sick leave hours earned, the number used during the current fiscal year, and the supervisor's balance will appear on the check stub each month. 8.1.4 Sick leave may opt be used for appointments with doctors or dentists or (after all personal necessity leave has been exhausted) up to convert 80 hours seven days can be used for care of an ill member of the supervisor's immediate family (as defined in Section 8.15). Under certain circumstances approved by the Director of Human Resources, sick leave can also be used for other reasons of personal necessity. 8.1.5 A supervisor may not be gainfully employed while absent on illness or accident leave. Sick leave may not be used to extend a weekend or vacation when the supervisor is not actually sick. ▇▇▇▇ leave is not a “rest leave” unless so prescribed by a physician. 8.1.6 Whenever a supervisor is absent on sick leave for three or more working days or when a pattern of sick leave suggests a chronic illness, a medical report that outlines the nature of the problem and the probable date of full recovery may be required. If the information from the supervisor's personal physician is insufficient, an examination by a physician of the District's choosing may be required, at District expense. 8.1.7 Any supervisor who transfers after at least one year of service from one school to another when no more than one year intervenes between termination in one district and employment in the other, should request that unused sick leave be transferred. 8.1.8 During any fiscal year a supervisor may convert up to one (1) months paid up health insurance 60 hours of earned sick leave credit in excess of 240 hours to vacation leave credit at the rate of six hours of sick leave credit for four hours of vacation leave credit. The request to convert sick leave credit to vacation leave credit under this section must be made in writing to the employee only. Employees unable Director of Human Resources and will be approved only if the vacation leave credit does not cause the vacation leave balance to report for their normal work day because of reasons established by this exceed the maximum accrual allowed as defined in Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary action7.2.

Sick Leave. FullEligibility and entitlement 30.1. All continuing and fixed-term staff are entitled to paid sick leave. For full-time Employees shall be credited staff, sick leave accrues at the rate of 15 days per calendar year of service. For staff starting work during the year and staff appointed for a fixed-term period of twelve months or less, the entitlement accrues for each full month remaining in that year. This entitlement accumulates with 3.70 each calendar year of service and is reduced by any sick leave taken. 30.2. If unable to attend work through illness, staff should notify their supervisor within 24 hours of normal commencement of duty, stating the incapacity and likely length of absence. A medical certificate is required when a staff member takes more than three consecutive days of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hoursor under circumstances set out in sub-clause 30.7. 30.3. Part-time employees shall accrue Staff may access their sick leave benefits on a pro-rata basis based on in the number form of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-personal leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for sick relatives or household members or for bereavement due to the employee’s childdeath of a relative or household member, in accordance with the provisions for Personal Leave in Clause 31. 30.4. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees A staff member who have been employed becomes ill for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off consecutive working days during annual or long service leave may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused claim sick leave at (to the rate extent of fifty (50sick leave accrued) percent to a maximum instead of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff the annual or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created long service leave for the employee; or period of the employee may opt to convert 80 hours illness. A medical certificate must be submitted covering the period of unused the sick leave. 30.5. At the discretion of the University, a staff member whose sick leave to one entitlement has been exhausted may be granted sick leave without pay (1) months paid up health insurance SLWOP). A period of sick leave without pay must be covered by an appropriate medical certificate. Sick leave without pay will be counted as service for the employee onlypurposes of determining entitlements to: a. annual leave accrual; b. long service leave accrual (except that when determining whether a staff member has completed ten years' service, SLWOP does not count as service if when aggregated it is in excess of six months. Employees unable The aggregated SLWOP of up to report for their normal work day because six months does count as service and any aggregated SLWOP over six months does not. Once it has been determined that a staff member has completed ten years’ service, any single period of reasons established by this Article shall notify their supervisor sick leave without pay not exceeding six months will continue to count as service); c. the accrual of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary action.further sick leave;

Sick Leave. Full-time Employees 11.1 Traditional sick leave is available if selected by Police Officers hired prior to January 1, 2016. The Police Officer shall be credited with 3.70 hours of entitled to accrue sick leave for at the rate of three- point-seven (3.7) hours after each biweekly period the Police Officer is in a pay period worked status; up to a maximum accumulation of nine hundred and sixty (960) hours. Part-Police Officers with more than nine hundred and sixty (960) hours of sick leave as of January 4, 2012 will be grandfathered and allowed to bank any hours above 960. Banked hours can be accessed at any time employees while the Police Officer is an active employee until the hours are exhausted. Police Officers shall not accrue sick leave benefits for any pay period which they are on layoff, leave of absence or other forms of unpaid status, or while engaged in conduct in violation of Article V of this Agreement. 11.2 When a pro-rata basis based on Police Officer is absent due to an incapacitating personal illness or injury, or required medical, dental, or optical examination, the number of hours Police Officer shall personally notify a supervisor as soon as the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave canPolice Officer knows the Police Officer will not be granted able to report to work. Time off for non-emergency doctor, dental, or tolled prior to its accrualoptical appointments should be scheduled on off-duty time when possible. Sick leave Each Police Officer shall be approved paid at their regular straight-time rate for absences each regular workday, or portion thereof, missed because of said absence to the extent the Police Officer has available sick leave. 11.3 A Police Officer may use up to forty (40) hours of available sick leave annually for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of a Police Officer’s spouse, dependent child, or parent. At the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to Chief’s discretion, the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage forty (40) hour cap shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or not apply in the case of repeated or systematic absence of an Employee. In the case of an extended a major illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave a Police Officer’s spouse or dependent child. 11.4 No Police Officer shall be just cause for: • entitled to claim the benefits of this Article unless the Police Officer informs the Police Chief or the Chief’s designee of their illness. The non-Police Chief or the Chief’s designee shall forward the request for payment for said absence to the appropriate payroll person for processing. 11.5 A doctor’s certificate or examination by a City designated physician may be required by the City as verification of illness. Any abuse of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees privileges shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary action. Police Officers returning to work after a major or potentially incapacitating illness must submit a doctor’s written release before returning to duty. 11.6 It is the intent of this Article that no Police Officer absent from work due to such illness, injury, examination or treatment, shall receive more compensation per any work week than forty (40) hours of pay at their regular straight-time pay, including other sources of compensation to which they are entitled, such as Workmen’s Compensation, under applicable State laws. 11.7 No Police Officer shall be allowed to receive cash for accrued sick leave except upon termination as set forth in Paragraph 11.9. At no time shall sick leave be converted to vacation, holiday leave, or any other time off with pay. 11.8 Upon termination from employment, a Police Officer hired prior to January 1, 1991 and who did not elect to participate in the Paid Time Off program, will be paid for: 1) One-half of their sick leave accrual at the time of termination; or 2) One-half of their sick leave accrual as of December 31, 1990, whichever is less. In either case, payment will not exceed a maximum of sixty (60) working days (480 hours). Employees hired after January 1, 1991 will not receive pay for accumulated sick leave balances at the time of termination.

Sick Leave. Full-time Section 1 - Use of Sick Leave 1. Paid sick leave may be used by employees who: a. Are incapacitated to perform job duties because of illness or injury. b. Are prevented by public health requirements from being at work. c. Need to absent themselves from work for bereavement as outlined in Article 25 of this Agreement. d. Are required to absent themselves from work upon incapacitating illness or injury in the immediate family to personally care for that family member. e. Need to be absent from work when receiving medical or dental treatment or examination. f. Need to be absent when incapacitated to perform job duties because of pregnancy or childbirth. g. Need to be absent to care for newborn children. 2. Upon approval of the department director or designee, sick leave may be granted for other reasons when the department director or designee believes the use of sick leave will have a beneficial effect on an employee's morale and welfare. 3. No County employee shall be entitled to sick leave while absent from duty because of an injury purposely caused by willful or grossly negligent misconduct. 4. Employees shall be credited with 3.70 hours subject to the following requirements for the use and payment of sick leave: a. Employees who become ill prior to the start of the workday shall call in as required by their departmental work rules at the beginning of their shift. b. Employees shall fill out and sign a sick leave form stating the reason for the use of sick leave for each pay period worked immediately upon their return to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue work or stating the need to schedule sick leave benefits on for purposes of a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot appointment. c. Sick leave forms shall be scheduled turned in to the employees' department head or other designated authority for approval. d. Any employee who reports absent at the start of a time other than during the Employee's normal work day. • To make necessary nursing care arrangements shift because of illness or injury to a member who recovers sufficiently during the course of the Employee's immediate familyshift to report to work is required to do so. In such a situation, not the employee involved shall only be charged for actual sick leave used to exceed three the nearest one-fourth (31/4) daysof an hour. Immediate family At all times during a sick leave use period, employees shall be defined as the Employee's spouseat their place of residence, parenta medical facility, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part doctor's office or shall notify their department head or designee of their whereabouts. The County shall not contact the employee at home once the employee provides the department with his/her location during the course of the family unit and not a tenantillness, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due unless such contact is necessary in order to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification obtain information from the employee at that is essential to the employer's expense operational needs of the department. e. An employee may request the use of annual leave, compensatory time or leave without pay be granted in lieu of sick leave. Vacation leave shall be approved in accordance with department policy and the event approval provisions of Article 23. The use of compensatory time shall be approved in accordance with department policy and the approval provisions of Article 18. Leave without pay shall be approved in accordance with department policy and the approval provisions of Article 25. The practice of advancing sick leave shall not be permitted. f. Upon written request from the department director or his/her designee, a certificate of illness from a state licensed health care provider in an appropriate discipline may be required when there is one (1) absence in excess of three (3) days consecutive scheduled workdays or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification whenever there is substantiated reason to believe that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave benefits are being abused. Additional documentation may be required depending on the seriousness of the medical or dental problem. If an employee’s attendance requires him/her to be placed on a certificate of illness requirement, the certificate of illness requirement shall not exceed six (6) months. If his/her attendance does not improve within that six (6) month period, the certificate of illness shall be just cause for: • The non-payment extended in three (3) month increments. g. If an employee's fitness for duty is questioned by the department head or designee, the employee may be required to submit a certificate of fitness. h. Any medical or dental reports or examinations that the County requires of the employee beyond those normally provided to the employee by the employee's usual medical or dental provider shall be paid for by the County. Section 2 - Sick Leave Accrual and Payment 1. Eligible permanent employees working on a full-time basis shall earn sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge)at the rate of 3.7 hours for each pay period. Employees who have been employed by the County for ten (10) cumulative years of service or longer will receive an additional 0.92 hours of sick leave per pay period. Eligible permanent employees working half-time or more (at least 40 hours per pay period) shall earn such leave on a period prorated basis. There will be no limit on sick leave accumulation. 2. Employees shall be paid their current straight-time hourly rate for each hour of five sick leave used. 3. If a permanent employee separates from the service of the County after three (53) consecutive years of employment, the employee shall receive payment for one-half (½) of his/her sick leave accumulation. An employee's sick leave payoff upon separation shall increase above fifty percent (50%) at the rate of one and were not discharged one-half percent (1 ½%) for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless each additional year of consecutive service above ten (10) through twenty (20) years of service. Eligible employees shall be compensated for their accumulated unused An employee's sick leave payoff upon separation shall increase above sixty-five percent (65%) at the rate of fifty three and one-half percent (503 ½%) percent for each additional year of consecutive service above twenty (20) up to a maximum of four one hundred eighty percent (480100%) hoursat thirty (30) years of service. Eligible employees upon Payment for unused sick leave will be at the employee's base hourly rate on the last day worked prior to separation. If a non-probationary employee is laid off from the service of the County with less than three (3) years of consecutive employment, the employee shall receive payment for one half (½) of his/her sick leave accumulation. 4. In the event of the death of an employee, his/her death shall be treated as a separation and a lump sum payment for sick leave accrued to his/her credit will be made to his/her beneficiary or estate in accordance with paragraph 3 above. Section 3 - Catastrophic Leave Program 1. Employees holding permanent separationstatus may donate leave into the countywide catastrophic leave bank by completing a leave donation form and submitting it to their departmental payroll representative, for reasons other than layoff or death, the departmental payroll representative will forward the request to the Records Division of Finance. Leave donations may opt to have such payment deposited be in a post-employment health care savings plan lump sum or on a periodic leave deduction basis. Donations may be made from vacation leave and/or compensatory time balances. A maximum of forty (PEHCSP40) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for can be donated if the employee onlyretains a balance of 120 hours to 480 hours after the donation of sick leave. A maximum of up to eighty (80) hours of unused sick leave can be donated if the employee retains a balance in excess of 480 hours after the donation of sick leave. Employees unable must have a vacation leave balance of at least forty (40) hours after the donation of annual leave. There shall be reciprocity between the SEIU supervisory and nonsupervisory units, in that employees from both units shall be able to report for their normal work day because of reasons established by both donate to, and withdraw from, this Article shall notify their supervisor bank. 2. Donated time will be converted to dollars at the hourly rate of the absencedonor. When a recipient is identified, reason for absence, and an appropriate amount of dollars will be converted to sick leave at the expected duration hourly rate of the absence. Employees failing to do so may be subject to disciplinary actionrecipient.

Sick Leave. Full-time Employees 1. Sick leave credit shall be credited with 3.70 hours earned at the rate of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour incrementsday per calendar month of service. Sick The current practices concerning the earning of sick leave cannot credits shall be granted or tolled prior to its accrualcontinued. Sick leave shall be approved for absences for earned from the following reasons: • Because employee's date of illness or injury which prevents the Employee from performing job duties and responsibilitiesemployment. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family Sick leave credit shall be defined as earned for any month in which the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarderemployee has been in pay status for ten 2. Additional sick Sick leave may be used for illness illness, necessary medical or injury dental care, or other disability of the employee or a member of the employee's immediate family which requires the attention or presence of the employee. Immediate family as used in this Article shall mean the spouse or significant other, the parents of the spouse or significant other, the children of the spouse or significant other, the parents, stepparents, guardian, children, stepchildren, brothers, stepbrothers, sisters, stepsisters, wards, grandparents and grandchildren of the employee. For the purposes of this Article, “significant other” 3. Notifications of absence under the provisions of this Article shall be given as soon as possible on the first day of absence or as soon thereafter as circumstances permit. 4. Upon application of an immediate family member upon approval employee, a leave of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance absence without pay may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for granted by an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed appointing authority for a period of five (disability because of sickness or injury. If the appointing authority denies the requested leave, it shall state its reason in writing. The appointing authority may, from time to time, require that the employee submit a certificate from the attending physician or a designated physician. If a certificate from a physician other than the attending physician is required, the State shall pay the difference between the cost of obtaining such certificate and the amount covered by insurance. 5) years and were not discharged for cause qualify for . An employee who is transferred to the jurisdiction of another appointing authority or who accepts employment under the jurisdiction of a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless new appointing authority without interruption of years of service. Eligible employees service to the State shall be compensated for retain their accumulated unused sick leave at the rate credits. 6. A former State employee who is reappointed within four (4) years of fifty (50) percent their separation may have their previously accumulated and unused balance of sick leave revived and placed to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or ’s credit upon approval of the new appointingauthority. 7. Any employee may opt to convert 80 hours of returning from layoff, including seasonal employees covered by this Agreement, shall have the unused sick leave to one (1) months paid up health insurance for accrued as of the time of layoff restored upon the employee’s reinstatement. 8. A seasonal employee who accepts another seasonal position during their off season may use sick leave accrued in either position, regardless of which position the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor is serving in at the time of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionuse.

Sick Leave. Full-21.01 An employee shall accumulate 100% of the unused portion of sick leave from the previous year to a maximum of 260 days. Each full time Employees employee shall be credited with 3.70 two (2) days sick leave for every month employed. If an employee is employed only part of a month, the two (2) days shall be prorated. For employees whose normal work year is 10 months, sick leave shall be earned on the basis of 20 days per year. 21.02 Absence under this plan shall apply only to sickness or physical or emotional disability certified by a medical practitioner or approved under the Regulations governing leave of absence. 21.03 A deduction shall be made from accumulated sick leave of all normal working days (exclusive of holidays) or hours absent on sick leave as defined in clause 20.02. 21.04 No employee who is absent from work due to pregnancy leave shall be deemed to be sick for the purpose of this Article, and therefore, employees absent from work due to pregnancy shall not be entitled to any benefit under the cumulative sick leave plan. 21.05 An employee prevented from performing the employee's regular work with the employer on account of an occupational accident that is recognized by the Workplace Safety and Insurance Act as compensable within the meaning of the Insurance Act, shall receive from the employer the difference between the amount payable by the Workplace Safety and Insurance Act and the employee's regular salary. Such difference shall be chargeable to the employee's sick leave account. If sick credits have been exhausted at the beginning of or during an absence covered by Workplace Safety and Insurance Act, the employee shall be paid the regular Workplace Safety and Insurance rate by and at the discretion of the Workplace Safety and Insurance Act. 21.05.01 An employee prevented from performing the employee's regular work with the employer due to an occupational illness or accident shall have a physician or therapist complete a WSIB Functional Abilities form. 21.06 The employer shall keep a sick leave register for each employee. All employees will be advised annually as to the amount of accumulated sick leave. The employee has the right to inspect the employee's record at a time agreed upon with the Payroll Supervisor. 21.07 For the purpose of sick leave for each pay period worked to a maximum the accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based year begins on the number 1st day of hours September of any year. 21.08 In the Employee normally works during event of a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave dispute, grievance procedures shall be approved followed. 21.09 When an employee is given leave of absence without pay for absences for any reason, or is laid-off on account of lack of work and returns to work upon expiration of such leave of absence, etc., the following reasons: • Because employee shall retain the employee's cumulative credit, if any, existing at the time of illness such leave or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave lay off. 21.10 An employee may be used required to produce a certificate from a qualified medical practitioner for any illness or injury in excess of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences four (4) working days, certifying that such employee is unable to carry out his/her duties due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for However, should an employee have continued absences due to of less than four (4) working days, the illness Administrator of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves Employee Relations has the right to request a medical verification certificate for such absence. 21.11 The Administrator of Employee Relations may grant up to twelve (12) additional sick days with the understanding that should the employee cease to be employed by the Board prior to having earned the sick days advance, the Board shall deduct the equivalent compensation owing from the employee at the employeremployee's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance final pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actioncheque.

Sick Leave. Full-time Employees § 1. An employee shall be credited with 3.70 accrue 8 hours of sick leave for each pay period worked to month he is on the Employer’s payroll for at least 20 calendar days within a maximum accumulation month beginning with the first full calendar month of nine hundred sixty (960) hoursservice. Part-time employees shall accrue If an employee is receiving benefits from an insurance carrier as a result of his sickness or disability, his sick leave allowance shall be used to supplement such insurance benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave as provided in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrualArticles 29, 30, and 31. § 2. Sick leave shall be approved paid only for absences for regular time actually lost from work due to sickness or disability of the following reasons: • Because of illness employee or injury the employee’s legal spouse, children, mother, or father who reside with the employee, which sickness or disability prevents the Employee employee from performing job duties his normal work functions and responsibilities. • Because of medical is a sickness or dental care disability which canwould be covered under the short-term non-work related injury policy; an employee shall not be scheduled permitted to take sick leave until he has completed his probationary period and has actually accrued the sick leave credit. If the Employer believes there is abuse of sick leave, at the discretion of the Employer, the employee may be required to submit a time other than during physician’s statement verifying the Employee's normal employee’s disability, in order to be eligible for paid sick leave, provided that the Employer will notify the employee in advance if the Employer is going to require him to submit a physician’s statement verifying the employee’s disability, in order to be eligible for paid sick leave. Any employee who is off work day. • To make necessary nursing care arrangements for three consecutive work days because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as required to submit a physician’s certificate indicating that he is capable of returning to work. The Employer shall have the Employee's spouseright to have an employee examined by a physician selected by the Employer to determine either, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part 1) the validity of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject sickness or disability for which he claims sick leave, or 2) to approval and verification by determine the Employer. The Employer reserves the right employee’s capability of returning to request medical verification from work if the employee at the employer's expense in the event of an absence of has been absent for three (3) consecutive work days or more or in and such determination shall be binding on all parties. § 3. An employee may accumulate sick leave up to a maximum of 288 hours. § 4. A current list of accumulated sick leave shall be maintained by the case of repeated or systematic absence of an EmployeeDepartment Head and may be examined by the employee upon request. § 5. In order to receive sick leave, the case of an extended illness or injury employee must notify the Employer may requireof his absence as provided in Article 42, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to workReporting Absences. § 6. Misuse Unauthorized or improper use of sick leave shall be just cause for: • The non-for disciplinary action. § 7. On or before the 20th of December of each year, employees with accumulated sick leave in excess of the 288 hours maximum as of the last pay period of October of such year, shall receive a bonus payment of 100% of the unused time over the maximum. Upon payment of such bonus, the accumulated sick leave shall return to the maximum 288 hours. § 8. An employee may notify the Employer before October 15 of each year that the employee chooses to accept in lieu of pay, to receive an added vacation day (8 hours) for every two days (16 hours) banked over 288 hours. § 9. During the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period benefit year, November 1 through October 31, if the total amount of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at used by the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for bargaining unit is reduced by 10% from the employee; or the employee may opt to convert 80 hours of unused previous sick leave benefit year, each employee will have 10 hours added to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionholiday leave time bank.

Sick Leave. Full-time 1. Sick leave hours shall accrue for each pay period the Employee is in full pay status for a majority of the Employee's regularly scheduled biweekly hours. Line Employees covered by this Agreement shall be credited with 3.70 earn seven (7) hours of sick leave for each per biweekly pay period worked to a maximum accumulation period. Forty- hour Employees covered by this Agreement shall earn four and sixty-two hundredths (4.62) hours of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on per biweekly pay period. Up to 48 hours of Sick Leave may be used for any death in the number family up to the 3rd degree of hours consanguinity/affinity in Appendix A with the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrualapproval of the Duty Officer. 2. Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents granted when the Employee from performing job duties and responsibilitiesis incapacitated due to illness, injury, pregnancy, or childbirth. • Because of Sick leave shall be granted when the Employee is quarantined, receiving required medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because services or examinations, or upon injury or illness of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parentchildren, childparents, step childor any other legal dependent. If an Employee does not have adequate accrued sick leave time, brotherthe Employee may be granted the use of other accrued leave time, sisterif any, father-in-lawin lieu thereof. In no case, mother-in-lawhowever, grandchild will sick leave time be used or grandparent or step- grandparent or a bona fide person living granted as vacation time. a. In all cases, the Employer's Family and Medical Leave Act (FMLA) provisions shall apply as a contributing member minimum. 3. Employees may donate sick leave time to those Employees that do not have adequate accrued sick leave time as provided in subsection 7 of this Article. 4. Sick leave shall be charged on the basis of actual time used to the nearest quarter (1/4) hour. ▇▇▇▇ leave taken during a biweekly period shall be charged before sick leave earned that pay period is considered part of the family unit and not a tenant, renter or boardercredited. 5. Additional An Employee requesting sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements required to provide care for the employee’s childBattalion Chief with evidence acceptable to substantiate the request if required. Sick leave usage If a physician's visit is required as a result of this request, it shall be subject to approval and verification by the Employeron District time. 6. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event Upon termination of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may requireemployment, at its expenseother than for cause, written medical verification that an each Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated at his/her base rate of hourly pay, for their accumulated unused total sick leave at the rate of fifty (50) percent hours accrued up to a maximum of four one thousand three hundred eighty thirty-three (4801,333) hourshours for Line Employees and nine hundred fifty-two (952) hours for forty-hour Employees at the following rates. Eligible Years of Continuous Service Rate of Pay 5 years but less than 10 years 35¢ on the Dollar 10 years but less than 20 years 50¢ on the Dollar 20 years or more 65¢ on the Dollar a. Retirement Buy Out i. An additional $0.10 on the dollar shall be provided to employees upon permanent separation, who serve 5 years or more years with the District that retire from the District. Retirement must be verified through NV PERS up to 1333 hours for reasons other than layoff or death, may opt to have such payment deposited in a post56- hour employees and 952 hours for forty-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee onlyhour employees. 7. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary action.Catastrophic Leave

Sick Leave. Full-time Employees 18.01 Any abuse of these provisions may be considered cause for disciplinary action. 18.02 All regular employees shall be credited with 3.70 hours of entitled to one and one-half (1-1/2) days sick leave for each pay period worked full month of employment and any unused portion of such sick leave shall accumulate to a maximum accumulation the credit of nine hundred sixty (960) hours. Part-time such employees. 18.03 All regular employees shall accrue be entitled to sick leave benefits on a pro-rata basis based on with pay up to the number amount of hours the Employee normally works during a calendar monththeir accumulated sick leave credits. Non- Exempt Probationary employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior entitled to its accrual. Sick such credits until they become regular employees, at which time sick leave shall credits will be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member established as of the Employee's immediate familydate of hiring, not to exceed except that probationary employees may draw an advance on their accumulations. 18.04 Employees absent from work in excess of three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences working days due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due medical reasons must submit an appropriate medical note and related documentation satisfactory to the illness employer to cover the absence, and may at the discretion of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s childmanager be required to produce an appropriate medical note and related documentation satisfactory to the employer to cover any shorter period of absence due to medical reasons. Sick leave usage shall be subject Normally the medical note to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence cover absences of three (3) days or more or less will be asked for in the case of repeated or systematic absence of an Employeeadvance. In the case of an extended illness or injury the Employer A failure to provide supporting medical information when requested may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment result in denial of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed benefits for a that period of absence. 18.05 Any regular employee who has had at least five (5) years and were not discharged of continuous service shall, upon termination of his employment for cause qualify for any reason, be entitled to a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless sick leave gratuity equal to his salary at the time of years such termination of service. Eligible employees , for one-half (1/2) of the number of days of sick leave standing to his credit at that date, provided, however, that the amount of such gratuity shall in no case exceed six (6) months of his salary at that date. 18.06 In cases where absence is caused by accident or illness for which the employee is receiving compensation from the Workplace Safety Insurance Board, the period of absence to be charged against his sick leave credit shall be compensated for reduced to give effect only to the net salary paid by the Region to such employee with respect to such absence. 18.07 No wage payments shall be made to an employee claiming compensation beyond the limit of his credit on sick leave, unless or until an award has been made by the Workplace Safety Insurance Board. 18.08 Employees shall be permitted to use up to three (3) days per calendar year of their accumulated unused banked sick leave at day credits to deal with family/dependent issues as defined by the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionRegion’s Family/Dependent Leave with Pay policy.

Sick Leave. Full-time Employees a. Requests for leave for medical, dental, optical, or other treatment shall be credited with 3.70 hours of sick submitted as far in advance as possible. Employees may use leave for each pay period worked care by alternative and complementary therapy (this includes but is not limited to: traditional tribal methods, reflexology, homeopathy, acupuncture, chiropractic medicine, etc.) b. An Employee absent on approved leave due to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents is responsible for ensuring that any absence that goes beyond the initial period of approved absence is covered by an additional request for leave prior to the beginning of the extended period of time requested. The Employee must contact his/her LAO daily when incapacitated to request additional sick leave unless other arrangements have been agreed to between the supervisor/designee and the Employee. Where a medical provider has determined that the Employee from performing job duties will be out for an extended time period, the Employee may be required to furnish the supervisor with administratively acceptable medical documentation supporting the time period and responsibilities. • Because of medical or dental care which canthe Employee will not be scheduled at a time other than required to contact the supervisor daily during the Employee's normal work day. • To make necessary nursing care arrangements because of period covered by the medical documentation. c. Employees will not be required to furnish medical documentation to support their requests for leave (paid or unpaid) due to illness or injury unless such leave will exceed three (3) consecutive workdays. A supervisor has the right to require an Employee to provide such documentation to support such leave requests when: 1. There is a reasonable doubt of the Employee’s incapacity to perform their assigned duties; or 2. The Employee or a member of the Employee's immediate family, not to exceed three (’s family has been afflicted with a contagious disease; or 3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or There is a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval reasonable suspicion of the Employee's supervisor. • Employees may ’s inappropriate use their accrued personal of sick leave for absences leave. d. In unique situations where an Employee has been absent from work due to medical incapacitation and the illness of the Employee's child for such reasonable periods Employer has concerns as the Employee's attendance may be necessary, on the same terms as to whether the Employee is able to use sick leave benefits for perform their duties without jeopardy to either the Employee or others, the Employee may be required to provide medical documentation to support the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. e. Inappropriate use of leave for claims of illness or injury may result in an Employee being placed on leave restriction when: 1. Misuse The Employee’s leave record reflects an inappropriate or excessive use of leave (unless there is a valid reason); 2. The Employer, at its discretion, has counseled the Employee regarding the Employee’s abuse of leave, there is a record of such counseling and the leave record does not indicate substantial improvement; and/or 3. An Employee is caught in the act of abusing sick leave shall be just cause for: • The non-payment leave, or the Employer has evidence of the Employee abusing sick leave. The Employer must advise the Employee in writing of the requirement to furnish medical documentation for any and all absences which the Employee claims are due to illness or injury. When the Employee’s leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed record does not reflect an inappropriate or excessive use of leave for a period of five six (56) years and were not discharged for cause qualify for a severance as set forth below. Notwithstandingmonths, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees the requirement to provide medical documentation shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, removed and the expected duration Employee so advised in writing. The supervisor may reduce this time if he/she believes the Employee has improved his/her use of leave or adhered to the absence. Employees failing to do so may be subject to disciplinary actionsupervisor’s established procedures for requesting leave.

Sick Leave. Full-time Employees A. All regular, represented employees, shall be credited with 3.70 entitled to eight (8) hours of sick leave for with pay each pay period worked to a maximum month or major fraction thereof, with no accumulation limit. As discussed in subparagraph 4.3(D) below, one-half of nine hundred sixty (960) hours. Part-time employees shall accrue an employee’s annual accruable sick leave benefits on a pro-rata basis based on granted for use related to subparagraph C shall not be considered in determining the number of sick leave hours the Employee normally works used during a calendar monthgiven 12-month period. Non- Exempt employees The use of additional accrued sick leave related to subparagraph C shall take sick-not, in and of itself, be cause for discipline or decreasing an employee’s performance evaluation. B. The City has entered into an agreement with the PERS whereby accumulated sick leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. is converted to additional service credit upon retirement. C. Sick leave cannot pursuant to California’s Paid Sick Leave law may be granted or tolled prior to its accrual. Sick leave shall be approved taken for absences for one of the following reasonsthree purposes: • Because For the diagnosis, care, or treatment of illness an existing health condition of, or injury which prevents preventive care for, an employee; • For the Employee from performing job duties and responsibilities. • Because diagnosis, care, or treatment of medical an existing health condition of, or dental preventive care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness of, an employee’s family member (includes parent or injury to a member of the Employee's immediate familychild as defined below, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, registered domestic partner, parent, child, step child, brother, sister, father-in-law, mothersibling, grandchild, or grandparent); • For an employee who is a victim of domestic violence, sexual assault, or stalking, for the purposes described in Labor Code section 230(c) and Labor Code section 230.1(a). D. As discussed above, the first one-inhalf of an employee’s annual accruable sick leave taken in a given 12-month employment period will be treated as leave taken pursuant to California’s Paid Sick Leave law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional This sick leave may be used taken upon oral or written request and may not be denied. No verification will be required for illness this sick leave except for leave taken for reasons concerning victims of domestic violence, sexual assault, or injury of an immediate family member stalking, in which case certification may be requested for unscheduled absences. For all other sick leave requested (i.e., sick leave not taken pursuant to the Paid Sick Leave law) and unless otherwise required by law, the following requirements apply to sick leave taken. Sick leave with pay shall be granted upon approval the recommendation of the Employee's supervisordepartment manager in a case of the bona fide illness of the employee. • Employees In case of illness extending beyond two (2) days duration, the employee may use their accrued personal be required to furnish a certificate issued by a licensed practitioner in the discretion of the department manager (e.g., sick leave not taken pursuant to the Paid Sick Leave law). Each certificate shall be filed by the department manager with human resources. It shall be the responsibility of the department manager to deny the use of sick leave with pay in cases where there is substantial evidence of abuse of sick leave. Sick leave taken for absences due a protected purpose may not be considered in determining evidence of abuse of sick leave. In addition, all or some of these requirements for sick leave may not apply in the case of sick leave taken as part of a reasonable accommodation or in connection with other leave protected under the law. E. An employee who is entitled to ▇▇▇▇▇▇’s Compensation under the Labor Code of the State may elect to take as much of his/her accumulated sick leave or accumulated vacation as when added to the Worker’s Compensation will result in payment to that employee of his/her full salary or wage. F. Sick leave shall include diagnostic procedures, dental procedures and ophthalmology services when performed by a duly licensed practitioner. In some cases concurrent with sick leave taken pursuant to the Paid Sick Leave law, an employee shall be permitted to use in any calendar year the sick leave that would be accrued during six months at the employee’s then current rate of entitlement or ten (10) days per calendar year, whichever is greater to attend to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessarya child, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days parent, spouse, grandparent, grandchild, sibling, or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionregistered domestic partner.

Sick Leave. Full-time Employees The Employee shall be credited with 3.70 hours of entitled to 10 days sick leave for in respect of each pay 12 month period worked of continuous service. Sick leave entitlements can accumulate from year to year up to a maximum accumulation entitlement of nine hundred sixty 30 days. Where an employee needs to attend a medical appointment (960which may include a doctor, dentist, physiotherapist or similar professional) hoursthey should make reasonable endeavours to arrange such appointments outside of their ordinary working hour. Part-However, employees may present proof of their planned medical appointments to the employer and reasonable time employees shall accrue sick leave benefits off on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave canpay may be approved which will not be granted or tolled prior to its accrualdeducted from any leave entitlement. Sick leave shall be approved for absences for On a case by case basis and by agreement between the following reasons: • Because of illness or injury which prevents the Employee from performing job duties Employer and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury taken in advance of entitlement, but will be deducted from the entitlement upon accrual. The Employee must notify the Employer of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal intention to take sick leave for absences due prior to start of work on the day leave is to be taken, or if it is not practicable to notify prior to work, then as early as possible after that time. Where the Employee has taken sick leave because of an illness which has lasted at least three consecutive calendar days, the Employer shall be entitled to require a medical certificate relating to the reason for the absence. The three consecutive calendar days do not have to be working days. You may also provide a letter from a practitioner who is registered under the Health Practitioners Competence Assurance Act 2003. Where the Employee has taken sick leave because of an illness of which has lasted less than three consecutive calendar days, the Employee's child Employer shall be entitled to require a medical certificate relating to the reason for such the absence if the Employer: a. has reasonable periods as grounds to suspect that the Employee's attendance may be necessary, on the same terms as sick leave being taken by the Employee is able to use not genuine because there are no grounds for sick leave benefits for under clause 25.4; and b. informs the Employee's own illness, as early as possible after forming the suspicion that leave being taken is not genuine, that the proof is required; and c. agrees to meet the Employee’s reasonable expenses in obtaining the proof. • Employees may use their accrued personal DRAFT If the employee is required, or has agreed to work a Public Holiday, but does not work that day due to illness entitling the Employee to sick leave for absences due the employee shall be paid their relevant daily pay as if the employee had not worked the Public Holiday (and is therefore not entitled to a paid day in lieu) and the illness leave shall not be treated as sick leave. If the Employee is in receipt of weekly compensation under the regular caregiver for an Accident Compensation Act 2001, the Employer may, at the Employee’s child for reasonable periods as necessary to make other arrangements to provide care for request, pay the employeedifference between that compensation and the Employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employeeordinary weekly pay. In the case of an extended illness or injury this event, the Employer may require, at its expense, written medical verification that an Employee is able to perform deduct one day from the duties of employment before the Employee is allowed to return to work. Misuse of Employee’s current sick leave shall be just cause for: • The non-payment of entitlement for every five whole days that the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionEmployer makes that payment.

Sick Leave. Full1. Employees, except those on full-time Employees shall be credited educational leave with 3.70 hours of sick pay, absence without leave, leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees without pay, unpaid FMLA leave, or suspension, shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent 4.00 hours per pay period. 2. Employees employed on part-time basis shall accrue leave on a prorated basis. 3. Sick leave shall not be used before it is accrued. 4. Employees may use sick leave for personal medical treatment or illness or for medical treatment or illness of a relation by blood or marriage within the third degree or a person residing in the employee’s household. 5. There is no limit to the amount of sick leave that may be accrued. 6. Employees on sick leave must indicate the period of time for which leave is requested so that reasonable decisions can be made, and work assignments can be planned. 7. The Department does not condone the practice of the inappropriate or unjustified use of extended sick leave immediately prior to retirement and will examine such long-term sick leave requests as any other such request. 8. Supervisors who suspect abuse of sick leave may request that the employee provide a maximum doctor’s certification. The employee will be notified immediately that certification is required before final approval of four hundred eighty (480) hourssick leave can be granted. Eligible employees upon permanent separationSick leave abuse is “just cause” for, for reasons other than layoff or deathand may result in, may opt disciplinary action up to have such payment deposited in a post-employment health care savings plan (PEHCSP) created and including dismissal. 9. Employees will be required to provide healthcare provider certification for the employee; use of sick leave if the request for sick leave is for more than three (3) consecutive workdays. 10. All requests for long-term (40 hours or more) sick leave use will be evaluated to determine if the request meets the requirement of the Family Medical Leave Act (FMLA). If the request meets the requirement of the FMLA, the employee may opt to convert 80 hours will be notified immediately that they are being placed on Family Medical Leave and will be provided a copy of unused the Department’s FMLA policy. 11. Non-custody employees requesting unplanned sick leave shall follow the call-in procedure as outlined in CD-030600 and exceptions shall be entered in SHARE upon return to one (1) months paid up health insurance work. Requests for planned sick leave shall be submitted via email to the employee’s supervisor with sufficient notice to allow for workload planning. 12. Custody employees requesting sick leave must complete an SPB 101 Request for Leave. Such leave requests shall be submitted to the employee’s immediate supervisor immediately upon returning to work. Requests for planned sick leave shall be submitted to the roster management coordinator with sufficient notice to allow for roster planning. 13. Supervisors or roster management staff shall review the request and either approve or disapprove the request. If additional information is needed, the supervisor shall advise the employee onlyin writing. 14. Employees unable Sick leave shall not be granted for an employee to report for their normal work day because serve a sentence of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionincarceration.

Sick Leave. Full-time Employees a. Sick leave is defined as an absence necessitated by the employee's personal injury or illness. Benefits for absences necessitated by an industrial illness/injury are specifically provided for under Article X, Section 3 of this policy. b. Classified employees employed five days a week, 12 months per year, shall be credited entitled to twelve (12) days leave of absence for illness or injury with 3.70 hours full pay for a fiscal year of service. A classified employee employed full time, who is employed for less than a full fiscal year, is entitled to that proportion of twelve (12) days leave of absence for illness or injury as the number that individual is employed bears to twelve (12). c. Credit for leave need not be accrued prior to taking such leave, but the advance of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on credit cannot exceed the number of hours days which can be earned within the Employee normally works during a calendar monthcurrent fiscal year. Non- Exempt However, newly employed employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted eligible to take more than six days or tolled prior the proportionate amount to its accrualwhich entitled until after completion of six months of active District service. d. Classified employees may accumulate unused sick leave without limitation. e. All employees shall provide the District with a verification of illness following any absence exceeding three consecutive work days. Sick leave shall be approved for absences for However, the District may require a doctor’s verification following reasons: • Because of any absence due to illness or injury which prevents as a condition of payment of sick leave hereunder. f. Employees shall notify their immediate supervisor, or designee, in advance of taking any sick leave. g. Employees returning to work from sick leave after surgery or serious illness, upon the Employee request of the District, must provide a doctor's release certifying medical permission to return to work. h. When an employee's employment terminates and more sick leave has been used than earned, the amount used, but not earned, shall be deducted from performing job duties the final pay warrant. i. Sick leave credit received by transfer from another school District or County Superintendent of Schools shall be accepted and responsibilities. • Because of medical or dental care which cancredited to the employee's sick leave account with the Dunsmuir Joint Union High School District, if the employee was terminated from the previous employment for other reasons than initiated by the employer for cause, the sick leave will not be scheduled at credited. The employee must have accepted a time other than during position with the Employee's normal Dunsmuir Joint Union High School District within twelve months of having terminated employment with the previous employing district or County Superintendent of Schools. j. All sick leave rights or accumulation shall be canceled when an employee ▇▇▇▇▇▇ all connection with the District as an employee except that accumulated sick leave may be transferred to a subsequent employing district upon request pursuant to the above provisions. k. If a classified employee is absent from work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate familyaccident and has exhausted all accrued and advanced sick leave, not to exceed three (3) days. Immediate family he/she shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use receive extended sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due subject to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary action.following conditions:

Sick Leave. FullTeachers shall be entitled to sick leave as defined below: Subd. 1. Each full-time Employees teacher shall be credited granted 6 days at the beginning of the school year and 1 additional day after each month of the school year (total of 15 days annually). Sick leave with 3.70 hours pay shall be allowed whenever a teacher’s absence is due to the teacher’s illness and/or disability which prevented his/her attendance at school and performance of duties on that day or days pursuant to M.S. 181.9413. When there are extenuating circumstances, this fact should be presented to the Superintendent in writing and consideration shall be given to allow the teacher to use paid sick leave days. Elective surgery should be scheduled during non-school duty months; however, if use of sick leave for each pay period worked purposes of elective surgery during the school year is necessary, it shall require a recommendation from a medical physician to be presented and approved by the principal 30 days prior to the proposed procedure. Subd. 2. The unused portion of the 15 days for sick leave shall be allowed to accumulate to a maximum accumulation total of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments115 days. Sick leave cannot earned over the maximum will be granted or tolled prior considered lapsed but shall be recorded to its accrualthe teacher’s credit. Sick In the event that a teacher with an illness exhausts his/her current accumulated sick leave, and has lapsed sick leave recorded to his/her credit, additional sick leave shall be approved for absences for granted by the following reasons: • Because Superintendent/designee upon valid medical documentation, to the extent required by the teacher’s illness, but not to exceed the total amount of illness or injury which prevents the Employee from performing job duties and responsibilitieshis/her lapsed sick leave. Subd. • Because of medical or dental care which cannot 3. From accumulated sick leave, up to 20 days annually, with full salary, may be scheduled at used each year in case a time other than during the Employee's normal work day. • To make necessary nursing care arrangements teacher is absent because of illness in the “immediate/extended family.” When some other relative or injury to person has status of a member of the Employee's immediate immediate/extended family, not this fact should be presented to exceed three (the Superintendent and consideration given to invoke Subdivision 3) days. Subd. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder4. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued using personal sick leave under this section may be required to furnish a statement from a medical practitioner upon the request of the supervising principal when the administrator has reasonable cause to believe that an employee has abused or is abusing sick leave. Such a request to furnish a statement from a medical practitioner shall be in written form. The written request shall state the reason(s) for absences due the request as well as the period of time for which the employee will be required to furnish the statement. All such requests can only be made after an initial personal oral or written concern expressed by the supervising principal. Subd. 5. No sick leave provisions shall apply to a teacher who is injured while in the employment of another employer during the school year. Subd. 6. If injured while on school duty, sick leave will apply as provided above except that the amount of workers' compensation for loss of time paid to the illness of the Employee's child for such reasonable periods as the Employee's attendance may teacher will be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification subtracted from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided paid by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their the School District until said accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionhas expired.

Sick Leave. Full-time Employees Section 1: Sick leave for all employees covered by this Agreement shall be credited accrued and granted in accordance with 3.70 the provision of this section. Section 2: Employees covered by this Agreement shall accumulate 8 hours of sick leave for each pay period worked to completed month of service with a maximum accumulation of nine hundred and sixty (960) hours. Part-time employees Employees who work less than a normal work shift, due to illness or injury, shall accrue accumulate sick leave benefits on a pro-rata basis based basis. New employees on their date of hire shall have accredited to them 96 hours sick time, however, they shall not accumulate additional sick time until after the number completion of hours one year of service. If a new employee uses a portion of their advance accrual and then leaves City employment prior to when they normally would have acquired the Employee normally works during a calendar month. Non- Exempt employees shall take sick-amount used, the cash value of such excess usage will be deducted from their final payout. Section 3: In order to qualify for sick leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in payments, the employee must notify the department not later than one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences for before his/her normal starting time on the following reasons: • Because first day of illness or injury which prevents his/her absence unless, in the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member judgment of the Employee's immediate familyChief, not the circumstances surrounding the absence made such reporting impossible, in which event such report must be made as soon thereafter as is possible. a) In order to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional qualify for sick leave may be used for illness or injury of an immediate family member upon approval of payments, which involve the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) work days in any seven calendar day period, employees shall furnish a signed doctor’s certificate upon return to duty if requested by the Chief. b) An employee who makes a false claim for paid sick leave shall be subject to disciplinary action or more or in dismissal, depending upon the case of repeated or systematic absence of an Employee. In circumstances involved. c) Given reasonable justification, the case of an extended illness or injury City has the Employer may requireright, at its expense, written medical verification to order an employee to report to a City doctor at any time. The employee shall receive no additional compensation for the time that an Employee he/she is able examined if the examination occurs during the employee's regularly scheduled work period. If the employee is ordered to perform be examined during the duties of employment before the Employee is allowed to return time when they are not regularly scheduled to work, the employee will be compensated at the appropriate overtime rate unless sick leave abuse is suspected and verified. d) Employees who are on sick leave must notify the Employer of their whereabouts. e) An employee who calls in sick and does not have adequate accumulated sick time is subject to the following circumstances: 1) Such employee shall not qualify for overtime in each week such instances occur until they have completed 40 hours in that week. 2) Employees will be subject to disciplinary action or dismissal depending on the circumstances. Section 4: Employees subject to the provisions set forth in this Article, shall be eligible for paid sick leave when the employee's absence from work is due to an illness, pregnancy, or injury which is not related to work. a) Employees with accumulated sick leave credits who meet the qualifications of this Article and who use sick leave pursuant to this Article shall receive the straight time pay they would have received had they actually worked and shall have a corresponding amount of time deducted from their accumulated sick bank to the nearest half hour. Section 5: Sick leave absences shall be charged for all time taken off work to the level of one-half (1/2) hours. Misuse The determination of how much time will be charged is based on the percentage of the work shift completed as applied to the hours charged for a single day. If, for example, an eight (8) hour employee has worked 25% of their scheduled work shift and leaves work sick, they will be charged 75% of eight (8) hours, or six (6) hours sick time. Less than whole numbers will be rounded off to the nearest one-half hour. Section 6: An hour of paid sick leave shall be just cause fordetermined by dividing the employee's annual salary by 2080. Section 7: • The non-payment When an employee dies or retires under the Employer's Retirement Plan, any unused accumulation, not to exceed nine hundred and sixty (960) hours of the paid sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstandingleave, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave paid to said retiring employee or his/her estate at the rate of fifty (50) percent pay applicable to a the permanent classification held by the employee at the time of said death or retirement. For employees not on the department payroll as of January 1, 1982, sick leave payout at retirement will not be included in final average compensation. For employees of the former Communications Operators unit not on the department payroll as of June 30, 1982, sick leave payout at retirement will not be included in final average compensation. Section 8: An employee who has accumulated the maximum of four nine hundred eighty and sixty (480960) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of sick leave credit shall, if he/she notifies the Finance Department between December 1 and December 15 on the form provided, be paid on or before January 20 of the following calendar year for one-half of the unused sick leave to one hours earned in the preceding calendar year of employment with the City above the nine hundred and sixty (1960) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absencehours accumulation authorized above, and the expected duration remaining one-half shall accumulate and may be used for sickness only, and will not be compensated for in any way upon death or retirement. If the employee chooses to elect this payment option, he/she shall be paid at the rate in effect for his/her classification during the notification period. If an employee wishes to accumulate all of the absence. Employees failing to do so unused sick leave hours earned in such year, he/she may accumulate it but it may be subject used for sickness only and will not be compensated for in any way upon death or retirement. Section 9: Whenever sick leave payments are made under this Article, the employee’s accumulated unused bank of sick leave credits shall have a corresponding amount of time deducted. Section 10: If and when an employee quits or is discharged from his/her employment, any unused accumulation of paid sick leave shall be canceled. Section 11: An employee eligible for sick leave with pay may use such sick leave, upon approval of the division or unit commander, for absence due to disciplinary actionexposure to contagious diseases which could be communicated to other employees, or due to illness or injury creating emergency conditions which involve the employee or the employee’s spouse, children, stepchildren, parents, stepparents, ▇▇▇▇▇▇ parents and parents of spouse or domestic partner, sibling and other members of the family who reside within the home of the employee. The City reserves the right to require an employee to bring in medical verification at the employee's expense, of such illness or injury. Section 12: When an employee has exhausted his/her accumulated paid sick leave credits, said employee may, at the discretion of the Chief, use accumulated paid vacation days or accumulated paid compensatory time to the extent of said employee's unused accumulated vacation or accumulated compensatory time as paid sick leave.

Sick Leave. Full-time Employees 14.1 An employee who is unable to work because of illness or accident shall be credited with 3.70 hours of sick leave paid full salary for each pay period worked such time to a maximum accumulation of nine hundred sixty six (9606) hoursmonths. If it is expected that such absence will exceed (6) months, the employee is responsible for making an application for Long Term Disability Benefits prior to the expiration of Sick Leave. Sick leave with pay will not apply during the first three (3) months of employment. 14.1.1 Part-time employees shall accrue sick leave benefits on who have worked a pro-rata basis based on minimum of 700 hours in each of the number of hours the Employee normally works during a previous two calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave years shall be approved for absences for entitled to sick leave. Entitlement shall be three (3) days per calendar year. 14.2 Sick Leave will be paid subject to the following reasons: • Because conditions: (a) A written declaration of illness or injury which prevents will be required for each absence and a doctor’s certificate is to be attached if the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other absence extends to more than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family A subsequent doctor’s certificate may be required to substantiate the length of a claim or to verify that an employee is capable of returning to active duty. (b) Employees shall be defined give as much notice as possible when calling in sick to those persons responsible for their scheduling, a minimum of one (1) hour prior to the Employee's spousestart of their tour of duty. (c) The Employer agrees to pay for any reasonable cost, parentupon submission of an invoice, childfor obtaining a medical certificate. It is expected that an employee will obtain the required certificate in conjunction with a regular doctor visit. However, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living the Employer will give consideration to any exceptions. (d) Where an absence is as a contributing member result of an injury or illness that is considered part of or should be covered by LTD. [Sick leave does not apply if an employee is denied LTD or subsequently has LTD cancelled.] This article only applies to a continuous illness once the family unit and not a tenant26-week benefit period has been exhausted, renter or boarder. Additional in order to determine additional short-term disability payments at Employer discretion. (e) Employees on sick leave (Short Term Disability) may be used required to provide a Medical Report Form in cases of extended absences (more than 15 days), or where a date for illness or injury of an immediate family member upon approval of the Employee's supervisorreturn to work has not been established. • Employees This form may use their accrued personal sick leave also be required from employees where a medical report is required to update a previous report. CTV Ottawa/ONG The Employer’s Medical Report will be forwarded to CTV Ottawa’s Medical Doctor for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance review, guidance and direction. (f) A medical examination may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification required by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification : (i) in order to substantiate a claim for sick leave; (ii) verify that an Employee employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse All results shall be forwarded directly to CTV Ottawa’s Medical Doctor. (g) If requested in writing by the employee, the results of the medical examination will be conveyed to the employee’s personal physician. (h) Confidential medical information forwarded to CTV Ottawa’s Medical Doctor shall be subject to the ethical and disclosure rules of the College of Physicians and Surgeons. It will not be forwarded to non-medical individuals without the written consent of the employee. 14.2.1 It is the responsibility of employees to make application to the Insurance Company prior to the expiry of the Employer’s six (6) month sick leave provisions. An employee who is not accepted on LTD or whose benefits are terminated will be placed on leave without pay pending successful application, appeal or final determination of their claim. Employees placed in this situation shall be just cause for: • The non-payment entitled to the assistance of a representative and it is understood that the Employer shall provide assistance in respect of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 employee’s claim. An employee who fails to apply for LTD or who has failed to meet the eligibility requirements following final review will have their relationship with the employer reviewed. An employee on Long Term Disability will, upon recovery from the disability, be entitled to return to work at any time up to two (Discipline & Discharge)2) years of the illness or injury to their pre disability job. Employees Six months STD benefits will be reinstated for employees who have been employed return to work except for a recurrence of the same or related injury or illness within the first year of the employee=s return. 14.3 Absence because of illness or incapacity shall not interrupt an employee's accumulation of vacation credits for a period of five up to six (56) years and were months. Vacation credits shall not discharged for cause qualify for a severance as set forth belowaccumulate during the period when an employee is in receipt of LTD benefits. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees There shall be compensated for their accumulated unused no loss of seniority while an employee is on sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionleave.

Sick Leave. FullA. Each regular full-time Employees shall be credited with 3.70 hours of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Partor part-time employees employee shall accrue sick leave benefits on at the rate of .0463 hours for each hour in a proregular pay status excluding overtime, call-rata basis based on back and standby duty. B. Employees represented by the number Association shall receive eighty (80) hours sick leave accrual upon appointment or such prorated amount for regular part-time employees. Employees entering the unit from another County classification not eligible for this advance shall retain their current sick leave balances and shall only receive additional sick leave accrual necessary to provide a balance of eighty (80) hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick sick leave. C. Unused sick leave shall be approved cumulative from year to year, with no accrual limit. D. Sick leave usage may not exceed the employee's accrued sick leave balance reported on the Leave Report at the end of the pay period immediately preceding the pay period in which the leave is taken. E. A department head may require evidence in the form of a physician's certificate, or otherwise, of the adequacy of the reason for absences any employee's absence during the time for which sick leave was requested. Under no circumstances is sick leave to be used in lieu of, in addition to, or as vacation. The Auditor may require a physician's certificate from the department in order to determine correctness of payroll records. F. When a member of an employee’s immediate family is seriously ill or injured and requires the employee’s presence and attendance, the employee may be allowed by his/her appointing authority to use up to six days (48 hours) of accumulated sick leave to attend such family member; provided, that not more than six days per year may be allowed for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a any one member of the Employeeemployee's immediately family. Subject to department head approval, an employee may exceed the six day limit to care for an immediate family member who has a catastrophic or life threatening illness as verified by a physician’s statement. G. Up to a maximum of five days (40 hours) of his/her accumulated sick leave may be allowed by his appointing authority to an employee for absence from duty because of any and each death in his immediate family. H. For the purposes of Section F and G above, not to exceed three (3) days. Immediate family shall be "immediate family" is defined as the Employee's spousehusband, wife, parent, step parent, brother, sister, child, step child, brothergrandparent, sistergrandchild, and mother-in-law or father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part law of the family unit employee. I. An employee may, when necessary and not a tenantat the discretion of his/her department head, renter or boarderbe granted up to two hours leave with pay to make voluntary nonremunerated blood donations to non-profit blood banks in the County. Additional sick leave Time off in excess of two hours and up to an additional two hours may be used for illness this purpose, but such additional time off shall be charged to accumulated sick leave. Leave for the purpose of donating blood shall not exceed five times in any one calendar year. J. Each regular full-time or injury regular part-time with Accumulated Unused Sick Leave balances in excess of an immediate family member upon approval 240 hours as of September 17, 1978, will be eligible for sick leave pay off. Upon termination of employment from County services, 50% of the Employeevalue of the Eligible Accumulated Unused Sick Leave hours will be paid at the employee's supervisorhourly rate in effect as of September 17, 1978. • Employees may use their accrued personal Eligible Accumulated Sick Leave hours are defined as the Accumulated Unused Sick Leave hours between 240 hours and 960 hours reported as of September 17, 1978, or if less, then hours reported by the time of termination. K. Any payment made under Section J above will be made only once to an employee in his work history with the County upon termination of employment. If an employee is subsequently rehired in the service of the County, incentive payment for Unused Sick Leave will not be applicable, and previous balances paid off upon termination will not be restored. L. Except upon layoff in accordance with Civil Service Rule XI, termination of County employment shall abrogate all sick leave for absences due accrued to the illness time of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay outtermination, regardless of years whether such person subsequently re-enters County employment of service. Eligible employees shall be compensated for their accumulated , except that unused sick leave at balances shall be reinstated for employees rehired into the rate County service within one year of fifty (50) percent separation. Except as provided in Section J, no payment shall be made to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, any employee for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave accumulated to one (1) months paid his credit at the time of his termination from County service. M. Employees who retire from the County shall have their accumulated sick leave credit of up health insurance to 2,080 hours added to their term of service for the employee only. Employees unable to report for their normal work day because purposes of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actioncalculating retirement benefits.

Sick Leave. Full-time Employees shall be credited with 3.70 hours 5.3.1.1 All classified employees are entitled to one day of sick leave for each pay period worked month of work. Unused sick leave may be accumulated without limit. Classified employees who work less than a full day are entitled to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during ratio their normal work day bears to a calendar month. Non- Exempt employees shall take sick-leave in one quarter full day (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual8 hours). Sick leave shall not be approved for absences charged against unused vacation except as provided under 5.3.1.6 below. For the purpose of computation, employees who work 50% or more of their required working days in a given month shall be credited with one-half month service, and employees who work 75% or more of their required working days in a given month shall be credited with a full month service for the following reasons: • Because purpose of accumulating sick leave. Nine (9) month employees meeting the above requirements will be granted ten (10) days of sick leave. 5.3.1.2 When employees are ill they are encouraged to take sick leave provided for that purpose. If the District has reason to suspect that a classified employee is abusing sick leave, it may require that s/he present proof of illness to qualify for pay during the absence. If the classified employee is entitled to sick leave, and should such a request cause any additional mileage or medical expense to the employee, the District shall pay these expenses. Mileage will be the amount approved by the IRS for tax-deductible expenses. 5.3.1.3 All illness or injury which prevents that physically incapacitates the Employee employee from performing job his/her regular duties and responsibilities. • Because of medical or dental care which cannot be scheduled at is an authorized reason for a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury sick-leave absence. 5.3.1.4 When an employee is exposed to a member of contagious disease and is absent from work to prevent spreading the Employee's immediate family, not disease to exceed three (3) days. Immediate family shall be defined their employees as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for verified by the employee’s childphysician, sick leave is authorized. Sick leave usage An employee shall be subject to approval and verification by paid his/her regular salary for any period during which his/her place of employment is closed because of quarantine, epidemic, or other conditions involving the Employer. The Employer reserves the right to request medical verification from health or safety of employees, provided that the employee at is ready, able and willing to perform his/her customary or other reasonable and suitable duties. During this period, the employer's expense in District shall endeavor to assign the event employee to work elsewhere. 5.3.1.5 Time off for doctor of dentist appointments may be taken as sick leave if the appointment is necessary because of illness, injury or for dental care. 5.3.1.6 When an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may requireemployee has exhausted his/her accumulated sick leave, s/he may, at its expenseher/his option, written medical verification use accumulated vacation time earned to date at that an Employee time. 5.3.1.7 Any employee who is able required to perform the be absent from his/her duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years months or less due to a serious illness or accident may be granted the difference between his/her regular salary and were the salary paid a substitute for such a position. Such a salary differential will be granted only after all accumulated sick leave has been exhausted. Request for leave under this provision must be made directly to the Superintendent. Prior to making a decision, the Superintendent may request a report from the physician designated by the employee. Employees granted leave under this provision shall sign an agreement that the District will be given written notice no less than twenty (20) working days before the expiration date of the leave of their intention to return. Accompanying the written intention to return will be a physician’s report verifying fitness to resume work. Failure to notify the District will be considered a notice that the employee will not discharged return. 5.3.1.8 In any case in which a dispute arises as to the medical condition of an employee's ability to work, the employee will be referred, at District expense, to a physician, whose opinion shall be controlling, to provide an independent corroboration of diagnosis and/or length of recovery. The Union and the District will mutually agree yearly on a panel of doctors for cause qualify employees to choose from for this purpose. 5.3.1.9 Annual sick leave entitlements will be posted the beginning of each school year or upon a new employee's effective hire date. An employee may request from the personnel or payroll departments a statement of sick leave accumulated at any time. 5.3.1.10 All transitional duty assignments shall be approved in accordance with a physician's written statement of ability to work without risk of re-injury with approved restrictions listed. The written transitional duty authorization from the treating physician shall be provided to the District at the beginning of the next business day of receipt by the worker. 5.3.1.11 No applicant for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall transitional duty assignment will be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day discriminated against because of reasons established by this Article shall notify their supervisor of the absencepast work performance, reason for absenceage, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionphysical handicap, or any other reason.

Sick Leave. Full(a) A full-time Employees regular employee shall be entitled to earn sick leave benefits at the rate of four (4) hours per biweekly pay period. Earned sick leave may accumulate and is cumulative from year to year. An employee must be in full pay status a major portion of his/her regularly scheduled biweekly hours to be credited with 3.70 hours of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty that period. (960b) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved charged for absences for absence from work by reason of illness, injury or death under the following reasons: • Because circumstances: (1) Sick leave may be granted only as the result of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employeeemployee or illness, injury or death of any relative within the third degree of consanguinity or affinity (consanguinity is defined as kinship to include blood relationship; whereas affinity is the connection existing by consequence of marriage) or registered domestic partner. (2) Provided, however, that the employee requiring sick leave must provide the Chief of Police with evidence of such need. Thereupon, the Chief of Police shall guarantee his/her personal knowledge of the necessity by certifying the granting of sick leave. To insure such knowledge, he/she may require the employee to provide a written doctor's immediate family, not to exceed three (3) daysstatement of the prognosis and diagnosis before granting sick leave. Immediate family Employees shall be defined as the Employeeat their place of residence, a medical facility, or their doctor's spouseoffice, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of their whereabouts when using sick leave. Any gainful employment, recreation, travel for recreation or other activity for non-sick leave purpose, when an employee is on sick leave is considered evidence of abuse of sick leave unless approved in advance in writing by the absencePolice Chief or his/her designee. Utilization of sick leave for purposes other than those defined in the Agreement shall be considered evidence of abuse. An employee may be disciplined when evidence of abuse exists. The parties specifically agree any use of more than eleven (11) sick leave days in any twelve (12) month period is considered excessive. Excessive sick leave usage shall be reviewed to determine if the excessive use is justified or if the excessive sick leave usage requires corrective action. (3) Provided further, reason if any employee does not have adequate accumulated sick leave time, the Chief of Police may grant the use of other accumulated time in lieu thereof. In no case, however, will sick leave be granted in lieu of vacation time. (c) Sick leave shall be charged on an hourly basis for absenceeach full hour or major portion of an hour of sick leave taken. Holidays occurring during sick leave periods shall not be counted as sick leave time but paid in accordance with article 8 (a). However, and where deemed appropriate, the expected duration Chief of Police may require the employee to furnish proof of such illness. Sick leave taken during a biweekly pay period shall be charged before sick leave earned that pay period is credited. (d) At the time of separation, except for cause, an employee shall be compensated for accumulated sick leave as follows: (1) For employees hired prior to July 1, 2011, having four hundred fifty (450) or more hours shall be cashed out at the rate of ninety percent (90%) of the absencetotal accumulated hours up to and including a maximum of one thousand six hundred (1,600) hours at his or her base hourly rate of pay. (i) At the time of separation once the threshold amount of hours is reached, the employee shall be paid for all hours up to and including one thousand six hundred (1,600) hours in the bank at the percentage rate indicated. (2) For employees hired by the City on or after to July 1, 2011, having four hundred fifty (450) or more hours shall be cashed out up to at the rate of ninety percent (90%) of the total accumulated hours up to and including a maximum of five hundred seventy-eight (578) hours at his or her base hourly rate of pay. (3) At the time of separation from service, the employee may utilize any available City programs that are allowed under Federal Law to be tax deferred or tax sheltered or PERS. Employees failing In no case will the City pay any tax consequences for the employee. (4) Prior to do so separation, employees having more than 450 hours of accumulated sick leave may cash out any leave in excess of 450 hours twice during their employment with the Reno Police Department. A maximum of 575 hours may be subject cashed for each cash out. Any such hours cashed out shall be applied against the maximum hours cash out allowed in subsection (1) or subsection (2) for the purpose of calculation of the final number of hours available for cash out upon separation. Cash outs prior to disciplinary actionseparation are also entitled to utilize any programs as describe in subsection (3). (5) For calculation of cash out payment in section (e), an employee may elect, in lieu of regular pay, to have his or her base pay (without special assignment pay) increased by an amount equivalent to his or her longevity pay for the biweekly pay period broken down into an hourly rate times the hours cashed out. (e) In the event of death of an employee, the employee's estate shall receive payment for sick leave accrued but unused in accordance with section (d) above. (f) Employees shall be permitted to receive those infectious disease vaccinations that are recommended by the Labor-Management Committee and approved by the Chief of Police, including Hepatitis B vaccinations. Any employee who elects to receive such immunizations and who then fails to comply with the medical guidelines of the immunization program shall have the expense of his/her immunization deducted from his/her pay. In addition, the City shall provide, at no cost to the employee, any disease screening procedures that may be recommended by the Labor-Management Committee and approved by the Chief of Police.

Sick Leave. Full-time Employees shall be credited with 3.70 hours of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (Section 1) hour increments. Sick leave cannot may be granted taken in 15-minute increments. The employee is responsible for notifying the Employer (supervisor or tolled prior designated individual) by designated call-in number and/or other method established by the supervisor when he is unable to its accrualreport for work because of an incapacitating illness or injury. Sick The employee will request sick leave shall be approved for absences for no later than two hours after the following reasons: • Because start of the employee’s regular shift on the first working day of absence, unless the circumstances of illness or injury which prevents render notice impossible. For those employees on shift work, every reasonable effort will be made by the Employee from performing job duties employee to inform the appropriate supervisor of his inability to report for work due to sickness or injury before the time for beginning the shift and responsibilitiesif possible, in sufficient time to allow for other ▇▇▇▇▇▇▇ arrangements to be made. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of Where absence for incapacitating illness or injury to will be for a member period of the Employee's immediate family, not to exceed more than three (3) days. Immediate family shall be defined as the Employee's spouseconsecutive workdays, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that it is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s childresponsibility to keep the Employer informed of the date on which return to duty is expected. Section 2. Employees suspected of abusing sick leave privileges may be required to submit a medical certificate in substantiation of each absence due to claimed illness regardless of duration. This requirement will not be invoked without first advising the employee, in writing, of the reason for requiring the documentation. The management official requiring an employee to submit a medical certificate for all sick leave, due to suspected abuse, will review the employee's use of sick leave no less than once each 90 days thereafter and will withdraw the requirement in writing when acceptable improvement is noted. Section 3. It is agreed that employees desiring non-emergency medical, dental or optical examination or treatment should make every effort to schedule such appointments after work hours or on non-workdays. Where this is impractical, requests for sick leave to cover such examination or treatment shall be submitted as far in advance as possible and shall specify the date and time of the appointment. Section 4. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of more than three (3) days or more or in the case of repeated or systematic absence of an Employeeconsecutive workdays should be supported by a medical certificate. In the case of an extended illness or injury When for justifiable reasons a medical certificate is unnecessary, the Employer may requireaccept an employee's certificate showing incapacitation waiving medical documentation. The certificate, at its expensewhen required, written must cover all absence beyond the third workday and show that the employee was incapacitated for duty for the entire period covered by the certificate. In cases of extended illness, medical verification that an Employee is able certificates may be required periodically if necessary to perform establish the duties of employment before the Employee is allowed employee's continued incapacity to return to workduty. Section 5. Misuse The Employer agrees that when an eligible employee cannot perform in his current position due to temporary physical disability and is recommended for light duty by his personal physician, corroborated by a competent base physician, the Employer will exert reasonable effort to assign the employee to light duty commensurate with mission requirements and subject to availability of appropriate work within the employee's capability. Section 6. Career or career-conditional employees who are incapacitated for duty because of serious illness or disability may be advanced unearned sick leave shall be just cause for: • The non-payment of not to exceed thirty (30) days provided there is a reasonable expectation that the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed employee will return to duty and remain on duty for a period of five (5) years and were not discharged for cause qualify for a severance as set forth belowsufficient to liquidate the advance by subsequent accrual. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused Advanced sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may will not be subject to disciplinary actionunreasonably denied.

Sick Leave. Full-time Employees SECTION 1 The Employer agrees all Lodge member shall be credited with 3.70 accrue eight (8) hours of sick leave for each pay period worked per month, beginning the first day of employment, but is not available to be used within the first six (6) months of employment. Sick leave need not be used within a specific duration, but may be accumulated up to a maximum accumulation of nine eight hundred sixty (960800) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on hours at the number end of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour incrementsfiscal year. Sick leave canwill not be granted or tolled prior to its accrualutilized unless the employee has accumulated said leave. Sick leave with pay shall be approved for absences granted for the following reasons: • Because of : (A) Personal illness or injury which prevents physical incapacity resulting from causes beyond the Employee employee's control. (B) Enforced quarantine of the employee in accordance with health regulations. Or; (C) Anyone who falls under the City of Harrah's "Family Medical Leave Act" definition of immediate family member becomes, or is currently, ill or injured, and requires the employee's attention. SECTION 2 Employees absent from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness must notify the Chief of Police, or injury designee, prior to a member the start of the Employee's immediate familyactual work period; giving a minimum of two (2) hours advanced notice except in cases of extreme emergencies. SECTION 3 Any employee who has accrued a total of two hundred (200) hours, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouseor more, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may donate up to, but not to exceed, one-half (1/2) of his/her total amount accrued to any employee who has sustained a prolonged injury or illness. Such donations can only be used for illness or injury of an immediate family member upon approval of made after the Employee's supervisor. • Employees may use recipient has exhausted their accrued personal own vacation, holiday, and/or sick leave for absences due and compensatory time. Final approval must be granted in writing by the City Manager. No employee shall be allowed to the illness of the Employee's child for such reasonable periods donate as the Employee's attendance may be necessary, on the same terms much leave as the Employee is able to use reduce their own accrued sick leave benefits below one hundred (100) hours. (A) An Employee who continues to be physically unable to perform his/her normal duties for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence a period of three (3) days consecutive working days, or more more, shall be required to provide a physician's written statement to the Chief of Police, or in designee, and every subsequent thirty (30) day period of such absence, which confirms the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able employee's continued inability to perform the duties of employment before the Employee is allowed his/her normal duties. Additionally, an employee may be placed on "proof status," requiring an employee to return to work. Misuse of bring medical certification for any future sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one occurrence when: (1) The employee has frequent sick leave usage, defined as nine (9) sick leave occurrences without a physician's written statement within a twelve (12) month period. (B) Proof status" shall be for a six (6) month period. Any sick leave occurrence while on "proof status" without a physician's written statement will automatically extend the period by an additional three (3) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so Officer may be subject to disciplinary actionaction for sick leave abuse. The City shall advise the employee, and designated FOP representative if applicable, of being place on such status, or any extension thereof. SECTION 5 For the purposes of this Agreement, a "physician's written statement" shall be defined as any printed, or written, notice to employer, which directly states the employee cannot, or should not, engage in work related activities, the basic nature of the employee’s illness and/or injury, and when the employee will be deemed by the physician to have sufficiently recovered from his illness in order to be able to return to his/her normal duties without limitations or restrictions. SECTION 6 The Lodge agrees the City shall no longer pay employees for any unused sick leave upon retirement.

Sick Leave. Full-time Employees Sick leave pay shall be credited with 3.70 hours of as follows: 18.1 Employees shall accumulate sick leave entitlement at the rate of one and one-quarter days for each pay period worked month worked. 18.2 In the event the earned sick leave is not used in any particular year, the unused portion shall be allowed to accumulate up to a maximum accumulation of nine one hundred sixty fifty (960150) hoursdays. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number Only regular working days of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave be counted in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. computing sick leave. 18.3 Sick leave shall be approved for absences for paid on the following reasons: • Because basis of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal regular straight time hourly rate of pay at the time sick leave is taken. 18.4 Employees entitled to sick leave who leave work daydue to illness after the start of their shift shall be compensated for time not worked on that shift out of their accrued sick leave, if any, and their sick leave entitlement shall be reduced accordingly. 18.5 If required by the Town, a physician's certificate of illness shall be submitted by the Employee after three (3) days of absence before leave will be granted under the provisions of this section. • To make necessary nursing care arrangements Further, it is mandatory that a physician's certificate of illness be provided by the Employee on the thirtieth (30th) day of a continuous sickness or disabling injury. 18.6 The Town will have the right to require a medical examination of an Employee who reports inability to report for duty because of illness or injury to a member injury. This examination shall be at the expense of the Employee's Town by a physician appointed by the Town. 18.7 Sick leave shall be payable only in case of bona fide illness, illness in the immediate family, not to exceed three (3) daysor non-work connected accident. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick Sick leave may be used for illness or injury of off island travel for Medical Reasons including doctors appointments, x-ray and lab work. 18.8 An Employee may receive an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal additional sick leave of up to sixty (60) days per fiscal year for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessarycatastrophic illness, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the EmployerTown. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event grant or denial of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended such catastrophic illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • at the sole discretion of the Town and not subject to grievance or arbitration provisions of this Agreement. All sick leave must be depleted before catastrophic illness pay is granted. A minimum of one years' continuous service is required. The non-Town may take into account past absences and the length of an Employees service. An Employee may use any accrued vacation, sick leave and/or personal time to receive pay while on sick leave in excess of sick time accrued. Health and basic life insurance coverage will continue if Employee desires and arranges for payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period 10% Employee portion of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionpremium.

Sick Leave. Full-time Employees A. All employees covered by this Agreement shall be credited with 3.70 hours of granted sick leave for each with pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour incrementsworking day for every full month of service. Sick Unused sick days may be accumulated without limitation. Employees may “sell back” accumulated unused sick leave canon the basis of one (1) day’s pay for each day accumulated, for those days accumulated in excess of forty-five (45) days only. The minimum sell-back shall be equal to one (1) full working day dependent on the employee’s normal scheduled working day, e.g.: eight hours, seven hours, seven and one-half hours. This plan shall be administered in accordance with Authority rules and regulations, as shall a separate benefit relating to unused sick time at retirement. Under the provisions of Chapter 3, P.L. 2010, employees hired on or after May 21, 2010 are not be granted or tolled prior entitled to its accrual. supplemental compensation for sick leave before retirement and are therefore not entitled to “sell back” their sick leave. B. Sick leave shall be approved for absences for defined as follows: 1. Exposure to a contagious disease that would endanger the following reasons: • Because health of coworkers, or absence from duty due to illness or injury. 2. Presence of illness or injury in the immediate family which prevents requires the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) daysemployee’s personal care. Immediate family shall be defined as the Employee's any blood relative, spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living father-in-law who resides as a contributing regular member that is considered part of the family unit employee’s household. This will include mother and not a tenant, renter father whether living within or boarderoutside of the household. Additional A maximum of three (3) sick leave days may be used for illness or injury of an immediate family member upon approval this purpose; however, due to extenuating circumstances, this period may be extended at the discretion of the Employee's supervisor. • Employees may use their accrued personal Authority. C. During an employee’s probationary period, sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use will not accrue and no paid sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s childwill be given during this period. Sick leave usage shall is not advanced and cannot be subject to approval and verification by the Employerused until it is earned. D. Supervisors may, in their own discretion, ask for medical proof of illness. The Employer reserves the right to request In any event, a medical verification report from the employee at the employer's expense in the event of an absence a practicing physician will be required for absences of three (3) days or more more. Abuse of sick leave or in “patterned illness” shall be cause for disciplinary action up to and including dismissal. Employees requesting pre-approved sick leave are required to substantiate the case absence with documentation from a practicing physician which is to be submitted on the day of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to their return to work. Misuse of If appropriate documentation is not provided, the absence will be recorded as a sick leave shall be just cause for: • The nonabsence rather than a pre-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the approved absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary action.

Sick Leave. FullA full-time Employees Staff Specialist shall be credited with 3.70 hours entitled to sick leave on full pay calculated by allowing ten working days, granted in advance, for each year of continuous service less any sick leave on full pay already taken, subject to the following conditions; (a) the Employer may require the sickness to be certified to by a legally qualified medical practitioner approved by the Employer or may require other satisfactory evidence of the sickness. (b) a Staff Specialist shall be granted sick leave progressively for the first 3 months of continuous service. At the completion of three months continuous service the employee shall be granted, in advance, the balance of their first year of entitlement of sick leave. (c) a Staff Specialist shall not be entitled to sick leave on full pay for any period in respect of which such Staff Specialist is entitled to workers' compensation; provided, however, that the Employer shall pay to a Staff Specialist who has a sick leave entitlement under this clause the difference between the amount received as workers' compensation and full pay. The Staff Specialist's sick leave entitlement under this clause shall, for each week during which such difference is paid, be reduced by that proportion of 1 week which the difference paid bears to full pay. (d) for the purposes of this clause "service" means service in any of the positions covered by this Agreement, provided that any person who was employed by the Employer immediately prior to becoming a Staff Specialist in any position covered by this Agreement shall be entitled to add to their service under this Agreement the service that they has had under any other award/agreement covering their employment by the Employer provided that Staff Specialists who are employed by the Employer at the date of the commencement of this Agreement shall retain to their credit until exhausted, any accumulation of sick leave for each pay to their credit immediately prior to such date, and provided further that such credit is not less than the entitlement otherwise prescribed by this clause. (e) The Employer shall not terminate the services of a Staff Specialist, except on the grounds of misconduct, during the currency of any period worked to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue paid sick leave benefits on unless an agreed independent registered medical practitioner certifies that a pro-rata basis based on Staff Specialist is fit to continue in employment and the number of hours the Employee normally works during Staff Specialist refuses to resume duty. (f) If a calendar month. Non- Exempt employees dispute arises as to whether a Staff Specialist is fit to continue in employment, such dispute shall take sick-leave be addressed in accordance with Clause 3, Issue Resolution. (g) An employee who ceases employment in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties public health organisation and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member within two months of the Employee's immediate family, last day of service commences employment in another public health organisation does not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional lose any accrued but untaken sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionleave.

Sick Leave. Full-time Employees Section 1: Sick leave shall accrue at the rate of ten (10) hours per month commencing on the first day of hire into a regular position. Sick leave is earned by active employees on the 1st day of the month. (a) HPSA Members shall be credited with 3.70 hours paid their current hourly rate for each hour of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. used. Section 2: Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasonswill accrue on an unlimited basis. Section 3: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member Upon approval of the Employee's immediate familyChief of Police or designee and Director of Human Resources or designee, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for by HPSA Members who are: (a) Incapacitated from the performance of their duties by illness or injury injury, or (b) Whose attendance is prevented by public health requirements, or (c) Who are required to absent themselves from work for the purpose of keeping an appointment with the doctor; or (d) Who are required to absent themselves from work to personally care for a member of their immediate family member upon approval in those medical situations which require the employee's prompt attention. Section 4: With the exception of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to depletion, annual leave shall not be used in place of sick leave. Section 5: HPSA Members shall call in as required by department policy before the illness beginning of their shift when using sick leave. Section 6: HPSA Members who have exhausted all accumulated sick leave will be granted the Employee's child for such reasonable periods as the Employee's attendance use of accrued annual leave, floating holidays, banked holidays, then donated leave. Leave without pay may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make granted when all other arrangements to provide care for the employee’s child. Sick leave usage paid leaves are exhausted. Section 7: HPSA Members covered by this Agreement shall be subject to approval the following requirements for payment of such leave. (a) Sick leave requests: Upon return to duty, employees are required to file and verification sign a sick leave request. Sick leave may not be used for any gainful employment, pursuit of personal business, recreation, travel for recreation, non-sick leave purposes, or other non-sick leave related activity, unless approved in advance by the Employer. The Employer reserves the right to request medical verification from the employee at the employerChief of Police or designee. (b) Physician's expense in the event Certificate of an absence Recovery and Fitness: A certificate of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to recovery and fitness shall be submitted by all HPSA Members upon return to work. Misuse work from any illness that required the use of sick leave shall be just cause for: • The non-payment for periods longer than three consecutive working days. (c) An employee who accrues more than eight (8) incidents of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited usage in a post-employment health care savings plan twelve (PEHCSP12) created for month rolling period looking back from the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so latest incident may be subject to disciplinary actionaction up to and including termination. (1) Incident of Use (Sick Leave): Any period of continuous absence for the same reason, or the use of sick leave for an individual non-chronic condition's repeated treatment shall be considered one incident. Use of sick leave for a scheduled medical/dental appointment or when on approved FMLA leave shall not constitute an incident of sick leave. An incident will be defined as a period of continuous absence for an item defined in Section 3 of this Article no matter how long that incident lasts. After returning to work, absences for the same incident that requires continued treatment will not be counted as a separate incident. (2) Unscheduled patterned absences utilizing sick leave associated with normal days off, scheduled leave or holidays are not subject to the eight (8) incident threshold and after being counseled about such patterned absences a HPSA Member may be subject to discipline if these types of absences continue. (d) HPSA Members shall report to work if recovery of illness is made during the normal work hours. Any gainful employment, pursuit of personal business, recreation, travel for recreation or non-sick leave purposes, or other such activity when a HPSA Member is on such leave is considered evidence of abuse of sick leave unless approved in advance in writing by the Chief of Police or designee. This does not preclude the HPSA Member from the ability to vote, attend religious services or engage in other activities which are constitutionally protected. Section 8: Employees with one or more years of full-time service, who use no more than the sick leave usage outlined below during the fiscal year shall receive bonus hours of vacation credited in July annually on the following schedule. 0 – 1 day usage - 4 days bonus 1.1 2 days usage - 3 days bonus 2.1 4 days usage - 2 days bonus Section 9: HPSA Members, hired prior to July 1, 1995, upon separation for any reason excluding disciplinary termination, shall be paid for all accrued unused sick leave not to exceed 1600 hours. (a) In the case of death of a HPSA Member hired prior to July 1, 1995 during his tenure with the CITY, 100% of the HPSA Members’ unused sick leave shall be paid to the HPSA Members’ designated beneficiaries per the provisions of Article 5 Section 4 (a). Section 10: (a) Effective July 1, 1995, for HPSA Members hired on July 1, 1995 or after, with six (6) or more years of service, upon termination for any reason excluding disciplinary termination, sick leave hours accrued shall be computed based upon the HPSA Members’ base hourly rate, and shall be paid for all accrued sick leave hours not to exceed 500 hours. (b) Effective July 1, 1995, for HPSA Members hired July 1, 1995 or after, with twenty (20) years or more of service, upon termination for any reason excluding disciplinary termination, sick leave hours accrued shall be computed based upon the HPSA Members’ hourly rate, and shall be paid for all accrued sick leave hours not to exceed 900 hours.

Sick Leave. Full-time A. Employees hired prior to the execution of this Agreement shall be credited with 3.70 earn ten (10) hours of sick leave for each pay period worked to month of active service and may accumulate a maximum accumulation of nine hundred sixty two thousand and forty (9602,040) hours. Part-time employees Employees hired on or after the execution of this Agreement shall accrue earn eight (8) hours of sick leave benefits on for each month of active service and may accumulate a pro-rata basis based on maximum of two thousand and forty (2,040) hours. The usage of accrued sick leave shall reduce the number employee’s accumulated balance by an amount equal to the actual usage rounded to the nearest quarter hour. B. Sick leave may be used in the event of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour incrementspersonal illness, pregnancy, contact with contagious disease, or employee injury sufficient to necessitate absence from work. Sick leave cannot may also be granted used in the event of an emergency or tolled prior illness in the employee’s family that requires immediate care and attention. In such cases he or she may be eligible for use of up to its accrualtwo (2) work days of sick leave credit annually upon request and approval. Sick Circumstances involving illness or emergency in the employee’s family sufficient to qualify for use of sick leave shall are as follows: birth of a child; injury or illness of spouse, child, or parent involving emergency treatment; surgery on spouse, child or parent; confinement in home or hospital that necessitates the employee’s immediate presence to arrange for care of children. Use of sick leave may be approved for absences provided for the following reasons: • Because purpose of illness employee medical, dental and optical appointments for examinations or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which treatment that cannot be scheduled at a time during other than during normal duty hours. C. Employees shall not be penalized for legitimate use of sick leave. Employees absenting themselves from work under sick leave provisions are responsible for notifying management. D. The City will supplement an employee’s regular sick leave by providing compensation equal to one-half (½) his or her regular daily sick leave rate for a number of days corresponding to his/her sick leave accumulation existing at the Employee's normal work daytime a disabling injury or illness caused his or her continued absence from work. • To make necessary nursing care arrangements because of illness Eligibility for extended benefits would be subject to the following provisions. (1) The employee must have fully utilized his/her regular sick leave accumulation. (2) Sick leave accumulation must equal thirty (30) days at the point when an employee’s continued absence began. (3) Eligibility for supplemental sick leave must be evidenced by a physician’s statement. (4) Moneys for supplemental sick leave benefits would not be subject to payment at retirement or injury to a member death of the Employee's immediate familyemployee. (5) In instances of work-related injuries, supplemental sick leave benefits would not be applied when the employee is eligible or is receiving weekly benefits under applicable Workers’ Compensation laws. E. An employee, hired before 1-1-95, who is eligible and retires shall be eligible to exceed receive seventy-five percent (75%) of the value of his or her accumulated sick leave. For purposes of this section, the maximum sick leave accumulation shall be twelve hundred (1200) hours. An employee, hired on/after 1-1-95, who is eligible and retires shall be eligible to receive twenty-five percent (25%) of the value of his or her accumulated sick leave. For purposes of this section, the maximum sick leave accumulation shall be twelve hundred (1200) hours. F. Employees who die as a result of their employment with the City to the extent that the family is eligible to receive Workers’ Compensation, then said family will be eligible to receive full payment of the employee’s accumulated sick leave. For purposes of this section, the maximum sick leave accumulation shall be twelve hundred (1200) hours. G. In the event of the death of an employee, hired before 1-1-95, covered by this policy for causes not related to the employee’s job, a payment in the amount of seventy-five percent (75%) of the value of his or her accumulated sick leave shall be made to the surviving spouse, heir(s) at law, or estate. For purposes of this section, the maximum sick leave accumulation shall be twelve hundred (1200) hours. In the event of the death of an employee, hired on/after 1-1-95, covered by this policy for causes not related to the employee’s job, a payment in the amount of twenty-five percent (25%) of the value of his or her accumulated sick leave shall be made to the surviving spouse, heir(s) at law, or estate. For purposes of this section, the maximum sick leave accumulation shall be twelve hundred (1200) hours. H. A physician’s statement is required for absences of three (3) or more work days. Such a certificate on the physician’s official stationery will be accepted providing it includes the employee’s name, date the disability began, general nature of the disability, the date the employee is able to return to work, and the physician’s signature. Supervision may require a physician’s statement from an employee for absences of fewer than three (3) work days based upon the employee’s attendance and sick leave usage. In those instances where an employee will be required to present a physician’s statement for fewer than three (3) days’ absence, the employee will be so notified of this fact in advance and in writing. I. Employees absenting themselves from work under sick leave provisions are responsible for notifying Management at the start of his or her scheduled shift start. J. A leave of absence without pay not to exceed one (1) year may be permitted with the approval of management in cases of employee non work-related disability after the complete utilization of accrued paid leave benefits. Immediate family shall Such leave requests are to be defined as substantiated by a doctor’s statement. Such leaves will not be denied without good and sufficient cause. In such cases, the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part employer’s portion of the family unit monthly premium for medical, surgical and not life insurance benefits will be paid by the employer for a tenantsix (6) month period from the date of commencement of the unpaid leave. Additionally, renter or boarder. Additional sick leave may be used leaves for illness or injury of an in the immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employeehousehold which are substantiated by a doctor’s child for reasonable periods as necessary to make other arrangements to provide care for statement that the employee’s child. Sick leave usage shall attendance in the household is necessary will be subject to approval permitted in the same manner; however, in such case the employer’s portion of the monthly premium payment for medical, surgical and verification life insurance benefits will be paid by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed employer for a period of five two (52) years and were not discharged for cause qualify months. K. In cases wherein the City questions the need for a severance as set forth below. Notwithstandingmedical leave of absence, employees who have been laid off a physician appointed by the City may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for examine the employee; or . In such cases, the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for Municipality will assume the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor expense of the absence, reason for absence, and examination. Failure to submit to examination directed by the expected duration City can result in revocation of the absence. Employees failing to do so may be subject to disciplinary actionleave approval.

Sick Leave. Full-time Employees 22.1 Each employee shall be credited with 3.70 hours of earn and may accumulate sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Partas follows: HOURS EARNED HOURS EARNED MONTHLY ANNUALLY 22.2 Regular part-time employees shall accrue sick leave benefits on a pro-rata prorated basis based on hours in a paid status. 22.3 The City Attorney shall have the number discretion to grant a balance of sick leave hours to newly hired employees. 22.4 There is no limit on the Employee normally works during maximum hours of accumulated sick leave. 22.5 Sick leave shall not be considered as a calendar monthright which an employee may use at his/her discretion and shall be allowed only in case of actual sickness or disability of employee or dependent as authorized by State law or for medical or wellness appointments. Non- Exempt No punitive actions shall be imposed on employees for taking justifiable sick leave. 22.6 No sick leave shall be payable for any sickness, disability or injury which results or occurs as follows: 22.6.1 Working for an employer other than the CITY, 22.6.2 During vacation unless the employee was confined to a hospital or other fixed location under written doctor’s orders, 22.6.3 During a layoff, leave of absence or disciplinary suspension, and/or, 22.6.4 After a termination date. 22.7 On taking sick leave time, employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in notify their appropriate department either prior to or within one (1) hour increments. Sick after the time set for beginning daily 22.8 The CITY shall take appropriate disciplinary action if the employee is not using sick leave cannot be granted as authorized or tolled has engaged in private or other public work while on sick leave. 22.9 The CITY may require an employee to provide a medical provider’s statement verifying the employee’s ability to return to work and any work restrictions prior to its accrual. permitting the employee to return to work following the use of any sick leave in accordance with the City’s Personnel Rules and Regulations. 22.10 If an employee has not recovered by the time he/she has exhausted accumulated sick leave, the City Attorney may grant the employee a leave of absence, without pay, upon receipt of such a request in writing from the employee. 22.11 ▇▇▇▇ leave shall continue to be earned while an employee is on vacation or sick leave. 22.12 Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at used to extend a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because date of illness or injury to retirement; however, a member of the Employee's immediate familymiscellaneous employee, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouseupon retirement, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional may convert his/her unused sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due balance to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action service credit as provided by Article 13 (Discipline & Discharge)Government Code Section 20965. Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary action.ARTICLE 23

Sick Leave. Fulla) A full-time Employees regular employee shall be entitled to earn sick leave benefits at the rate of four (4) hours per biweekly pay period. Earned sick leave may accumulate, and is cumulative from year to year. An employee must be in full pay status a major portion of his/her regularly scheduled biweekly hours to be credited with 3.70 hours of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960that period. b) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick ▇▇▇▇ leave shall be approved charged for absences for absence from work by reason of illness, injury or death under the following reasons: • Because circumstances: 1) ▇▇▇▇ leave may be granted only as the result of illness or injury which prevents of the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of employee illness or injury or death of any relative within the third degree of consanguinity or affinity (consanguinity is defined as kinship to a member include blood relationship; whereas affinity is the connection existing by consequence of marriage) or registered domestic partner. 2) Provided, however, that the employee requiring sick leave must provide the Chief of Police with evidence of such need. Thereupon, the Chief of Police shall guarantee his/her personal knowledge of the Employeenecessity by certifying the granting of sick leave. To insure such knowledge, he/she may require the employee to provide a written doctor's immediate family, not to exceed three (3) daysstatement before granting sick leave. Immediate family Employees shall be defined as the Employeeat their place of residence, a medical facility, or their doctor's spouseoffice, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of their whereabouts when using sick leave. Any gainful employment, recreation, travel for recreation or other activity for non-sick leave purpose, when an employee is on sick leave is considered evidence of abuse of sick leave unless approved in advance in writing by the absencePolice Chief or his/her designee. Utilization of sick leave for purposes other than those defined in the Agreement shall be considered evidence of abuse. An employee may be disciplined when evidence of abuse exists. The parties specifically agree any use of more than eleven (11) sick leave days in any twelve (12) month period is considered excessive. Excessive sick leave usage shall be reviewed to determine if the excessive use is justified or if the excessive sick leave usage requires corrective action. 3) Provided further, reason if any employee does not have adequate accumulated sick leave time, the Chief of Police may grant the use of other accumulated time in lieu thereof. In no case, however, will sick leave be granted in lieu of vacation time. c) Sick leave shall be charged on an hourly basis for absenceeach full hour or major portion of an hour of sick leave taken. Holidays occurring during sick leave periods shall not be counted as sick leave time, and but paid in accordance with Article 8 (a). However, where deemed appropriate, the expected duration Chief of Police may require the employee to furnish proof of such illness. ▇▇▇▇ leave taken during a biweekly pay period shall be charged before sick leave earned that pay period is credited. d) At the time of separation, except for cause, an employee shall be compensated for accumulated sick leave as follows: 1) For employees hired prior to July 1, 2011, having four hundred fifty (450) or more hours shall be cashed out at the rate of ninety percent (90%) of the absencetotal accumulated hours up to and including a maximum of one thousand six hundred (1,600) hours at his or her base regular hourly rate of pay. i. At the time of separation, once the threshold amount of hours is reached, the employee shall be paid for all hours up to and including one thousand six hundred (1,600) hours in the bank at the percentage rate indicated. 2) For employees hired by the City on or after to July 1, 2011, having four hundred fifty (450) or more hours shall be cashed out up to at the rate of ninety percent (90%) of the total accumulated hours up to and including a maximum of five hundred seventy-eight (578) hours at his or her base hourly rate of pay. 3) At the time of separation from service, the employee may utilize any available City programs that are allowed under Federal Law to be tax deferred or tax sheltered or PERS. Employees failing In no case will the City pay any tax consequences for the employee. 4) For calculation of payment in section (d), an employee may elect, in lieu of regular pay, to do so have his or her base pay (without administrative assignment pay) increased by an amount equivalent to his/her longevity pay for the biweekly pay period broken down into an hourly rate times the hours cashed out. 5) Prior to separation, employees having more than 450 hours of accumulated sick leave may cash out any leave in excess of 450 hours twice during their employment with the Reno Police Department. A maximum of 575 hours may be subject cashed for each cash out. Any such hours cashed out shall be applied against the maximum hours cash out allowed in subsection (1) or subsection (2) for the purpose of calculation of the final number of hours available for cash out upon separation. Cash outs prior to disciplinary actionseparation are also entitled to utilize any programs as describe in subsection (3). e) In the event of death of an employee, the employee's estate shall receive payment for such leave accrued but unused in accordance with section (d) above. f) Employees shall be permitted to receive those infectious disease vaccinations that are recommended by the Labor-Management Committee and approved by the Chief of Police, including Hepatitis B vaccinations. Any employee who elects to receive such immunizations and who then fails to comply with the medical guidelines of the immunization program shall have the expense of his/her immunization deducted from his/her pay. In addition, the City shall provide, at no cost to the employee, any disease screening procedures that may be recommended by the Labor-Management Committee and approved by the Chief of Police.

Sick Leave. Full(a) A full-time Employees regular employee shall be entitled to earn sick leave benefits at the rate of four (4) hours per biweekly pay period and accumulate without limitation for use as set forth in paragraph (b) and (d). An employee must be in full pay status a major portion of his/her regularly scheduled biweekly hours to be credited with 3.70 hours of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty that period. (960b) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved charged for absences for absence from work by reason of illness, injury or death under the following reasons: • Because circumstances: (1) Sick leave may be granted only as the result of illness illness, or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employeeemployee; illness, injury or death of the employee's immediate familyhusband, not to exceed three (3) days. Immediate family shall be defined as the Employee's spousewife, parentdomestic partner, child, step adopted child, brotherstepchild, or children of domestic partner residing with employee, mother or father, or for attendance at the funeral of a brother or sister. An employee requiring extended time off (five days or more) for medical care of a family member not listed above may make a request to an advisory review committee which will make a recommendation to the Chief of Police, fatheror his/her designee. The Chief shall make the final determination as to whether sick leave shall be granted and the amount of time allowed. His/her determination shall be non-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit appealable and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due subject to the illness grievance process of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employerthis Agreement. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence advisory review committee shall consist of three (3) days or more or in Association Board of Directors selected by the case Association President, and three (3) police supervisors selected by the Chief of repeated or systematic absence of an EmployeePolice. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave Employees shall be just cause for: • The non-payment at their place of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for residence, a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstandingmedical facility, employees who have been laid off may qualify for a severance pay outor their doctor’s office, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of their whereabouts when using sick leave. Any gainful employment, recreation, travel for recreation or other activity for non-sick leave purpose, when an employee is on sick leave is considered evidence of abuse of sick leave unless approved in advance in writing by the absencePolice Chief, reason or his designee. Utilization of sick leave for absencepurposes other than those defined in the Agreement shall be considered evidence of abuse. An employee may be disciplined when evidence of abuse exists. The parties specifically agree any use of more than eleven (11) sick leave days in any twelve (12) month period is considered excessive. Excessive sick leave usage shall be reviewed to determine if the excessive use is justified or if the excessive sick leave usage required corrective action. (2) The employee requiring sick leave must provide the Police Chief with evidence of such need. Thereupon, and the expected duration Police Chief shall guarantee his/her personal knowledge of the absencenecessity by certifying the granting of sick leave. To ensure such knowledge, he/she may require the employee to provide a written doctor's statement before granting sick leave. Additional documentation may be required of the employee depending on the seriousness of the disability. Such documentation will include a statement of the problem, a prognosis for recovery and any work limitations. (3) If any employee does not have adequate sick leave time, the Police Chief may grant the use of accrued vacation time in lieu thereof. In no case, however, will sick leave be granted in lieu of vacation time. The Police Chief may recommend to the City Council special consideration for any employee, covered by this contract, who has exhausted the use of sick leave and vacation time and who is unable to return to duty. (c) Sick leave shall be charged on an hourly basis for each full hour or major portion of an hour of sick leave taken. Holidays occurring during sick leave periods shall not be counted as sick leave time if the employee furnishes documentation of such illness. Sick leave taken during a biweekly pay period shall be charged before sick leave earned that pay period is credited. (d) Upon retirement or involuntary lay-off an employee shall be compensated for accrued but unused sick leave as follows: (1) Any Officer hired prior to July 1, 2011 having four hundred fifty (450) or more hours in their sick leave bank shall be cashed out at the rate of ninety percent (90%) of the total accumulated hours up to and including a maximum of sixteen hundred (1600) hours at their base hourly rate of pay. (a) Effective upon ratification of the 2019 successor agreement, prior to separation, employees having more than 450 hours of accumulated sick leave may cash out any leave in excess of 450 hours twice during their employment with the Reno Police Department. A maximum of 575 hours may be cashed out for each cash out. Any such hours cashed out shall be applied against the maximums outlined in subsection (D)(1) for the purpose of calculation of the final cash out available upon separation. Cash outs prior to separation are entitled to utilize any available City programs that are allowed under Federal Law to be tax deferred or tax sheltered. In no case will the City pay any tax consequences for the employee. (2) At the time of separation, once the threshold amount of hours are reached, the employee shall be paid for all hours up to and including sixteen hundred (1600) hours in the bank at the rate indicated. (a) Any Officer hired on or after July 1, 2011, having four hundred fifty (450) or more hours in their sick leave bank, when separating from employment, shall be cashed out at the rate of ninety percent (90%) of the total accumulated hours up to a maximum cash pay-off of twenty thousand dollars ($20,000.00) at their base hourly rate of pay. (b) Effective upon ratification of the 2019 successor agreement, prior to separation, employees having more than 450 hours of accumulated sick leave may cash out any leave in excess of 450 hours twice during their employment with the Reno Police Department. A maximum of $10,000.00 may be cashed out for each cash out. Any such hours cashed out shall be applied against the maximums outlined in subsection (2)(a) for the purpose of calculation of the final cash out available upon separation. Cash outs prior to separation are entitled to utilize any available City programs that are allowed under Federal Law to be tax deferred or tax sheltered. In no case will the City pay any tax consequences for the employee. (3) For purposes of and subject to the provision in (d) and (e), an employee receiving Investigator pay and Police Training Officer pay and Senior Officer pay shall have that amount included with the base hourly rate of pay. (4) Any employee with a sick leave balance between one hundred (100) hours to less than four hundred fifty (450) hours shall receive an incentive payment of twenty-five dollars ($25.00) for each biweekly pay period wherein such employee uses no sick leave. Employees failing with a sick leave balance of four hundred fifty (450) hours or more shall not be eligible for this incentive. Payment shall be made quarterly. (e) The City agrees to do pay for all medical costs for preventive medicine incurred by a department employee as a result of an on-the-job exposure not covered by NRS 616 or 617 Workers’ Compensation System or until NRS 616 or 617 Workers’ Compensation System coverage. (f) In the event of the death of an employee, the employee’s estate shall receive payment for sick leave accrued but unused in accordance with section (d) and (e) above. (g) No provision of this contract is intended to be contrary to either the Americans with Disabilities Act (ADA) or the Family Medical Leave Act (FMLA). (h) For calculation of payment under this Article, base hourly rate shall be increased by Investigator assignment pay, PTO assignment pay, or Senior Officer premium pay for any employee so may be subject to disciplinary actionassigned by payroll action form. (i) If the City negotiates a higher percentage (higher than 90% of 1600 hours) sick leave buyout with any other bargaining unit after ratification of the 2005/2010 Agreement by both parties, the City will provide the same for RPPA.

Sick Leave. Full‌ (a) All regular full-time Employees shall be credited with 3.70 hours employees accrue the benefit of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hourswith pay. PartRegular part-time employees shall Telecommunicators over twenty (20) hours will accrue sick leave benefits on a pro-rata basis based on the number percentage of hours the Employee normally works during their work week as compared to a calendar month. Non- Exempt employees shall take sickfull-time employee in their department. (b) Sick leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in will be accrued at one (1) hour incrementsday per month for regular full-time employees. The number of hours per day of sick leave will be determined by the number of regular work hours per day for the position. ▇▇▇▇ leave may be accumulated up to an unlimited amount. Sick leave canmay not be granted or tolled prior to its accrualanticipated. Sick If an employee is separated from employment for any reason, all accrued sick leave shall be approved forfeited. (c) An employee who is in pay status for absences at least fifteen (15) calendar days during the month will accrue a sick day credit for the following reasons: • Because month. An employee who is not in pay status for at least fifteen (15) calendar days will accrue their first sick day after working thirty (30) calendar days. (d) Authorized sick leave includes an employee’s absence because of his illness or non-service connected injury which prevents the Employee from performing job duties only, and responsibilities. • Because of medical for an injury or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of his/her family. For purposes of this policy immediate family member is defined as spouse, parent, as well as any child or step child under the Employee's supervisorage of eighteen (18). • Employees may use their accrued It does not include absences for routinely scheduled dental, optical or medical appointments which should be taken care of during off-duty hours or charged to vacation or personal days. Abuse of sick leave based on false claims of illness or injury or falsification of proof to justify such sick leave will be cause for absences loss of pay and dismissal. (e) In the event an employee is unable to report to work due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessaryor emergency, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification he must inform his department head or supervisor by the Employertime designated by the department rules. The Employer reserves the right Failure to request medical verification from the employee do so for each day of absence, or at the employer's expense in the event of an absence of three (3) days or more or agreed upon intervals in the case of repeated extended illness, may result in loss of pay or systematic termination. (f) The Chief of Police or Personnel Director may make any appropriate investigation or establish proper administrative controls to prevent the abuse of sick leave. Proof of illness or disability in the form of a medical certificate from the attending physician or from the Village’s physician may be required at any time, and will be required for any continuous absence of an Employee. In the case of an extended illness four (4) days or injury the Employer may requiremore, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 or after nine (Discipline & Discharge). Employees who have been employed for 9) occurrences and thereafter within a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance year period of time. (g) Any prolonged illness after fifteen (15) working days may require a medical certificate from the employee’s attending physician, and may require a medical certificate from the Village physician prior to returning to work. The Village will assume the expense for the Village physician’s examination. (h) An employee onlywho moves from one (1) position to another in the Village’s service and whose service is continuous or who is transferred, promoted or demoted, will be credited in his new position with the unused sick leave accrued in his prior position. (i) Time worked under regular part-time employment, when followed immediately by regular full-time employment, will be included in computing length of continuous service for sick leave. Employees unable will be granted sick leave credit on a percentage basis of hours worked while a regular part-time employee. (j) ▇▇▇▇ leave will continue to report for their normal accrue during time lost from work day because as a result of reasons established by this Article service-connected injury until such time as the employee is no longer on the Village payroll. An employee shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing continue to do so may be subject to disciplinary actionaccrue sick leave while on accrued sick leave.

Sick Leave. Full-time Employees 25.1. Effective January 1, 2025, and for new employees effective the first day of the month following the date of hire, an Employee shall be credited with 3.70 hours granted up to sixty (60) working days of sick leave for each with full pay period worked to a maximum accumulation of nine hundred sixty (960paid sick leave) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees year, except that such minimum requirement shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of applicable in connection with any illness or injury which prevents arising out of and in the course of employment by the City. When an Employee is unable to or indisposed to report for duty for any of the reasons specified in Section 3 of this Article, they shall report such fact to their immediate supervisor pursuant to the City of Duluth Sick Leave Policy. 25.2. A labor-management committee consisting of the Union President, City Attorney, City Contract No. 24919 Docusign Envelope ID: 8B0D4E8C-ADDF-4CB9-805E-C4708FF13ED3 and ▇▇▇▇▇▇▇▇▇'s Director may recommend to the City Administrator that an Employee receive an additional sixty (60) working days of Sick Leave with full pay, if warranted by the Employee's documentation of a serious need for such extension. 25.3. If an Employee's use of paid sick leave reasonably appears to be unjustified, the Appointing Authority may direct in writing to such Employee, for any subsequent absence by the Employee claimed to be allowable as paid sick leave, to furnish written explanation by a physician to justify the subsequent absence on paid sick leave; failure to furnish written explanation shall preclude the Employee from performing job duties and responsibilitiesbeing allowed such absence as paid sick leave, but the Employee may appeal such directive to the Manager of Human Resources, Healthcare & Safety. 25.4. • Because For the purposes of medical or dental care which cannot be scheduled at a time other than during this Article, sick leave is defined to mean the Employee's normal work day. • To make necessary nursing care arrangements absence of an Employee because of illness or injury injury, exposure to a contagious disease, or attendance upon a member of the their Immediate Family who is ill or injured; provided no Employee's immediate family, not unless officially assigned to exceed three (3) days. Immediate family special duty, shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal granted paid sick leave for absences due any injury or illness resulting from any gainful employment on any job which is subject to the illness provisions of the Employee's child for such reasonable periods as the Employee's attendance may be necessaryworkers' compensation laws of any state, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionregular City employment.

Sick Leave. Full-time Employees Sick leave shall be credited with 3.70 earned at the rate of 3.7 hours per completed two-week pay period of service. Service shall begin on the date of State employment and time on layoff, suspension or leave without pay, except as otherwise provided by law or this Agreement, shall not be counted in determining the completion of a full two- week pay period. The maximum amount of sick leave which employees may accumulate shall be one hundred twenty (120) days. However, the amount of unused sick leave accruals which can be credited toward State service for each pay period worked retirement purposes shall continue as presently provided for by statute. When maximum limitation has been accumulated, days that would normally thereafter be earned shall lapse but shall be recorded by the appointing authority. Any employee who has such lapsed sick leave to a maximum accumulation his/her credit may apply to the Director of nine hundred sixty (960) hoursHuman Resources to have the sick leave restored in the event of an extended illness. The Director of Human Resources shall grant such request unless just cause is shown to deny the request. Part-time employees employed normally the year-round and established on a regular hourly work schedule shall accrue be allowed sick leave benefits on a pro-rata basis based credits prorated on the number amount of hours time worked. Employees may utilize their allowance of sick leave on the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior basis of application approved by their respective appointing authorities and reported to its accrual. Sick leave shall be approved the Director of Human Resources, for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification necessitated by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able inability to perform the duties of employment their positions by reason of illness or injury, by necessity for acute medical or dental care, by exposure to contagious disease under circumstances in which the health of the employees with whom associated or members of the public necessarily dealt with would be endangered by attendance on duty, or by illness in the immediate family of the employee for such periods as the attendance of the employee shall be necessary. Immediate family as used in this article shall mean the employee’s spouse, or significant other, the parents of the spouse or significant other, and the parents, stepparents, guardian, children, brothers, stepbrothers, sisters, stepsisters, grandparents, grandchildren, stepchildren or wards of the employee. For the purpose of this Article, “significant other” means that a relationship exists between two people, neither of whom is married, that is intended to remain indefinitely and where there is joint responsibility for each other’s common welfare, there are significant shared financial obligations, and they must be living together in a shared primary residence. This relationship must have existed for at least six (6) continuous months before benefits under this Article may be provided. Employees are encouraged to consult with their agency-department Personnel Officer to determine if they are eligible for benefits available under the Employee is allowed to return to workFederal Family and Medical Leave Act. Misuse Either the appointing authority or the Director of Human Resources may require such medical examination or certificate as he/she deems necessary before approving the utilization of sick leave. All sick leave shall expire on the date of separation from State service, and no employee shall be just cause for: • The non-payment of the reimbursed for sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave outstanding at the rate time of fifty (50) percent to a maximum termination of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionhis/her State employment.

Sick Leave. Full-time 1. Employees will earn sick leave at the rate of 0.0575 per hour worked in active pay status. Active pay status shall be credited with 3.70 defined as hours worked, hours on vacation, hours on holiday leave, hours on paid sick leave and other hours of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrualauthorized, paid leave. Sick leave shall be approved cumulative without limit. 2. Pay for absences any sick leave shall be at the Employee's regular rate of pay. 3. Sick leave may be requested for the following reasons: • Because purposes, provided that the Employee has called the Employee’s supervisor and left a message or text message before the Employee’s scheduled starting time for each day of the Employee's absence: (a) Illness or injury of the Employee; (b) Serious illness or injury which prevents of immediate family members requiring the Employee from performing job duties and responsibilitiesEmployee's presence at home. • Because Immediate family, for purposes of medical this Article, shall be defined as the spouse, child, step-child, parent, legal guardian, domestic partner or dental care which other relative or dependent who resides in the Employee's home; (c) Medical, dental, or optical examinations that cannot be scheduled at outside normal working hours; (d) Exposure of the Employee to a time other than during contagious disease if, by reason of such exposure, the Employee's normal presence at work day. • To make necessary nursing care arrangements because would pose a substantial risk of contagion and serious illness to co- workers or injury clients; and (e) Pregnancy, childbirth, and related medical conditions, but only to the extent the Employee is rendered unable to work by reason of such condition; (f) Death of a member of the Employee's immediate family, pursuant to Section 9. 4. Upon the request of the Employer, an Employee must furnish satisfactory proof of the employee’s sickness, illness, or disability immediately upon return to work before a day of sick leave is paid. Such request shall not be made unless the Employer has cause to reasonably believe that the use of sick leave is not warranted. (a) Upon exhaustion of accrued sick leave, the Employee may be permitted to use accrued vacation leave. If the Employee presents a physician's statement that the disability is not likely to exceed three six (36) days. Immediate family months, sick leave without pay or benefits up to a period of six (6) months may be granted when an Employee is sick or injured and is without any accumulated sick leave. (b) If the Employee's physician cannot certify likely recovery within six (6) months, or if the Employee remains unable to return to work after the expiration of the six-month leave, the Employee shall be defined as placed on disability separation. The Employee may request reinstatement to the employee’s prior classification or any lower classification in the same classification series within a period of two (2) years from the date the Employee was placed on disability separation or unpaid sick leave, whichever was earlier. (c) An Employee requesting reinstatement from a disability separation may be required to submit to an examination by an Employer selected occupational physician or a physician specializing in the Employee's area of alleged disability. The examination must show that the Employee has recovered from the disability and is able to perform all of the material duties of the position to which reinstatement is sought. The Employer shall pay the cost of the examination. (d) In the event there is no vacancy in the Employee's prior classification or a lower classification in the same classification series, the Employee may displace only an Employee with less seniority. If no Employee has less seniority, the Employee requesting reinstatement shall be laid off. Any employee displaced by an Employee returning from disability separation shall be subject to the layoff and recall provisions of Article 19, herein. 6. Sick leave shall be charged in minimum amounts of fifteen (15) minutes. An Employee requesting sick leave shall inform the employee’s supervisor of such request and the reason therefor. Failure to do so may result in denial of sick leave for the period of absence and/or disciplinary action. 7. The Employer may require the Employee to submit to a medical examination to verify the proper use of sick leave for long term medical leaves (those longer than two months). The Employer shall select the physician and pay for the examination. 8. If an Employee transfers to the service of the Employer from another County department or from another Ohio public agency, the Employer shall credit the Employee, upon written request and verification, with the sick leave balance held by the Employee with the Ohio public agency. 9. An Employee shall be paid sick leave pay for up to five (5) working days' absence in the event of the death of the Employee's spouse, child, step-child, domestic partner, parent, childgrandparent, step childbrother or sister ▇▇▇▇▇▇▇▇▇▇, brother, sistermother-in-law, father-in-law, mothersister-in-law, grandchild brother-in-law, daughter-in-law, son-in-law or grandparent legal guardian (or step- grandparent or other person who stands in the place of a bona fide person living as parent). Death of a contributing member that is considered part of the family unit employee’s extended family, as defined under Board Policy, will not exceed one (1) working day for purposes of sick leave usage and not a tenant, renter must coincide with the date of the death or boarder. Additional sick date of the funeral; other benefit leave may be used for illness as available and approved by the Supervisor. Days of sick leave-funeral leave taken must coincide with the day of death or injury the day of funeral. Satisfactory proof of domestic partner status shall be required. 10. In appropriate circumstances including those of unusual distances of travel or extreme weather conditions the Employer may, at its sole discretion, grant up to an immediate family member upon approval additional two (2) days of the Employee's supervisor. • Employees may use their accrued personal sick unpaid leave for absences due the Employee to travel to the illness funeral of a relative in the Employee's child family as described in Section 9, above. 11. An Employee must complete and sign an Application for such reasonable periods as Usage of Sick Leave immediately upon return to work to qualify for use of sick leave. Signing one’s timesheet noting the Employee's attendance may be necessary, on the same terms as the use of sick time is sufficient. 12. An Employee who is able absent from duty without leave or without notice to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall supervisor of the reason for such absence will be subject to approval and verification by the Employerdiscipline pursuant to Article 9. 13. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days Upon retirement under STRS, PERS or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay outpermanent disability, regardless of years of service. Eligible employees shall , an Employee will be compensated for their accumulated entitled to payment of one-fourth of the employee’s accrued but unused sick leave at the rate of fifty (50) percent up to a maximum of four hundred eighty forty (48040) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for days at the employee; or Employee's rate of pay at the employee may opt to convert 80 hours time of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionretirement.

Sick Leave. Full-time Employees shall be credited with 3.70 hours of sick Sick leave for each pay period worked full time employees will be earned at the rate of 12 days per year (accrued biweekly) and will be accumulated to a maximum accumulation total of nine one hundred and sixty (960160) hoursdays. Part-time employees shall accrue sick Sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave must be used in no less than one quarter (1/4) hour increments. Exempt Employees shall take sick-▇▇▇▇ leave in one (1) hour increments. Sick leave cancredit will not be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to accrued after a member of the Employee's immediate family, not to exceed three (3) has been absent on sick leave more than thirty consecutive calendar days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional Employees who are on sick leave may must be used for illness or injury of an immediate family member upon approval of the Employee's supervisorreleased to their regular appointment before returning to supplemental teaching. • Employees An employee may use their 72 hours of accrued personal sick leave each benefit year for absences due to any reason listed in the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able Michigan Earned Sick Time Act (“ESTA”). An employee who wants to use sick leave benefits shall notify their supervisor at least one hour before their regularly scheduled start time for the Employee's own illnessleave that is foreseeable and as soon as practicable for leave that is not foreseeable. • Employees may use their accrued personal An employee who uses sick leave for absences due reasons other than those listed in ESTA is subject to discipline, up to and including termination. When returning to work after four or more consecutive days of sick absence, or release from hospital, must submit a statement to the illness Human Resources Office indicating full release to return to work without restrictions, or indicating specific restrictions under which employment could be resumed. Human Resources or designee may request reasonable documentation that sick leave has been used for a purpose listed in ESTA. An employee shall return the requested documentation to Human Resources or designee no more than 15 days after the request. The College may require a medical certificate as evidence of the regular caregiver an employee's illness, injury or quarantine which prevented his/her attendance at work or his/her return to work, or as a condition of continued sick leave usage for an Employee’s child for reasonable periods as necessary a period not to make other arrangements to provide care for exceed two (2) years. In such cases, the employee’s childattendance record will be evaluated, and if the College determines the attendance record has improved, the medical certification requirement will cease. Sick leave usage shall If the College determines that the attendance record has not sufficiently improved, the medical certification requirement may be subject to approval and verification by the Employerreissued. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an EmployeeIf employment is terminated, no pay will be given for accumulated sick leave. In the case of an extended illness accident where ▇▇▇▇▇▇'s Compensation applies, the College will pay the difference between Worker's Compensation and the employee's regular pay, charging the amount thus paid to the individual's accumulated sick leave. An employee while on sick leave will be deemed to be on continued employment. When the sick absence extends beyond the number of days in an employee’s sick leave account, vacation, and personal business time will be used. Use of compensatory time is optional. Employees who are covered by the agreement between the parties will become eligible to submit a written request to the Facilities Management administration for consideration of the application of the College policy with respect to the advance use or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse borrowing of sick leave shall be just cause for: • The non-payment for illness or injury. It is understood that the final decision in such matters rests with the discretion of the administrative committee of the College which is responsible for such matters and that this policy is not subject to protest through the provisions of the grievance procedure. In addition to other provisions and procedures of the policy, an employee requesting such consideration assumes the complete responsibility for repayment of all liability that may be incurred, either by earning additional sick leave benefit; and/or • Disciplinary action as provided or by Article 13 (Discipline & Discharge)cash repayment equal to all such sick leave used in advance. Employees will also be allowed to donate time to other AFSCME Union members who have been employed for may be in need of such time. Part time employees will accrue sick time at a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty 1 hour for every 30 hours worked, this time can be accumulated up to one hundred twenty (50) percent to a maximum of four hundred eighty (480120) hours. Eligible employees upon permanent separation, for reasons All other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours provisions of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may Sec 30 will be subject to disciplinary actionapplicable.

Sick Leave. Full-time Employees 1. Sick leave is designed to protect employees against loss of income during periods of legitimate illness, injury or disability. Sick leave may be used to cover absences caused by the illness of or injury to the employee, employee’s immediate family or domestic partner. Illness or injury shall include doctor or dental appointments. Proven abuse, defined as any situation in which an employee falsely claims the reason for missed work is illness, injury, disability or doctor or dental appointment(s), may result in discipline up to and including discharge. Excessive use of sick leave, including a pattern of use, may also result in discipline up to and including discharge. Such discipline shall be reviewed by the Human Resources Department. If reasonable cause for suspicion of misuse or abuse of the sick leave benefit arises, the Employer may request the employee provide a doctor’s note or other appropriate documentation. 2. No deductions shall be made from overtime or vacation credited with 3.70 or to be credited to an employee because of illness unless the absence occurs on the scheduled sixth day outside the employee’s regular schedule. 3. Sick leave of not less than twelve (12) working days, ninety-six (96) hours, shall be accrued per calendar year (pro-rata for partial calendar year) of employment, and be accumulated up to thirty-six (36) days, two hundred eighty-eight (288) hours. 4. No employee absent from work due to legitimate disability shall receive more in benefits than his or her regular take-home pay. 5. Where an employee is absent due to legitimate disability and where no other weekly benefits are provided, he or she shall receive his or her regular take-home pay from accrued sick-leave credit to the extent that such sick- leave credit is available. 6. Where an employee is absent due to legitimate disability and other weekly benefits are available, accrued hours of sick sick-leave credit shall be paid to the extent that such sick-leave credit is available to make up the difference between the total regular take-home pay and other weekly benefits. Only the hours of sick-leave pay used to make up the difference shall be charged the employee’s accrued sick-leave credit. 7. Sick-leave compensation for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Partpart-time employees shall accrue sick leave benefits on a proin proportion to total hours worked. The accrual rate for part-time employees is one-half the accrual rate of full-time employees (six (6) days per year pro- rata basis based on the number hours worked). 8. After five consecutive days of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements absence because of illness or injury to a member of the Employee's immediate familyemployee, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three is eligible to apply for sickness and accident coverage (3Short-Term Disability) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by in Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years XVI, Health Plan and were not discharged for cause qualify for a severance as set forth below. NotwithstandingOther Benefits, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionSection 4.

Sick Leave. Full-time Employees shall be credited with 3.70 hours of 24.01 Pay for sick leave is for each the sole and only purpose of protecting the employee against loss of regular income when he/she is legitimately ill, including situations where the employee has been exposed to a contagious disease for which he/she has been quarantined by the Medical Officer of Health, and unable to work and will be granted on the following basis: (a) Sick leave will be allowed for sickness for employees after completion of their probationary period on the basis of 5.54 hours per pay period worked of active employment to a maximum accumulation of nine hundred sixty 144 hours (96018 eight-hour days) hoursin total at any time for full-time employees. PartAll part-time employees shall accrue earn sick leave benefits credits on a pro-rata basis based to full-time employees. (b) Once these credits are earned, they may be used when sickness renders the employee unable to perform assigned duties. ▇▇▇▇ leave credits used up will be deducted from the total credits accumulated; (c) An employee, upon returning to work from sick leave of more than three (3) regularly scheduled shifts, may be required by the Employer to present proof of sickness in the form of a medical certificate, at the Employer’s expense. In situations where an employee claims sick leave for any time period under questionable circumstances, particularly where there is a history of heavy absenteeism, the Employer has the right to require a medical certificate for illnesses less than three days (3), at the Employer’s expense. (d) Employees shall not be entitled to sick leave for sickness or accident compensable by the Workplace Safety and Insurance Board; (e) ▇▇▇▇ leave credits will expire on termination of employment or retirement or on death; (f) Based on specific program protocols, any employee absenting himself/herself on account of personal illness must contact the Employer or their designate directly on the number first day of hours illness. This should occur as far before the Employee time he/she would normally works during report to work as possible. The intent of this article is to ensure that an employee absenting himself/herself on account of personal illness do so by making contact with a live person. Failure to give such notice may result in loss of sick leave benefits for that day of absence. (g) In order to discourage absenteeism, the Employer agrees to make two lump sum payments of $125.00 to full-time employees who use no sick days in the first six months (January 1 - June 30) and/or the last six months (July 1- December 31) of each calendar monthyear. Non- Exempt employees shall take sick-leave The $125.00 payment for the first six months of the calendar year will be made on the first pay date in one quarter (1/4) hour incrementsJuly that includes days worked up to and including June 30th. Exempt Employees shall take sick-leave in one (1) hour incrementsThe $125.00 lump sum payment for the last six months will be made on the first pay of January that includes days worked up to and including December 31st. Sick leave cannot be granted or tolled prior to its accrual. Sick leave A lump sum payment shall be approved for absences for the following reasons: • Because made to part-time employees on a pro-rata basis to full-time employees. (h) In case of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's employee’s immediate family, not to exceed three (3) days. Immediate family shall be defined as where no one other than the Employee's spouseemployee can provide for his/her needs, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave employee may be used for illness or injury of an entitled, after notifying his/her immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due up to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period maximum of five (5) years accumulated sick leave days for this purpose. This provision to be effective following completion of the employee’s probationary period. Immediate family is defined as spouse, child, parent, brother or sister. At the Employer’s discretion, the definition of immediate family members may be expanded. An employee may be required to produce medical proof of illness for an immediate family member, at the Employer’s expense. 24.02 The Employer shall pay all costs for employees who choose to receive inoculations against Hepatitis B and were not discharged for cause qualify C. 24.03 Time lost by an employee as a result of being quarantined by a certified medical practitioner shall be treated as a leave of absence without pay. Employees may exhaust their sick leave credits, lieu time owing, float days owing and vacation credits prior to asking the Employer for a severance as set forth belowleave without pay under these circumstances. NotwithstandingThe employee will return to their former position if the leave is eight (8) weeks or less, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent or to a maximum of four hundred eighty position in their former classification band if the leave exceeds eight (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary action8) weeks.

Sick Leave. Full-time Employees shall Sick leave is considered to be credited with 3.70 hours of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hoursan emergency fringe benefit used only as needed. Part-time All permanent employees shall accrue sick leave benefits on a pro-rata basis based on at the number rate equivalent to one day per month for each completed month of hours service from the Employee normally works during a calendar date of probationary appointment. For the purpose of this section, one day shall equal eight (8) hours. Employees hired after the 20th of the month will not accrue sick leave for that month. Non- Exempt employees shall take sick-Sick leave in one quarter (1/4) hour incrementsmay accrue to a maximum of 480 hours. Exempt In 2022, sick leave may accrue to a maximum of 560 hours, of which, only 480 hours may used for retirement payments as stipulated below. Employees shall take sick-be entitled to sick leave from the date of probationary appointment. Time lost by reason of leave of absence without pay, or time otherwise not paid for shall not be considered in computing earned allowances of leave. In order to be paid for sick leave an employee must notify the Department Head of the employee’s absence within one (1) hour incrementsprior to normal office hours, unless physically unable. Failure to do so will result in the forfeiture of sick leave pay. Illness for which sick leave is granted is defined as actual personal illness or bodily injury. Sick leave cannot Leave may be granted or tolled prior to its accrual. Sick leave shall be approved for absences used for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because purpose of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury appointments by employees and to a member bring dependents of the Employee's employees to such appointments. Sick leave may also be taken by an employee to provide care for an immediate family, not family member as defined in Article 20. The Town reserves the right to exceed request a doctor’s statement for any time lost due to illness (if less than three (3) days, the Town will pay any fees incurred in acquiring a doctor’s note). Immediate family shall be defined as the Employee's spouseAn employee returning from sick leave, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of which exceeds three (3) days or more or in consecutive work days, must provide a doctor’s statement certifying that the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee employee’s health is able to perform the duties of employment before the Employee is allowed good enough to return to workthe employee’s normal duties. Misuse As an employee with the Town of ▇▇▇▇▇▇▇ subject to the provisions of this Agreement and upon the employee’s formal retirement through application to the NH Retirement System, which the employee shall demonstrate to the Town, the Town shall make payment to the employee in the employee’s final pay period an amount equal to the following: 50% of the employee’s sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstandingbalance, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent up to a maximum of four hundred eighty (480) 480 hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for at the employee’s current base rate of pay upon completion of ten consecutive years of employment; or 75% of the employee’s sick leave balance, up to a maximum of 480 hours, at the employee’s current base rate of pay upon completion of twenty consecutive years of employment. It is agreed that there are times when employees who have exhausted their own sick leave may need additional time away from work to return to health. To promote this belief the parties agree to establish a Sick Leave Bank. Once the donation is made, it becomes part of the bank and the employee is no longer able to use those hours, unless he/she is eligible to get them from the bank. To be eligible to the following conditions must be satisfied: a. The employee is suffering from a serious health condition as defined under the Family Medical Leave Act. b. The employee has exhausted all their accrued leave and has previously contributed time to the bank. c. The employee has provided a doctor’s certification of the medical condition for which the leave is being requested to the Sick Leave Bank Committee. The Sick Leave Bank Committee shall consist of a union member, a member of management, and neutral third-party volunteer, who is selected by the town and the union. Upon review of the employee’s request, the Sick Leave Bank Committee shall determine eligibility as well as how much leave will be donated to the employee. d. The qualified employee may opt use up to convert 80 hours 30 days of unused leave per calendar year during the length of the agreement. However, if the need for more time arises; the Sick Leave Bank Committee may authorize additional time if it is available. e. Donations of sick leave to one this bank may be asked of employees if another employee is suffering from a serious health condition and the sick leave bank has less than ten (110) or fewer days. Donations of sick time to the Sick Leave Bank shall be voluntary. f. The Town and Union shall keep duplicate records for all time donated to the bank as well as time used. g. Donation of up to 16 hours of time to the sick bank in a calendar year will not be construed as use of sick time for calculation of "Bonus Day" for 6 months unused sick time. h. Any employee deciding to participate in the Sick Leave Bank shall donate an amount as determined by the union. The Town will provide worker’s compensation coverage for all employees covered by this Agreement as prescribed by State Statute. Only injury leave, which is paid up health insurance for by the employee onlyTown, will be deducted from the employees’ sick leave. All leave charged to workers compensation will not be charged to sick leave. Employees unable who do not use sick leave during a six-month period (January 1 - June 30 and July 1 - December 31) will earn a “bonus day”(added to report for their normal work day because of reasons established by this Article shall notify their supervisor of vacation accrual), which will be taken, with the absenceDepartment Head’s approval, reason for absence, and in the expected duration of six-month period immediately following the absence. Employees failing to do so may be subject to disciplinary actionperiod in which it was earned.

Sick Leave. Full-time Employees A. At the beginning of each school year, each employee shall be credited with 3.70 hours of an advanced sick leave allowance of twelve (12) days with full pay to be used for each pay period worked absence caused by illness, injury, poor health, maternity, quarantine, or other disability. Each employee's portion of unused sick leave allowance shall accumulate from year to year with a maximum accumulation of nine hundred sixty (960) hours180 days. Part-time employees shall accrue At the end of each year, the District will provide each employee with an accounting of their accumulated sick leave benefits on and all transactions concerning their sick leave days within that time period. B. Whenever an employee is absent from employment and unable to perform his/her duties as a result of personal injury sustained in the course of his/her employment, he/she will be paid his/her full salary for the period of his/her absence to the limit of available sick leave, less the amount of any workmen's compensation award made for disability due to said injury. Such absence will be charged to his/her annual or accumulated sick leave in the pro-rata basis based on rated amount paid by the number of hours District. C. In accordance with RCW28A.400.300, upon return to employment with the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave District, any former employee shall be approved for absences for credited with the following reasons: • Because balance of unused sick leave accumulated at the time of termination of his/her employment with the District, provided such leave was not used in another District. ▇. ▇▇▇▇▇▇▇▇▇, upon finding it necessary to be absent from their assigned duties by reason of illness or injury (including pregnancy, miscarriage, abortion, childbirth and recovery), shall notify their immediate supervisor at the earliest possible moment stating the reasons. For planned surgeries or anticipated disablements which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of will necessitate illness or injury to leave, the affected employee shall notify his/her immediate supervisor a member reasonable time before the leave of the Employee's immediate family, not to exceed three (3) daysanticipated dates during which leave will be required. ▇. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional ▇▇ employee who has exhausted accumulated sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee and who is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able unable to perform the duties because of employment before the Employee is allowed to personal illness, maternity, or other disability may, upon request, be granted an extended unpaid leave of absence under provisions of this Article. An employee who has been granted leave under this provision may return to work. Misuse of sick leave shall be just cause for: • The non-payment service during the period of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 after giving ten (Discipline & Discharge). Employees who 10) days written notice to the Superintendent and with written permission of his/her personal physician. F. An employee returning from any major illness, whether or not compensated leave benefits have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or deathpaid, may opt be required to have such payment deposited in submit a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionmedical release from his/her physician.

Sick Leave. Full-time (i) Employees who are unable, due to sickness to attend for duty shall be credited with 3.70 hours entitled, during each year of service, to sick leave at the ordinary rate of pay:- 0 to 10 years of service 15 days per year 10 years and beyond 18 days for each year Employees at the time of making this award who were formerly employed by North Power shall continue to receive 18 days sick leave for each pay period worked year of service. (ii) Employees shall be entitled to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits subject to the following conditions:- (a) The council shall be satisfied that the sickness is such that it justifies the time off; and (b) That the illness or injury does not arise from engaging in other employment; and (c) That proof of illness to justify payment shall be required after 2 days absence. (d) When requested, proof of illness shall indicate the employee's inability to undertake their normal duties. (iii) Proof of illness may include certification from a qualified medical/health practitioner, registered with the appropriate government authority. (iv) The council may require employees to attend a doctor nominate by council at council's cost. (v) Sick leave shall accumulate from year to year so that any balance of leave not taken in any one year maybe taken in a subsequent year or years. (vi) Where sick leave entitlements as prescribed have been exhausted an employee may request in writing approval for additional sick leave. Approval shall be at the discretion of the General Manager who shall determine the appropriate amount of leave required under the circumstances. (vii) Accumulated sick leave shall only be transferable on change of employment from council to council within New South Wales up to 13 weeks, provided that an employee shall only be entitled to transfer sick leave accumulated since the employee's last anniversary date on a pro-rata basis based basis. Such accumulated sick leave shall only be transferable if the period of cessation of service with the council and appointment to the service of another council does not exceed three months. The sick leave entitlement transferred shall not exceed the maximum amount transferable as prescribed by the appropriate award at the time of transfer. (viii) If a holiday as prescribed in Clause 13, Holidays, of this Award, occurs on the number an ordinary working day or rostered on shift during an employee's period of hours the Employee normally works during a calendar month. Non- Exempt employees absence because of sickness, such holidays shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences counted as sick leave. (ix) Where an employee had an entitlement under awards rescinded and replaced by this award for the following reasons: • Because payment of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member unused sick leave arising out of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part termination of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences employment due to ill-health or death and where such entitlement existed as at 15 February 1993 the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage following provisions shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in apply: a) In the event of the termination of service of an absence employee on account of three (3) days or more or ill-health and the council is satisfied that such ill-health renders the employee unable in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able future to perform the duties of such appointed classification, the termination shall not be effected earlier than the date on which the employee's credit of leave at full pay shall be exhausted unless the employee is paid any accrued sick leave at full pay to which such employee would be entitled under this clause. b) When the service of an employee is terminated by death , the council shall pay to the employee's estate, the monetary equivalent of any untaken sick leave standing to the employee's credit at the time of death. c) Payment under this clause is limited to sick leave calculated to retirement age in accordance with relevant legislation and shall not be payable if the injury or illness arises out of or in the course of employment before such that it is compensable under the Employee is allowed NSW Workers Compensation Act, 1987. d) For the purpose of this subclause such entitlement to return to work. Misuse payment of untaken sick leave shall be just cause for: • The non-payment paid in accordance with Clause 14 of Schedule 4 of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 Industrial Relations Act (Discipline & Discharge). Employees who have been employed for a period of five (5NSW) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary action1996.

Sick Leave. FullAll regular full-time Employees and probationary officers represented by the ASSOCIATION shall be credited with 3.70 hours of accumulate sick leave for each with pay period worked to a maximum accumulation at the rate of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour incrementsworking day for each month of service as determined by their work schedule. Sick Unused sick leave cannot be granted or tolled prior credits shall accumulate to its accruala maximum of fifteen hundred (1,500) working hours at the above rate. Sick leave shall be approved used in minimum periods of one (1) hour. Any officer may use sick leave with pay for absences for absence necessitated by injury or illness or exposure to contagious disease. In the following reasons: • Because event of an officer’s spouse, children or other member of his family living in his residence should be exposed to contagious disease or should his presence be required at home in the event of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member members of the Employee's above household, such officer may use his accumulated sick leave credits. In order to qualify for sick leave payment, an officer must: 1. Report his absence to his immediate family, not supervisor prior to exceed the start of his workday. 2. Keep his supervisor informed of the conditions if the absence is of more than three (3) days. 3. Submit a doctor’s certificate for such absence if in excess of three (3) days. Immediate family shall be defined as The certificate must state the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part kind and nature of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness sickness or injury and whether the officer has been incapacitated for said period of an immediate family member upon approval of the Employee's supervisorabsence. 4. • Employees may use their accrued personal sick Apply for such leave for absences due according to the illness of procedure established by the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s childCITY. Sick leave usage should be regarded by all officers as valuable free health and welfare insurance which, in the best interests of the officers, should not be used unless really needed. Sick leave is not “a right” like vacation; it is a privilege to be used carefully. All sick leave shall be subject to approval and verification administration by the EmployerChief of Police and the Personnel Office. The Employer reserves Serious cases of excessive abuse, as determined by the right to request medical verification from Chief of Police and the employee at the employer's expense in the event of an absence of three (3) days City Manager, will be grounds for disciplinary action or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment dismissal of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge)officer concerned. Employees who have been employed for retire in accordance with the provisions of the Wisconsin Retirement System or who are forced to retire due to a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees duty disability shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent entitled to a maximum cash payment of four hundred eighty (480) hours. Eligible employees upon permanent separation, $30.00 for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours each day of unused sick leave to one (1) months paid up health insurance for in their sick leave bank at the employee onlytime of their retirement. Employees unable to report may not receive payment for their normal work day because more than sixty (60) days of reasons established accumulated sick leave or a total cash payment of no more than eighteen hundred dollars ($1,800.00) under this provision. Medical examinations by this Article shall notify their supervisor a medical professional of the absenceCITY’S choosing may be required after prolonged, reason for absenceserious or repetitious illness, major surgery or injury. Return to duty after prolonged sick leave and medical examination depend on the decision of the Chief of Police and the expected duration City Manager, based on the advice of the absence. Employees failing to do so may be subject to disciplinary actionsupervisor, medical information supplied by the officer’s medical professional and the medical professional of the CITY’S choosing.

Sick Leave. Full-time Employees Section 1: Sick leave shall accrue at the rate of ten (10) hours per month commencing on the first day of hire into a regular position. Sick leave is earned by active employees on the 1st day of the month. (a) HPSA Members shall be credited with 3.70 hours paid their current hourly rate for each hour of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. used. Section 2: Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasonswill accrue on an unlimited basis. Section 3: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member Upon approval of the Employee's immediate familyChief of Police or designee and Director of Human Resources or designee, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for by HPSA Members who are: (a) Incapacitated from the performance of their duties by illness or injury injury, or (b) Whose attendance is prevented by public health requirements, or (c) Who are required to absent themselves from work for the purpose of keeping an appointment with the doctor; or (d) Who are required to absent themselves from work to personally care for a member of their immediate family member upon approval in those medical situations which require the employee's prompt attention. Section 4: With the exception of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to depletion, annual leave shall not be used in place of sick leave. Section 5: HPSA Members shall call in as required by department policy before the illness beginning of their shift when using sick leave. Section 6: HPSA Members who have exhausted all accumulated sick leave will be granted the Employee's child for such reasonable periods as the Employee's attendance use of accrued annual leave, floating holidays, banked holidays, then donated leave. Leave without pay may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make granted when all other arrangements to provide care for the employee’s child. Sick leave usage paid leaves are exhausted. Section 7: HPSA Members covered by this Agreement shall be subject to approval and verification the following requirements for payment of such leave: (a) Sick leave may not be used for any gainful employment, pursuit of personal business, recreation, travel for recreation, non-sick leave purposes, or other non-sick leave related activity, unless approved in advance by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event Chief of an absence of three (3) days Police or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actiondesignee.

Sick Leave. FullSection 1. Bargaining unit employees including part-time Employees employees, shall accumulate sick leave at the rate of four and six tenths (4.6) hours for each eighty (80) hours of active pay status completed, which equates to 0.0575 hours per hour worked. Active pay status may be defined as hours worked, hours on vacation, hours on holiday leave and hours on paid sick leave. Overtime hours actually worked shall be credited with 3.70 computed at 0.0575 hours of sick leave for each hour worked. (This does not include call time or premium pay period worked to a maximum accumulation of nine hundred sixty (960) hoursfor holidays). Part-time employees Employee shall accrue accumulate sick leave benefits on a pro-rata basis based on the number of hours the in an unlimited amount. Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved entitled to use sick leave with pay whenever necessary as specified under Section 3. Each employee shall be required to furnish a satisfactory written, signed statement to justify the use of sick leave (Appendix “E”). If medical attention is required, a certificate stating the nature of the illness from a licensed physician shall be required to justify the use of sick leave. A physician’s statement may be required for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) daysor more consecutive workdays or eight (8) unexcused days within a calendar year due to illness for which sick leave is claimed. Immediate family Falsification of either a written or signed statement of a physician’s certification shall be defined as grounds for disciplinary action including dismissal. Where the Employee's spouseEmployer reasonably believes an employee is abusing sick leave, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or it may require such employee to furnish a bona fide person living as certificate from a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave licensed physician for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of less than three (3) days or more or in such employee may be disciplined. Section 2. When an employee retires from employment with the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may requireCity, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave he/she shall be just cause for: • The non-payment entitled to receive pay for up to nine hundred and sixty (960) hours of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their his/her earned accumulated unused sick leave at the rate appropriate rate. Employees who are hired after 07/01/03 but before 08/01/15 shall only be entitled to receive pay for up to seven hundred and twenty (720) hours of fifty (50) percent his/her earned accumulated sick leave at the appropriate rate. Employees who are hired after 08/01/15 shall only be entitled to a maximum of receive pay for up to four hundred eighty (480) hourshours of his/her earned accumulated sick leave at the appropriate rate. Eligible employees Payment shall be made based upon permanent separation, the employee’s regular hourly rate at the time of retirement. An employee shall be eligible for reasons other than layoff or death, may opt to have such payment deposited only if he/she is an employee of the City at the time of retirement and he/she provides the City with minimum of thirty (30) days advance notice and “retires” in accordance with the eligibility requirements of the Public Employees Retirement System. The prior certification requirement shall be waived by the City provided the retirement is caused by a post-employment health care savings plan (PEHCSP) created for serious medical condition and said condition is certified by a licensed professional medical doctor. In the event of the death of an employee; or the employee may opt to convert 80 hours , payment of all such accumulation of unused sick leave shall be made to one (1) months paid up health insurance the employee’s spouse; if no spouse survives, then to the estate. Section 3. An employee may use sick leave for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor any of the absencefollowing reasons: A. Illness, reason for absenceinjury, and the expected duration or pregnancy-related condition of the absence. Employees failing employee, or paternity leave. B. Exposure of an employee to do so may a contagious disease which could be subject communicated to disciplinary actionand jeopardize the health of other employees. C. Examination of the employees, including medical, psychological, dental, or optical examination by an appropriate practitioner. D. Death of a member of the employee’s immediate family as provided for under Article 24.

Sick Leave. Full-time Full-­‐time, and Part-­‐time Employees shall be credited with 3.70 who have 1,000 hours of sick leave for each pay compensated employment within the twelve month period worked commencing on the date of employment or re-­‐employment, or any anniversary thereof, and who are absent due to personal illness or accident are entitled to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis salary/wage allowance based on length of service at the number time the incapacity begins. Medical documentation may be required. ▇▇▇▇ leave will be paid out as a replacement of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour incrementsthat were scheduled to be worked. Sick leave cannot be granted or tolled prior to its accrual. Sick leave balances shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties itemized every payroll cycle and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during displayed on the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge)pay stub. Employees who have been employed for a period reached their maximum earned sick leave allowance will not accrue any more sick leave allowance until their earned sick leave allowance is reduced below their maximum allowance. Periods of five extended sick leave, or prolonged absence (530 consecutive calendar days or more) years are not counted toward the earning of sick leave. Employees are eligible and were not discharged for cause qualify for a severance as set forth belowState Disability Insurance payments beginning on the eighth (8th) calendar day of absence. NotwithstandingWhen an Employee is receiving State Disability Insurance (SDI) payments or Worker Compensation payments, employees who have been laid off s/he may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent elect to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused use accrued sick leave to one (1) months paid make up health insurance the difference between her/his regular rate of pay and the amount s/he are receiving from either of the above agencies. When accrued sick leave is exhausted, at the Employee’s option integration may be done with accrued vacation. Employees may use up to one-­‐half of their yearly sick leave accrual for the employee onlypurpose of attending to a child, parent or spouse who is ill. Employees unable to report Leave for their normal work day because this purpose may not be taken until it has actually accrued. • For purposes of reasons established by this Article shall notify their supervisor of the absencesick leave use, reason for absencea “child” is defined as a biological, and the expected duration of the absence▇▇▇▇▇▇, or adopted child, stepchild or a legal ▇▇▇▇. Employees failing to do so A “child” also may be subject someone you have accepted the duties and responsibilities for raising, even if s/he is not your legal child (i.e. child of a domestic partner). • A “parent” is your biological, ▇▇▇▇▇▇ or adoptive parent, stepparent, or legal guardian. • A “spouse” is your legal spouse according to disciplinary actionthe laws or your domestic partner. All conditions and restrictions placed on an Employee’s use of sick leave apply also to sick leave used for the care of a child, parent, or spouse.

Sick Leave. Full28.01 Pay for sick leave is for the sole purpose of protecting full-time Employees employees against loss of income when she is legitimately ill, disabled, quarantined by authority of a Medical Officer of Health or because of an accident for which compensation is not payable under the Workplace Safety & Insurance Act. 28.02 Subject to Article 28.03 each January 1st, all full-time employees who have completed their initial probationary period shall have eighteen (18) days sick leave credited to them in advance. In the event of termination of employment during the calendar year, this credited advance will be reduced proportionately. 28.03 Any and all of the unused portion of sick pay credit shall be credited with 3.70 hours accumulated to benefit the employee from year to year, provided that no employee shall be entitled to accumulate sick leave credit in excess of three-hundred and forty (340) days. 28.04 The number of days for which an employee received sick pay shall be deducted from her cumulative sick leave credits on a straight time basis and charged to the nearest quarter. Sick leave payment will be at the employee's basic rate of pay excluding shift, overtime or any other premium. 28.05 A record of all unused sick leave will be kept by the Corporation and after the close of each calendar year, the Corporation shall forward to the employee a record of the amount of sick leave accrued to the employee’s credit. 28.06 When an employee is given leave of absence without pay, for each pay period worked any reason, or is laid off on account of lack of work and returns to a maximum accumulation work upon expiration of nine hundred sixty (960) hours. Part-time employees such leave of absence, etc., she shall accrue not receive sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences credit for the following reasons: • Because period of such absence but shall retain her cumulative credit, if any, existing at the time of such leave or layoff. 28.07 An employee who is absent from employment due to pregnancy or childbirth is not eligible for sick leave pay unless such leave is due to an illness or injury which prevents caused by the Employee pregnancy and/or childbirth. 28.08 An employee may utilize sick leave allowance for absence from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of employment: (a) caused by personal illness or injury physical incapacity caused by factors over which the employee has no reasonable or immediate control, provided an employee in receipt of an Award under the Workplace Safety & Insurance Act shall be excluded from utilizing sick leave allowance; (b) caused by exposure to a member contagious disease that, in the opinion of the Employee's immediate familyMedical Officer of Health or Home Physician, not to exceed three (3) days. Immediate family shall be defined as might endanger the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild health of other employees or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional residents by her attendance on duty. 28.09 Payment for cumulative sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage credits shall be subject to approval and verification the following conditions: (a) An employee shall on the first day of illness report such illness to her department head or representative where possible. The employee shall cause notice to her immediate supervisor at least two (2) hours before the start of the shift. (b) An employee reporting sick shall be required to file a doctor's certificate from time to time with the Administrator or her representative, if requested in advance. In absences exceeding two (2) weeks or in other reasonable circumstances the Administrator or her representative may request submission of a Treatment Memorandum. Such certificate or Treatment Memorandum shall be paid for by the Employer. The Employer reserves Corporation when payment is required. (c) In the right event an employee fails to request medical verification from report on the employee at the employerfirst day or fails to file a doctor's expense certificate as outlined above, she shall not be entitled to any sick leave benefits as provided herein unless, in the event opinion of an absence of three the Administrator or her representative, there was reasonable justification for the employee's failure to report or file the said certificate. (3d) days Upon death or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties termination of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of after five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees , an employee or her representative shall be compensated for their entitled to be paid an amount equal to 50% of the value of her accumulated unused sick leave credits, but not exceeding one-half (0.5) year's earnings at the rate received by such employee immediately prior to such death or termination. (e) All employees of fifty (50) percent the Corporation who, previous to a maximum the enactment of four hundred eighty (480) hours. Eligible employees upon permanent separation▇▇▇▇ 174, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused did possess accumulated sick leave credits shall be entitled to one retain such accumulated sick leave credits thereafter in accordance with ▇▇▇▇ 174 or any other applicable statute. (1a) months paid up health insurance for Employees who are absent on account of illness must report to the employee onlyDepartment Head at least twelve (12) hours before returning to duty. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing who fail to do so may and return to work and discover relief help to be subject on duty in their place, must return home until the next scheduled shift. (b) When an employee has been absent for seven (7) or more calendar days due to disciplinary action.illness or leave of absence and her date of return was not definite, she must advise her immediate supervisor when she will be returning to work at least twenty-four

Sick Leave. Full-time Employees Section 1: Sick leave is hereby defined to mean absence from post of duty of an employee because of illness, accident, and exposure to contagious disease or attendance upon a member of the employee's immediate family seriously ill requiring the care or attendance of such employee. Immediate family means father, mother, spouse, child, ▇▇▇▇▇▇ child, sister or brother of the employee. It shall also include relatives of the employee residing in the employee's household. Section 2: Each employee shall be entitled to sick leave credits at the rate of one day per month from the date of employment to the end of the calendar year of hire. If separation from employment occurs before the end of said year, and the employee has used more sick leave than appropriate on a pro rata basis, he/she shall have an amount equal to his/her daily rate of pay deducted from his/her final pay, for each day of sick leave taken in excess of the number to which he/she was entitled Each employee shall be credited with 3.70 hours of 15 days sick leave annually for each pay period worked to a maximum accumulation succeeding calendar year of nine hundred sixty (960) hours. Part-full time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour incrementsemployment which is accumulative. Sick leave cannot be granted or tolled prior used as terminal leave when leaving the employ of the County. If upon termination after a year's service an employee has used more sick leave than that to its accrualwhich he/she is entitled, he/she shall have deducted from his/her final pay an amount equal to his/her daily rate of pay for each day of sick leave taken in excess of the number of sick leave days to which he/she is entitled. Sick leave benefits shall be approved for absences available to both temporary and permanent employees in accordance with law and existing practices. Notice of absence is required as follows: Each employee is required to notify his/her supervisor by one-half (1/2) hour before starting time on each day of absence, giving the specific reason for the following reasons: • Because absence, provided, however that shift personnel are required to call in two (2) hours before starting time. Should the employee be unable to reach the supervisor, then the Personnel Office should be notified. Failure to give notification as required will result in loss of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child that day and may constitute cause for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illnessdisciplinary action. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable Failure to report absences from duty for their normal work day because of reasons established by this Article five consecutive business days shall notify their supervisor of the absence, reason for absence, constitute a resignation pursuant to Civil Service Rules and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionRegulations.

Sick Leave. Full-time Employees shall be credited with 3.70 hours of FAMILY LEAVE Subject to the following conditions an employee may access their sick leave entitlement for each pay period worked to a maximum accumulation reasons of nine hundred sixty (960) hours. Parturgent personal need: 14.1 Full-time employees shall accrue be entitlement to ten (10) days annual with Part-time employee’s entitlement pro-rated according to hours worked. There will be an accrual of unused sick leave benefits on from year to year. For the purpose of this Agreement a pro-rata basis based on day shall mean 7.6 hours. Actual sick leave shall be debited in accordance with the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave taken. 14.2 An employee shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at allowed a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence maximum aggregate of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may requiresick leave per annum without a medical certificate, at its expense, written medical verification provided that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse for any period of sick leave exceeding two (2) consecutive days, or single days taken together with a public holiday or rostered day off, or where both the days preceding and following a weekend are taken off duty, a prescribed medical certificate shall be just cause for: • The non-payment submitted by the employee where requested by the employer. 14.3 An employee may be permitted up to three (3) days per annum from their sick leave entitlement for urgent personal need. However, if preferred or required an employee may access any accrued leave which they have available for the purpose of urgent family or personal need. 14.4 Whenever possible, leave under this clause shall be sought and approved prior to the actual taking of the sick leave benefit; and/or • Disciplinary action leave. When not possible, the employee will notify their General Manager / Coordinator of their absence as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause soon as practicable. 14.5 A prescribed medical certificate may be required to qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the leave in 14.6 Nothing in this clause prevents the CEO from granting leave for an employee in circumstances of exceptional need or shall have the effect of reducing the entitlements provided for in Part 7 of the Award. 14.7 Where Council has well founded concerns regarding an employee; or 's health and welfare and their physical capacity to perform all aspects of their appointed position, then Council may request the employee may opt to convert 80 hours undergo a relevant medical examination by a medical practitioner of unused sick leave to one (1) months paid up health insurance for the employee's choice on a voluntary basis with costs met by Council. 14.8 In circumstances where the medical advice concludes that the employee only. Employees unable is unfit for work and unlikely to report recover to be able to fulfil the position for their normal work day because which they are employed then Clause 6 of reasons established by this Article shall notify their supervisor of Agreement should be considered concerning the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionemployee’s future.

Sick Leave. FullSECTION 1. Each member of the bargaining unit shall earn sick leave credit at the rate of four and six-time Employees tenths (4.6) hours for each eighty (80) hours of completed service. Sick leave credit shall be credited prorated in accordance with 3.70 the hours of completed service in each pay period. Unused sick leave may be carried forward from one calendar year to the next without limitation. SECTION 2. An Employee who is unable to report for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits work, and who is not on a pro-rata basis based on previously approved vacation, sick leave, or leave of absence, shall be responsible for notifying the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in Employer at least one (1) hour incrementsprior to the Employee's scheduled work assignment unless emergency conditions prevent such notification. In the case of a condition exceeding five (5) consecutive calendar days, a physician's statement specifying the Employee's inability to report to work and the probable date of return to work shall be required. SECTION 3. When hospitalization is required, the Employee shall be responsible for notifying the Employer upon admission to and discharge from such hospital, unless emergency conditions prevent such notification. When convalescence at home is required, the Employee shall be responsible for notifying the Employer of the start, the expected length, and the termination of such period of convalescence. SECTION 4. Sick leave cannot may be granted or tolled prior to its accrual. Sick leave shall be approved for absences used by an Employee only for the following reasons: • Because : 1) illness, injury, pregnancy or pregnancy-related condition of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not where the Employee's presence is reasonably necessary for the health and welfare of the Employee or affected family member; 2) exposure of the Employee to exceed three (a contagious disease which could jeopardize the health of other Employees; 3) daysexamination or treatment of an Employee or member of his immediate family where the Employee's presence is reasonably necessary, including medical, psychological, dental, or optical examination by an appropriate practitioner. SECTION 5. Immediate family For purposes of this article, "immediate family" shall be defined as include: the Employee's spouse, parent, child, step childmother, father, brother, sister, grandparent, grandchild, mother-in-law, father-in-law, mother-in-lawlegal guardian, grandchild or grandparent other person who stands in the place of a parent. SECTION 6. When an Employee returns to work, he shall submit a written and signed explanation of absence/sick leave prior to the end of his shift on the date that he/she returns. This shall be submitted through the County's web based timekeeping system (currently ▇▇▇▇). If professional medical attention is required by the Employee or step- grandparent or his immediate family, a bona fide person living as certificate from a contributing member that is considered part licensed physician stating the nature of the family unit condition shall be required by the Employer for justification and not use of sick leave. SECTION 7. Upon return from sick leave, the Employer may require that an Employee submit to a tenant, renter or boarder. Additional medical and/or psychological examination based upon the condition for which sick leave may be used for illness or injury of an immediate family member upon approval of was utilized in order to determine the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due capability to the illness of perform the Employee's child for such reasonable periods as position. Such examination shall be conducted by a physician or licensed practitioner designated by the Employee's attendance may be necessaryEmployer, on and the same terms as Employer shall pay the cost of the examination. If the Employee is able found to use sick leave benefits be unfit for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may requireduty, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to workmay be placed on sick leave, alternative work assignment, leave of absence without pay or disability separation. SECTION 8. Misuse Any abuse patterned or excessive use, or falsification of reasons for use of sick leave shall be just and sufficient cause for: • The non-payment for disciplinary action. Abuse or patterned use of the sick leave benefitshall include, but not be limited to: consistent use of sick leave before and/or after holidays, vacation days or regular off-days; and/or • Disciplinary action after pay days; absence following overtime worked; partial days; or a continued pattern of maintaining zero or near-zero sick leave balances. SECTION 9. Any employee who uses no sick time, and has no attendance violations, as provided defined by Article 13 (Discipline & Discharge). Employees who have been employed the Employer's AWOL policy, for a six-month period of (January 1- June 30) (July 1 - December 31) will be permitted to convert five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent days to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary action.five

Sick Leave. Full-1. ▇▇▇▇ leave is paid leave that may be granted to each full time Employees officer who is unable through sickness or injury to perform the duties of his position, or who is quarantined by a physician because he has been exposed to a contagious disease. 2. Sick leave with pay shall be credited with 3.70 hours applicable to all full time officers, pursuant to revised general ordinances 1970 of the Township of Manalapan. Probationary employees are entitled to accumulate sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits on a pro-pro rata basis based on basis. 3. Within the number first year of hours the Employee normally works during a calendar month. Non- Exempt employees service, an officer shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in receive one (1) hour incrementsworking day of sick leave with pay for each month of service from the date of his regular appointment up to and including December 31st, following such date of appointment. 4. Sick After the first year of employment, each officer shall have fifteen (15) days of sick leave canwith pay for each calendar year thereafter. 5. ▇▇▇▇ leave not taken shall accumulate to the officer's credit from year to year and the officer shall be granted entitled to such accumulative sick leave with pay if and when needed. 6. All absences due to illness or tolled prior disability shall be reported as soon as possible, by or for the officer, to the supervisor. 7. In all cases of reported illnesses or disability the Township reserves the right to send a visiting nurse or the Township medical officer to investigate the report. The Township reserves the right to have any officer reported or reporting as ill or disabled to be examined by a physician designated by the Township. The Township may require an officer who has been off duty for a period in excess of five (5) consecutive work days to furnish the Township with a physician's certificate that the officer is physically fit and able to resume his duties and the Township shall also have the right to have such officer examined by a physician of its accrualown choice to determine whether or not the officer is able to resume his duties and employment. 8. Sick leave shall not be approved allowed for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or emergency dental care and such other medically related professional services which canare readily available during non working hours. 9. An officer who is certified as absent on account of a disability or accident caused in the usual course of his employment and while on duty shall not be scheduled at a time have such absence charged against his sick leave. All other than during the Employee's normal work dayprovisions regarding absence on account of sickness or disability apply to officers suffering job disability or accident. 10. • To make necessary nursing care arrangements because of When an absence due to illness or injury to a member of the Employee's immediate family, does not to exceed three (3) days, normally the officer's statement of the cause will be accepted without a supporting statement from his attending physician. Immediate family The Township, however, reserves the right to have the officer examined by the Township medical officer before his return to duty. 11. No officer, while on sick leave from the Township, shall be defined as otherwise employed or engaged in any outside work or employment whatsoever. 12. The Township shall grant to any member of this Unit a paid leave of absence not to exceed 52 weeks who shall become ill or injured or disabled from any cause provided that the Employee's spouseexamining physician appointed by the Township shall certify to such illness, parentinjury or disability consistent with the specifications of Title 40A: 14-137. To be eligible for this benefit, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or an officer must first exhaust all of his accumulated sick time. The above Section shall be utilized in the following manner and equation: Completion of three years consecutive service in Manalapan Police Department 10 weeks paid leave 4 years of service… 20 weeks paid leave 6 years of service… 30 weeks paid leave 8 years of service… 40 weeks paid leave 10 years of service… 50 weeks paid leave more than 10 years… 52 weeks paid leave This clause shall only be applicable for serious injuries and illnesses. The above provision shall only apply in instances where there are more than seven (7) consecutive days of absences in issue. The PBA and the Township shall develop a bona fide person living as a contributing member that is considered part joint form which shall be used when Section 12 - benefits shall be sought. The form shall include name of the family unit officer, dates of issue, number of years of experience in the department, name of attending physician, and not a tenant, renter or boarder. Additional sick reasons for medical leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the EmployerTownship. 13. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick Maternity leave shall be just cause for: • The non-payment granted in accordance with the terms and provisions of the Family Medical Leave Act, 29 U.S.C. § 2601 (“FMLA”) and the New Jersey Family Leave Act, N.J.S.A. 34:11B-1 et.seq. (NJFLA). The Township will require a pregnant officer to obtain and submit a physician’s certificate as to the expected date of delivery and estimated period of confinement. Maternity leave shall be granted or denied on the same basis as requests for all other requests for disability leaves of absence, subject to the specific terms of Subsection M(1) which refers to specific agreements between the parties regarding the unique aspects of maternity leave that requires certain deviations from policies governing other “disability leaves.” 1. The affected pregnant Officer shall be required to utilize her accumulated sick leave benefit; and/or • Disciplinary action as provided during the unpaid disability component of the maternity leave of absence up to 4 weeks before the date of birth and up to 4 weeks after the date of birth, in light of the presumption of disability status during these two time periods. Additional sick leave, either before or after the birth of the Officer’s child, shall be approved by Article 13 the employer upon the production of a medical certificate attesting to the disability status of the affected Officer during the additional period of time at issue. The affected Officer shall also be entitled to seek an unpaid child rearing leave of absence subsequent to the end of the disability phase of that Officer’s maternity leave in accordance with the NJFLA of up to an additional 12 weeks of leave for child rearing purposes. 2. Upon the expiration of the maternity leave (Discipline & Dischargewhich includes the disability leave and the child rearing leave of absence). Employees who have been employed , in exceptional circumstances an additional unpaid leave of absence may be granted for a period not to exceed an additional 6 months is specifically applied for and approved by the governing body pursuant to N.J.S.A. 40A:14-136. 3. Maternity and non-maternity disability leave, child care leave, and family leave shall be counted as covered leave for the purpose of satisfying the FMLA and/or NJFLA. 4. Officers taking childcare leave and/or family leave under NJFLA shall be required to first apply all of their available accumulated paid leave and vacation time toward their leave. 14. All officers who retire from the police department with twenty-five years of service in the Police and Fire Retirement System shall receive one day’s pay for every two days of accumulated sick time. This benefit shall be capped at a maximum of $12,000 for each eligible officer. Officers retiring on an ordinary or accidental disability will be entitled to this benefit as well. 15. Accumulated sick leave up to five (5) years and were not discharged days per year may be used by an employee for cause qualify for a severance as set forth belowillness in the immediate family, which requires attendance upon an ill family member. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created The term “immediate family” for the purpose of this Section shall mean and refer only to the employee; ’s spouse, domestic partner, dependent child or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actiondependent parent.

Sick Leave. Full-time Employees shall be credited with 3.70 hours of A. Accumulated paid sick leave for each pay period worked credit is to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences used for the following reasons: • Because sole purpose of illness or injury which prevents protecting the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during employee's wages in the Employee's normal work day. • To make event absence is made necessary nursing care arrangements because of disability due to non-industrial injury or illness or injury to a member of the Employeeemployee, or illness of the employee's immediate family. For the purposes of this article, immediate family is defined pursuant to the Family and Medical Leave Act. Sick Leave may not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the an industrial injury or illness of the Employee's child for such reasonable periods except as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense follows: in the event of an employee sustains an industrial injury or illness that requires an absence beyond the one year of three (3) days or more or in paid leave afforded by Labor Code 4850 and it appears, based on the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may requiremedical evidence, at its expense, written medical verification that an Employee is they will be able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall full duty within a reasonable time frame, they may be just cause for: • The granted an exemption to the non-payment industrial causation requirement of this section. This determination will be made by the City Manager on the advice of the Fire Chief, Director of Human Resources, and the Risk Manager, based on the medical evidence. If this exemption is granted and the employee fails to return to full duty for any reason other than the disabling condition, they may be required to pay back to the City all salary and benefits provided and accrued during the exemption period if it is determined that the employee is intentionally attempting to defer their retirement beyond the one year of paid leave afforded by Labor Code Section 4850. When an employee is on sick leave, any type of outside employment will not be permitted. The clear intent of this section is to prevent (except in very unusual cases) an employee from deferring his or her retirement beyond the one year of paid leave benefit; and/or • Disciplinary action as provided afforded by Article 13 (Discipline & Discharge). Employees who have been employed for a period Labor Code 4850. B. Members of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused represented classifications assigned to the Fire Suppression Division will accumulate sick leave at the rate of fifty (50) percent 5.15 working hours for each biweekly pay period of service. C. Members of represented classifications assigned to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons divisions other than layoff or death, Fire Suppression will accumulate sick leave at the rate of 3.68 working hours for each biweekly pay period of service (96 hours annually). D. Unused sick leave may opt be accumulated in an unlimited amount but the City shall have no financial obligation to have pay for such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of accumulated and unused sick leave upon termination from the City for any reason provided, however, this subsection does not abrogate the employee's right to one (1) months paid up health insurance for have all unused accumulated sick leave credited to his/her service credits under PERS upon retirement or any rights provided under Section 7 below. In calculating the employee only. Employees unable to report for their normal work day because number of reasons established days of service credits under PERS, unused accumulated sick leave hours will be divided by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary action8.0.

Sick Leave. Full1. Each full-time Employees bargaining unit member shall be entitled to sick leave credit of one and one-fourth (1-1/4) workdays with pay for each month of service or a total of fifteen (15) days per year to an accumulation of two hundred sixty-eight (268) days. Sick leave credit shall be retained, but not accumulated, during an unpaid leave of absence. 2. Each teacher who has exhausted or each newly employed teacher who has not accumulated sick leave days shall be credited with 3.70 hours five (5) days of sick leave. If any of these five (5) days of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees are used, they shall accrue be deducted from any sick leave benefits on accumulated. Any advance is to be repaid by the teacher’s subsequent sick leave accrual within the contract year of the advancement. Advancements shall immediately be deducted from future accumulations and/or deducted from the employee’s final check if the employee is no longer employed with the Board and has not accumulated enough for repayment of said advancement(s). Nothing herein shall be considered to create an expectation that unpaid leave will be granted to any bargaining unit member who has exhausted all sick leave and advancements, nor is the Board in any way limited from docking any such employee’s pay and/or in taking appropriate disciplinary action for any unauthorized absence without approved leave. 3. The Board may require a pro-rata basis based bargaining unit member to furnish a written, signed statement on the number enclosed form to justify the use of hours sick leave. If medical attention is required, the Employee normally works during a calendar month. Non- Exempt employees employee shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences for list the following reasons: • Because of illness or injury which prevents the Employee from performing job duties name and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member address of the Employee's immediate family, not to exceed three (3attending physician and the date(s) dayswhen he/she was consulted. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family Bargaining unit and not a tenant, renter or boarder. Additional members on sick leave may or reasonably expected to be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal on sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period duration of five (5) years or more consecutive days must, upon request, provide the Board with medical verification of the need to be absent from work and were not discharged for cause qualify for information concerning the prospects of a severance as set forth belowreturn to work. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees Nothing in this Section shall be compensated for their accumulated unused sick leave at construed to waive the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a postphysician-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established patient privilege provided by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionORC 2317.

Sick Leave. Full-time Employees A. The present practice and policy with regard to accumulated sick leave time, whereby each employee is entitled to fifteen (15) days per year for calculation purposes, shall be credited continue in full force and effect. B. In addition to the foregoing, and in accordance with 3.70 hours the provisions of law governing sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. PartPolice Personnel contained in N.J.S.A. 40A:14-time employees 137, every officer shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave up to one (1) months paid up health insurance year sick leave, not related to accumulated sick days which are hereby expressly authorized. C. If an officer is out sick for more than seven (7) days, or injured and under doctor's care he will not be required to remain in his home if the doctor feels it is not necessary for his recuperation; but he will let the Desk Officer know where he can be reached. The Department Head may direct the employee only. Employees unable to report the Borough designated Physician for their normal work day an opinion as to the eligibility of the employee to be absent from work. D. If an officer lives alone or becomes ill or injured while not at home , he will notify the Desk Officer as to where he will be staying. E. Sick leave may be used by an Officer for personal illness or injury or a member of his family or household which requires his attendance upon the person who is ill or injured or which requires his being quarantined by a physician because of reasons established a disease which is certified by this Article shall notify their supervisor the local Health Department of the absencejurisdiction where the Officer resides as being a contagious disease. Sick leave is hereby defined to mean absence from post or duty because of illness, reason for absence, and the expected duration accident or exposure to a contagious disease requiring isolation. F. Notwithstanding any of the absence. Employees failing above provisions, the employer reserves the right to do so have an Officer examined by a physician, designated by the employer after a period of ninety G. If the physician appointed by the employer to examine the disabled officer determines that the Officer will never be able to return to duty, the officer or his legal guardian shall be required to apply for disability retirement in accordance with the provisions of either the Police & Fire Retirement System. H. Habitual absenteeism or tardiness may be cause for discipline. I. Any Employee who calls in sick to engage in outside employment shall be subject to disciplinary action. J. If an employee is absent from work for reasons that entitle him to sick leave, the Department Head or his designated representative shall be notified as early as possible, but not later than one hour prior to the start of the scheduled work shift from which he is absent barring extenuating circumstances. Failure to so notify the Department Head or his designated representative may be cause for denial of the use of sick leave for the absence and constitute cause for disciplinary action. An employee who is absent for five (5) consecutive days or more and who does not notify the Department Head or some other reasonable representative of the Borough on any of the first five (5) days may be subject to dismissal barring extenuating circumstances.

Sick Leave. Full-time Employees SECTION 1: To be eligible for sick leave pay, an employee must have worked not less than one hundred (100) days in the aggregate in the year prior to the anniversary date of hire and subject to the following provisions: An employee shall be credited with 3.70 hours a maximum of fifteen (15) days (i.e., shifts) of sick leave for each pay period worked year worked, accrued monthly at a rate of one and one-quarter (1¼) days per month. Sick leave may be accumulated to an unlimited amount and, subject to the provisions of Section 3 of this Article and any other provisions pertaining thereto may be used without limitations. SECTION 2: Leaves of absence for reasons of illness will be granted to any employee known to be ill, when supported by a physician’s note, which will be considered satisfactory evidence of such illness. The physician must state the illness. While the employee is on a paid sick leave, seniority will continue to accumulate to a maximum accumulation minimum of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour incrementsyear or the length of paid sick leave, whichever is greater. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for No unpaid absences for the following reasons: • Because reasons of illness will be allowed or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for authorized until the employee’s child. Sick sick leave usage account is exhausted. SECTION 3: Leaves of absence due to sickness shall be subject to approval and verification the following rules: (a) Sick Leave allowance shall be authorized only by the EmployerChief of Police upon written application by the employee. (b) Each employee must notify the Desk Officer/Dispatcher promptly of any absence which is to be computed as sick leave. (c) The employee should notify the Desk Officer/Dispatcher before starting time on the first day of the absence regarding the intended absence, the anticipated length of absence and any subsequent change in the anticipated length of absence. (d) Disability incurred through the excessive use of intoxicating liquors and/or narcotic drugs shall be excluded from sick leave allowances except as provided for in the Substance Abuse Section of this Agreement. (e) The Chief of Police may require satisfactory verification of any claim for sick leave. A physician’s note will be considered satisfactory evidence of such illness. The Employer reserves physician must state the illness. Any unreasonable expenses incurred by an employee in complying with this requirement shall be borne by the City. SECTION 4: All employees upon retirement or death shall receive a percentage of their unused accumulated sick leave, prorated to the date of said event, at their base pay rate, in a lump sum payment, using the following percentages: 20% 1,000 hours or less 22% 1,001 hours but less than 1,500 hours 23% 1,500 hours but less than 2,000 hours 24% 2,000 hours but less than 2,500 hours 25% 2,500 hours or more There shall be a $5,000 capitation or limit on the maximum payment of unused, accumulated sick leave for employees hired after October 6, 2015. SECTION 5: An Officer shall have the right at least six (6) hours prior to the start of their assigned shift to request medical verification from the employee at use of a stress day. The request shall be made to the employer's expense in Chief of Police or ranking Officer on duty. A stress day will be requested only when the Officer believes that they may be unable to safely perform their duties as a result of a situation or event of an absence of three (3) days or more or causing personal stress, and for such reasons said request shall not unreasonably be denied. The Officer may provide a “general” explanation to the Chief rather than documenting personal reasons. The City may require appropriate evaluation/consultation in the case of repeated or systematic absence use of an Employeestress leave. In Stress days shall be deducted from the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of Officer’s sick leave and shall be just cause for: • The non-payment not exceed two (2) days per twelve (12) month period except with the express permission of the sick Chief, whose judgment as to whether to grant more such leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were shall not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionarbitrable.

Sick Leave. Full-time Employees Section 1: Sick leave shall accumulate at a rate of one day per month in the first calendar year of service, commencing in the first month or major portion thereof, from the date of hire. Beginning with the second calendar year, fifteen (15) sick days will be credited and advanced at the beginning of the calendar year in anticipation of continued employment for the full year and may be used on that basis and in accordance with established policy. Section 2: ▇▇▇▇ leave shall accumulate year to year with one day per month credited to the Detective at the beginning of each successive month, and an additional day added every four months, for a total of fifteen days sick leave per year and available on January 1, of the calendar year. Section 3: Detectives shall not be credited with 3.70 hours of sick leave days if they are on an approved leave of absence without pay for each pay period worked periods in multiples of one month or major part thereof. Section 4: ▇▇▇▇ leave may be utilized by Detectives when they are unable to perform their work by reason of personal illness, or illness in the immediate family, accident or exposure to contagious diseases. Section 5: Upon separation from the Prosecutor’s Office by a maximum accumulation Detective, any sick time utilized which has not been earned in accordance with Section 2, above, the costs thereof shall be withheld from the final paycheck. Section 6: In all cases of nine hundred sixty (960) hours. Part-illness, whether of short or long term, the Detective is required to notify his/her superior of the reason for absence at the earliest possible time employees shall accrue but in no event later than his/her usual reporting time or other time as required or necessitated by the circumstances. a. At the discretion of the Prosecutor and/or his designee, he may at any time require the Detective seeking sick leave benefits on a pro-rata basis based to submit acceptable medical evidence on the number of hours the Employee normally works during approved form. b. If a Detective is absent for five consecutive working days, a doctor’s certificate shall be required upon returning to work. c. For sick leave totaling more than fifteen days in a calendar month. Non- Exempt employees year, a doctor’s certificate shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior required upon returning to its accrual. Sick work. d. Up to two weeks sick leave shall be approved to any Detective for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to emergency attendance upon a member of the Employee's his/her immediate familyfamily (father, not to exceed three (3) days. Immediate family shall be defined as the Employee's mother, spouse, parent, child, step ▇▇▇▇▇▇ child, brother, sister, father-in-law, mother-in-law, grandchild brother or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part other near relatives residing in the Detective’s household) critically ill and requiring the presence of the family unit and not a tenant, renter or boardersuch Detective. Additional sick leave may be used granted by the Prosecutor if special circumstances so require. e. If all bereavement leave set forth below in Article 28, F, ▇▇▇▇▇▇▇▇▇▇▇ Leave, has been exhausted, then up to two weeks sick leave may be approved because of death in the immediate family, as defined in paragraph d, above. f. If the sick leave is not approved by the prosecutor and/or his designee, the time involved during which the Detective was absent shall be charged to his/her vacation credit, if any: otherwise, he/she will suffer loss of pay for such time. g. A detective who does not expect to report for work because of personal illness or injury of an immediate family member upon approval for any of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense reasons included in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse definition of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided notify his/her immediate superior, or some other person in his/her particular unit, by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstandingtelephone or personal message, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate beginning hour of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, work for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionhis/her position.

Sick Leave. Full-time Employees (a) ▇▇▇▇ leave credits with pay shall be credited with 3.70 hours granted on the basis of one and a half days per month, cumulative from the date of employment. This rate is calculated based on the 70-hour, nine-day fortnight schedule. There shall be no limit to the number of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960credit(s) hours. Part-time employees shall accrue accumulated, but the employee can only utilize sick leave benefits on a pro-rata basis based on credits upon accumulation. (b) ▇▇▇▇ leave with pay is only payable because of sickness and employees who are absent from duty because of sickness may be requested to provide proof of illness. Any employee who fails to comply with this regulation upon request shall be considered as having left the number employ of hours the Employee normally works during a calendar monthTeaching Support Staff Union. Non- Exempt Employees will notify the Employer as promptly as possible of any absence from duty because of sickness and employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot will be granted or tolled expected to notify the Employer prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge)return. Employees who have been employed absent due to sickness for a period of forty-five (545) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at calendar days or more must notify the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to Employer one (1) months calendar week prior to returning to work. (c) Sick leave pay shall be paid up health insurance for the one (1) work day or less not covered by the Workers’ Compensation Act, when the employee onlyhas accumulated sick leave credits. (d) Any employee must apply for sick leave pay to cover periods of actual time lost from work owing to sickness or accident. Employees unable will make every effort to report for secure Medical and Dental appointments outside their normal work day working hours. If appointments cannot be secured outside normal working hours, Medical and Dental appointments will qualify for Sick Leave with Pay provided that employees give reasonable advance notice of such appointments to the Employer. (e) Employees with more than one (1) year’s service who are off because of reasons established by this Article sickness or accident shall notify their supervisor at the expiration of sick leave be continued on the absence, reason payroll under the heading of “Leave of Absence Without Pay” for absence, and the expected duration a period of the absence. Employees failing up to do so may be subject to disciplinary action.twenty-one

Sick Leave. Full-time Employees shall be credited with 3.70 hours of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. 10.1 Sick leave shall be approved defined as absence of an Employee from post or duty because of illness, accident, or exposure to contagious disease. An Employee shall not be eligible for absences for sick leave under this Agreement if the following reasons: • Because of illness accident or injury suffered which prevents caused the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional request for sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as occurs while the Employee is able to use sick leave benefits for being employed by a company or organization other than the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness Township of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for ▇▇▇▇▇▇▇▇. 10.2 Immediately following a 90 day probationary period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused earn sick leave at the rate of fifty (50) percent 1.25 days per month for each month worked up to a maximum of four hundred eighty (480) hours15 days each year. Eligible employees upon permanent separation, Sick leave may accumulate from year to year to be used if and when needed by the Employee. 10.3 If an Employee is absent for reasons other than layoff that entitle him/her to utilized sick leave, the Employee is responsible for notifying his/her supervisor promptly by the Employee’s usual reporting time. Failure to notify the supervisor may be cause for denial of the use of sick leave and may constitute cause for disciplinary action. 10.4 Absence without proper notice for 5 consecutive days shall constitute a resignation under N.J.A.C. 4:1-16.14. 10.5 The Township may require proof of illness from an Employee on sick leave when such a requirement appears reasonable. Abuse of sick leave shall be cause of disciplinary action. In addition, in cases where illness is of a reoccurring or deathchronic nature, may opt causing reoccurring absences of one day or less, the Township reserves the right to require competent medical evidence to be submitted prior to the reinstatement of said Employee, and also reserves the right to have such payment deposited in a post-employment health care savings plan (PEHCSP) created the Employee examined by the Township’s physician before returning to duty. In all cases of reported illness or disability, the Township reserves the right to send the Employee to the Township’s physician to investigate the report. 10.6 When an absence due to an illness does not exceed 2 consecutive working days, normally the Employee’s statement of the cause for the employee; or absence will be accepted without a supporting statement by the attending physician. The Township reserves the right to have the employee may opt examined by the Township’s physician before returning to convert 80 hours work. Any absence in excess of 2 consecutive working days shall require a written statement from the employee’s physician certifying to the employee’s absence from work due to illness. 10.7 Employees who are unable to report to work because of illness or injury and who have notified their supervisor in accordance with the Article shall be responsible for notifying their Supervisor as to their place of confinement. 10.8 Employees retiring under the PERS guidelines shall be eligible for payment for accumulated and unused sick leave pursuant to the following formula. Employees with less than 30 years of uninterrupted work experience with the Township of ▇▇▇▇▇▇▇▇ (including the ▇▇▇▇▇▇▇▇ Municipal Utilities Authority) shall be eligible for reimbursement for accumulated an unused sick leave to one (1) months paid up health insurance for the employee onlya “cap” payment of $15,000. Employees unable with 30 years or more of uninterrupted work experience with the Township of ▇▇▇▇▇▇▇▇ shall be eligible for reimbursement for accumulated and unused sick leave up to report for their normal work day because a “cap” payment of reasons established $30,000. 10.9 Employees shall be permitted to “sell back” accumulated an unused sick leave on an annual basis subject to the following regulations: ● Employees must notify the Superintendent of Water and Sewer in writing by this Article shall notify their supervisor 11/1 of each and every year of the absence, reason for absence, and amount of sick leave they would like to sell back in the expected duration ensuing fiscal year in accordance with the following formula. 1. All employees may sell back up to 5 sick days per year regardless of sick leave usage during the year provided that written notice is given by 11/1 of each year. Payment will be made during the first pay of February of the absenceensuing year. 2. Employees failing In order for an employee to do so sell back more than 5 days with a maximum sell back of 10 days, he/she must meet the following criteria. ♦ If an employee uses less than 2 days of sick leave, he/she may be subject sell back up to disciplinary action.an additional 5 days for a total of 10 days ♦ If an employee uses 2 to 5 days of sick leave, he/she may sell back up to an additional 2 days for a total of 7 days ♦ No additional sell back over and above 5 days if employee uses more than 5 days

Sick Leave. Full-time Employees Section 1 The Employer agrees that all Lodge members shall be credited with 3.70 accrual eight (8) hours of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar per month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot with pay shall be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of Personal illness or injury which prevents physical incapacity resulting from causes beyond the Employee employee’s control; enforced quarantine of the employee in accordance with health regulations, or for anyone that falls under the City’s “Family Medical Leave Act” definition of immediate family member, who is sick or injured and requires the employee’s attention. Section 2 Employees that are absent from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness must notify the Chief of Police or injury his designee prior to the actual work period beginning time giving a member minimum of the Employee's immediate family, two (2) hours notice except in extreme emergent cases. Section 3 Any employee who has accrued a total of two-hundred (200) hours or more of sick leave may donate up to but not to exceed three one-half (3½) daysof their total amount accrued to any employee who has sustained a prolonged injury or illness. Immediate family shall Such donations can only be defined made after the recipient has exhausted their own entire Annual, Holiday, Compensatory, and/or Sick Leave. Final approval must be granted in writing by the City Manager. No employee will be allowed to donate as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild much leave as to reduce his or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional her total accrued sick leave may below one-hundred (100) hours. Sick leave will not be used for illness or injury of an immediate family member upon approval of utilized unless the Employee's supervisoremployee has accumulated said leave. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for Upon being fully vested in the employee’s child. Sick leave usage retirement system and upon retirement of employment, the employer shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from pay the employee at the employer's expense in the event for ½ of an absence their unused sick leave up to a maximum of four-hundred (400) hours. Section 4 An Employee who continues to be physically unable to perform his normal duties for a period of three (3) consecutive working days or more more, shall be required to provide a licensed physician’s statement to the Police Chief or in Deputy Police Chief and every consecutive thirty (30) day period of such absence containing the case of repeated or systematic absence of an Employee. In following information confirming the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able employee’s continued inability to perform his normal duties. Additionally, an employee may be placed on “proof status,” requiring an employee to bring a medical certification for any future sick leave occurrences where: 1) the duties employee has frequent sick leave usage, defined as nine (9) sick leave occurrences without a physicians written statement within a twelve month period, or 2) a pattern of employment before sick leave usage develops. Proof status shall be for a six (6) month period. Any sick leave occurrence while on proof status without a physician’s written statement will automatically extend the Employee is allowed period by an additional three (3) months and the officer will be subject to discipline for sick leave abuse. The City will advise the employee and, if the employee has designated a FOP representative, the FOP representative of being placed on proof status or any extension thereof. The physician’s statement contemplated herein shall include: a. Brief statement as to the nature of the employee’s illness. b. Brief statement as to the treatment being administered to the employee and the employee’s progress under the treatment. c. Statement as to when the employee will be deemed by the physician to have sufficiently recovered from his illness in order to be able to return to workhis normal duties without limitations or restrictions. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary action.City Date Lodge Date

Sick Leave. Full-time Employees A. Sick leave shall be credited with 3.70 hours defined as absence from duty because of illness or off-the-job injury, or exposure to contagious diseases as evidenced by certification from an accepted medical authority. B. Rules governing sick leave for each pay period worked to leave: 1. Each incumbent of a maximum accumulation of nine hundred sixty (960) hours. Partline-time employees item position shall accrue sick leave benefits on a pro-rata basis based on with pay at the number rate of hours twelve (12) days or the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour incrementsprorated shift equivalent per year of continuous service. 2. Sick leave cannot may be granted or tolled prior to its accrualused after the completion of the month of service in which it was earned. 3. Sick leave shall begin with the first day of illness. 4. Department heads shall be approved for absences responsible to the City Manager for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse uses of sick leave in their departments. 5. A department head shall be just cause for: • The non-payment require written proof of illness from an authorized medical authority at the employee's expense for sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period use in excess of five (5) years and were not discharged consecutive working days by personnel in his/her department. Such proof may be required for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless periods less than five (5) consecutive working days where there exists an indication of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hoursabuse. 6. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the Any employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day who is absent because of reasons established by this Article sickness or other physical disability shall notify their his/her immediate supervisor or department head as soon as possible but in any event during the first day of the absence, reason for absence, and the expected duration of the absence. Employees failing Any employee who fails to do so may comply with this provision, without having a valid reason, will be placed on leave of absence without pay during the unexcused absence and be subject to disciplinary action. 7. Any employee absent for an extended illness or other physical disability may be required by the Human Resources Director to have an examination by the City's medical examiner, at City expense, prior to reinstatement to the City service. 8. An appointing authority, subject to approval of the Human Resources Director, may require any employee to be medically examined where reasonable cause exists to believe that an employee has a medical condition which impairs his/her job effectiveness or may endanger the health, safety or welfare of the employee, other employees, or the public. Employees who are judged to be physically incapable of meeting normal requirements of their positions may be placed in a classification of work for which they are suitable when a vacancy exists, or may be separated for physical disability. 9. In the event that an employee's sick leave benefits become exhausted due to illness or exposure to contagious disease, the employee shall revert to a status of leave of absence without pay and be subject to the provisions of the Personnel Rules unless eligible to participate in the City's Catastrophic Leave Policy. For continuation of medical insurance see Insurance, Article 16, Section A. 10. The right to benefits under the sick leave plan shall continue only during the period that the employee is employed by the City. This plan shall not give any employee the right to be retained in the services of the City nor any right of claim to sickness disability benefits after separation from the services of the City. When an employee receives compensation under the Worker's Compensation Act of California, such compensation received shall be considered part of the salary to be paid to the employee eligible for such payments as required by state law. The amount paid by the City shall be the difference between the amount received by the employee from the City's compensation insurance coverage and the eligible employee's regular rate of pay. 11. Notwithstanding anything contained in this section, no employee shall be entitled to receive any payment or other compensation from the City while absent from duty by reason of injuries or disability received as a result of engaging in employment other than employment by the City for monetary gain or other compensation other than business or activity connected with his/her City employment. 12. Accumulation of sick leave days shall be unlimited. 13. Upon termination of employment by death or retirement the employee or beneficiary may choose: 1) a payout of the employee’s accumulated sick leave balance based on years of service according to the following schedule,

Sick Leave. Full-time Employees shall be credited with 3.70 hours of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. A. Sick leave cannot be granted is hereby defined to mean absence from post or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because duty of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements any employee because of illness illness, incident or injury exposure to contagious disease, or attendance upon a member of the Employee's employee’s immediate family, not to exceed three (3) days. Immediate family seriously ill requiring care and attendance of the employee. B. Sick leave with pay shall be defined as the Employee's spouse, parent, child, step child, brother, sister, fathergranted to all full-in-law, mother-in-law, grandchild time employees at sixteen (16) days annually. If any such employee requires none or grandparent or step- grandparent or only a bona fide person living as a contributing member that is considered part portion of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal such allowable sick leave for absences due any calendar year, the amount of sick leave not taken shall accumulate to the illness of the Employee's child for his or her credit from year to year and such reasonable periods as the Employee's attendance employee shall be entitled to such accumulated sick leave with pay if and when needed. No employee who may be necessary, on disabled whether through injury or illness as a result of or arising from his employment with the same terms as Township shall be required to utilize the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal accumulated during such period of disability. C. Accumulated sick leave shall be determined and calculated from the date of employment. D. If an employee is absent for absences due reasons that entitle him to the illness sick leave, his supervisor shall be notified promptly as of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall usual reporting time, except in those work situations where notice must be subject made prior to approval and verification by the Employeremployee’s starting time. The Employer Township reserves the right to request medical verification require proof of illness after four (4) consecutive days of absence. The Township may require an employee who has been absent because of personal illness, as a condition of this return to duty to be examined at the expense of the Township by a physician designated by the Township. Such examination shall establish whether the employee is capable of performing his normal duties and that his return will not jeopardize the health of employees. In case of leave of absence due to exposure to contagious disease, a certificate from the employee at the employer's expense in the event Department of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment Health shall be required before the Employee is allowed to return to work. Misuse employment if requested by the Township. E. In cases where the Township suspects that a pattern of sick leave shall be just cause for: • The non-payment absences or an abuse of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge)privilege is occurring, the Township shall warn the employee who is so suspected. Employees who have been employed for If, in the judgment of the Township, there remains a period pattern of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless absences or an abuse of years of service. Eligible employees shall be compensated for their accumulated unused the sick leave privilege, then the Township may require acceptable medical evidence to substantiate the employee’s right to sick leave. F. Upon retirement, as specified in Article XXIX, an employee shall receive one-half (1/2) of his accumulated, but unused bank of sick leave days, in a cash payment at the his rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees pay upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionretirement date.

Sick Leave. FullThe following provisions shall control the accrual and use of sick leave: A. A regular full-time Employees employee, incapacitated and unable to work or in need of medical, dental, or optical examination or treatment shall notify the Sheriff, or the person acting in the Department on the Sheriff's behalf, as far in advance as possible before that employee's scheduled reporting time as designated by the Employer. The employee shall state the nature of the illness, the expected period of absence and when sick leave is being requested to care for his/her spouse or child. This procedure shall be credited with 3.70 followed for each day the employee is unable to work, unless prior approval is given by the Employer. An advance notice of less than one (1) hour is grounds for denial of sick leave. B. ▇▇▇▇ leave will be granted upon approval of the Sheriff or his designee for: disabling illness or injury; quarantine due to exposure to contagious disease; medical, dental or optical examination or treatment. ▇▇▇▇ leave will not be granted in the event of absence resulting from illness or injury brought about by performance of duties on behalf of an employer other than Scott County. C. If and whenever sick leave may appear to be abused, or where an employee consistently uses sick leave as it is accrued, the Employer shall have the right in all cases to require the employee to furnish a doctor's certificate verifying the inability of the employee to perform the duties as required. The County reserves the right to call at home any employee who is absent from work due to illness or injury if the employee is showing a pattern of constant sick leave use, or misuse of sick leave benefits. Before doing so, the County will first counsel the employee regarding his/her absentee problem. Abuse of sick leave privileges shall constitute grounds for disciplinary action, including dismissal. D. Sick leave will be charged by actual hours used. E. No employee shall be entitled to paid sick leave in excess of the amount of such leave accumulated to the employee's credit. Sick leave shall not be taken in advance of being earned. F. Employees regularly scheduled to work 80 hours in a pay period shall earn (4) hours of sick leave for each pay period worked they are on active pay status. Employees regularly scheduled to work 84 hours in a maximum accumulation pay period shall earn 4.2 hours of nine hundred sixty (960) hourssick leave for each pay period they are on active pay status. Part-time employees shall accrue earn sick leave benefits on a pro-rata basis based on the number same basis, but prorated according to actual time worked in relation to a full-time employee and upon the condition that such part-time employee is scheduled to work one thousand forty (1,040) hours or more annually. G. Sick leave shall accumulate without limit, but all rights to such accumulated sick leave shall terminate upon leaving County employment, except as provided in Section J below. H. Employees carried on the records as "sick with pay" are normally expected to be found at their respective homes, physicians office, hospital, or en route to one or the other of these locations. The parties, however, acknowledge that employees carried on the records as "sick with pay" may have medical limitations which prevent the performance of normal duties but which do not necessarily restrict them to their homes. In such cases, the appropriate supervisor shall be notified in advance. Failure to follow the conditions of this section may be grounds for the denial of sick leave. I. Should an employee be absent, claiming illness or incapacitation, and fail to comply with the rules and regulations covering sick leave as provided herein, such employee shall then be charged with "leave without pay". J. Upon retirement in accordance with the provisions of the Iowa Public Employees Retirement System, or upon the death of an employee, the employee, or his/her next of kin, respectively, shall receive payment for fifty percent (50%) of the employee's accumulated sick leave hours in excess of 720 and up to a maximum accumulation of 1680 hours. Payment shall be at the Employee normally works employee's straight time hourly rate. In no event shall payment under this Article exceed 480 hours. (1680 - 720 = 960. 50% of 960 = 480). K. Sick leave shall be paid at the employee's straight time rate or rates of pay in effect during the sick leave period. L. The Board may, under extenuating and catastrophic circumstances, extend the sick leave of a calendar month. Non- Exempt employees shall take sickregular full-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in time employee who has been currently employed for a minimum of one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties year and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional who has exhausted sick leave may and vacation leave accruals. Requests for such extensions must be used for illness or injury of an immediate family member upon approval of submitted by the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due employee through supervisory channels to the illness of Sheriff, who will forward the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due request with his recommendations to the illness Board of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s childSupervisors. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event Such requests must comply with all requirements of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionSection.

Sick Leave. FullThe District Superintendent shall transfer one-time Employees shall hundred fifty (150) days of unused sick leave accrued during his employment with his prior District and be credited with 3.70 hours his transferred sick leave in full on April 1, 2023. The District Superintendent shall receive twelve (12) days of sick leave for with full pay each pay period worked to a maximum accumulation year of nine hundred sixty (960) hours. Part-time employees this Contract, effective April 1, which shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in be accumulated one (1) hour incrementsday of sick leave per month. Sick The District Superintendent may accumulate unused sick leave canwithout limit. The District shall pay the District Superintendent for unused days of sick leave at the time this Contract is terminated for any reason, whether voluntarily or involuntarily, including but not limited to retirement, resignation, termination, death, mutual consent, or non-renewal of this Contract, at which time the District shall pay the District Superintendent (or in the event of his death, the District shall pay his surviving spouse or estate, if no surviving spouse) his then-current per diem rate of pay for each day of unused sick leave up to a maximum payment for seventy-five (75) days of unused sick leave. Notwithstanding any of the foregoing, the District shall not be granted obligated to make any payments to the District Superintendent for unused vacation, sick, or tolled prior personal days in the event he is removed from office and has this Contract terminated for cause pursuant to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member Section 10-1080 of the Employee's immediate family, not Public School Code. The District shall make such payment to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living District Superintendent for unused sick leave as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due non-elective contribution to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illnessDistrict Superintendent’s 403(b) account. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage This non-elective contribution shall be subject to approval and verification an amount up to or equal to the limits established by law for such accounts. If the Employer. The Employer reserves compensation limits established for such accounts are exceeded, the right District shall cause to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The contributed as a non-payment of elective contribution to the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed District Superintendents 403(b) account in an amount up to and equal to the established limits for such contributions in each subsequent year for a period of not more than five (5) years and were not discharged or until the benefit amount is exhausted. There is no cash option for cause qualify for a severance as set forth belowsuch payments. Notwithstanding, employees who have been laid off The District Superintendent may qualify for a severance pay out, regardless use his days of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance care for members of his “immediate family” as that term is defined in the “Bereavement Leave” paragraph of this Contract. Days of sick leave used for members of the District Superintendent’s “immediate family” will be deducted from his allocated sick leave in the same manner as those used for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionDistrict Superintendent’s own illness.

Sick Leave. Full-time Employees shall be credited with 3.70 hours of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. PartRegular full-time employees shall accrue sick leave benefits at the rate of one day per month. Regular part-time employees will accrue sick leave as a percentage of time actually worked based on a profull-rata basis based on the number of hours the Employee normally works during a calendar monthtime equivalent. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional Accrued sick leave may be used taken when on probation. An employee eligible for sick leave with pay shall use such sick leave for absence due to personal illness, injury or exposure to contagious disease, or due to illness or death in the employee’s immediate family requiring the employee’s personal attendance. Immediate family will consist of spouse, children, parents, brother and sister, and parents of spouse. Sick leave may be utilized upon initial hire. Death in the immediate family, or of a current member of the employees’ household, entitles an employee to five (5) working days of accrued sick leave, unless travel outside the City is required in which case an employee may use up to seven (7) working days of accrued sick leave. Additional days may be granted at the employer’s discretion. Routine medical, dental or optical appointments, including scheduled medical appointments for a current household or immediate family member, shall be included as cause for sick leave. An employee who is absent due to illness or injury of an shall inform his/her immediate family member upon approval supervisor of the Employee's supervisorreason and approximate length of absence as soon as possible. • Employees Failure to do so within a reasonable time may use their accrued personal be cause for disciplinary action. A physician’s statement justifying the absence may be required for all sick leave for absences due in excess of three consecutive work days. If the City has any reason to the illness believe an employee is abusing his sick leave privileges, a physician’s certificate of the Employee's child for such reasonable periods as the Employee's attendance incapacity may be necessary, on the same terms as the Employee is able to use required. Abuse of sick leave benefits if substantiated, may be grounds for the Employee's own illnessdisciplinary action. • Employees may use their accrued personal sick leave A regular employee whose absence has been approved as eligible for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of paid for such time to the extent sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave has accrued at the his current rate of fifty (50) percent to a maximum pay less the amount of four hundred eighty (480) hoursany payment received from the Alaska Worker’s Compensation Act or any similar payment. Eligible employees upon permanent separationInsurance benefits, paid for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for by the employee only, will not reduce paid sick leave. Employees unable If an employee is ill, or is going to be late for work, the employee is expected to notify his/her supervisor not less than one hour before the time he/she is to report to work. Any employee who does not report that he/she is ill or will be late for their normal work day because of reasons established by this Article is absent without leave, unless the circumstances are justified. An employee without leave shall notify their supervisor of not receive compensation for the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary action.

Sick Leave. Full-time a. Employees shall be credited will earn and use sick leave in accordance with 3.70 hours applicable law and regulations. The Employer and the Union recognize the importance of sick leave for each pay period worked and the obligation of employees, as well as the advantage to a maximum accumulation employees, of nine hundred sixty (960) hours. Part-time employees shall accrue only utilizing sick leave benefits on when incapacitated for duty for medical or other appropriate reasons. Employees will request sick leave using OPM Form 71, Request for Leave or Approved Absence. b. Employees have the responsibility to notify their supervisor of their need for unplanned or unscheduled sick leave. The employee will make the notification personally unless they are unable to do so because the serious nature of their injury or illness prevents it. The same notification procedures contained in Section 1, "Annual Leave," of this Article will apply to employees notifying their supervisor of the need for unplanned or unscheduled sick leave. c. The requirements for employees to provide administratively acceptable evidence to support sick leave absences to the Employer will be governed by applicable law and regulation. A supervisor may consider an employee’s self- certification as to the reason for his or her absence as administratively acceptable evidence, regardless of the duration of the absence. The Employer may also require a pro-rata basis based on medical certificate or other administratively acceptable evidence as to the number reason for an absence for any absence in excess of hours three days or for a lesser period when the Employee normally works during Employer determines it is necessary, including but not limited to when an employee is under a calendar monthleave restriction or if a supervisor has reason to believe the employee is abusing/misusing sick leave privileges. Non- Exempt employees shall take sick-At a minimum, medically acceptable documentation to support a sick leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one absence must: (1) hour increments. Sick leave canBe on letterhead and signed by an appropriate medical practitioner; (2) State when the employee was seen and whether or not be granted or tolled prior to its accrual. Sick leave shall be approved the employee was incapacitated for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three duty; (3) days. Immediate family shall be defined as Provide the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from date the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed expected to return to work; The parties agree that when a supervisor determines it to be necessary, employees may be required to furnish additional information regarding an employee’s medical conditions and the employee’s ability to report for duty. Misuse It is understood that general and vague statements such as "Out of Work" or "Excused from Work" are not considered medically acceptable to support an employee's sick leave absence and an employee's failure to provide medically acceptable documentation in accordance with applicable law and regulation may result in a charge of AWOL. d. The Union and the Employer agree that sick leave abuse by employees, including excessive unscheduled absences, have a detrimental impact on the agency's mission. Employees that show a pattern of sick leave shall abuse may be just cause for: • The non-payment issued a memorandum of leave restriction. Although not required, the parties agree that employees suspected of abusing sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge)should be counseled on their attendance related deficiencies at least once prior to being placed on leave restriction. Employees who have been employed given a leave restriction letter will be required to bring a medical certification for a period of five (5) years any and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused all sick leave at the rate of fifty absences thereafter. Employees will have their sick leave restriction letter reviewed after six (506) percent to a maximum of four hundred eighty (480) hoursmonths. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for If the employee; 's attendance has not improved, he or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so she may be subject to disciplinary actionissued a new six-month leave restriction memorandum.

Sick Leave. FullAs a 5 day a week Employee, the Employee is entitled to 30 days paid sick leave in each 36-time Employees month sick leave cycle commencing on the date of employment; or As a 6 day a week Employee, the Employee is entitled to 36 days’ paid sick leave in each 36 month leave cycle commencing from the date of employment; or As a daily paid Employee, the employee is entitled to one day’s paid sick leave in every 26 days worked; or As an hourly paid Employee, the Employee is entitled to one hour’s sick leave in every 26 hours worked. Any sick leave in excess of this shall be credited with 3.70 hours unpaid sick leave. During the first six months of employment the Employee will be entitled to one day’s sick leave for every 26 days worked. Any days taken will be deducted from the sick leave entitlement for the first sick leave cycle. The Employee shall be required to produce a valid medical certificate signed and issued by a registered medical practitioner in respect of any period of sick leave for each pay period worked to a maximum accumulation in excess of nine hundred sixty (960) hours. Parttwo consecutive working days or, where the Employee has been absent on two or more occasions during an eight-time employees shall accrue week period, in respect of any further sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness next eight weeks; or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional for any sick leave may be used for illness taken before or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods after a weekend or public holiday; or as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification otherwise reasonably required by the Employer. The Employer reserves the right Failure to request produce a medical verification from the employee at the employer's expense certificate when required may result in the event of an absence of three (3) days or more or in sick leave being treated as unpaid sick leave. However, where the case of repeated or systematic absence of an Employee. In Employee resides on the case of an extended illness or injury Employer’s premises and it is not reasonably practical for the Employee to obtain a sick certificate, the Employer may requirenot withhold payment unless the Employer provides reasonable assistance to obtain the certificate. The Employee accepts that the Employer is dependent on his/her regular attendance, and that persistent absenteeism shall render the Employee unsuitable for employment and could result in the termination of his/her services on the grounds of incapacity or misconduct. Should the Employee be unable to attend work on any working day, s/he shall be required to notify the Employer (within 1 hours of the start of his/her shift or at its expense, written medical verification that least an Employee is able to perform the duties of employment hour before the start of his/her shift) in order for contingency arrangements to be made. The Employee is allowed to return to workmust notify his/her direct supervisor, and in the absence of the direct supervisor, the supervisor’s manager. Misuse of sick leave Messages left with fellow employees/colleagues are unacceptable. The employee shall be just cause for: • entitled to take (Delete whichever is not applicable) paid or unpaid maternity leave, parental leave, adoption leave and commissioning parent leave as set out in the Basic Conditions of Employment Act. The non-payment Employee shall be entitled to take three days’ paid family responsibility leave after having been employed by the Employer for four months and if the Employee works for at least four days a week for the Employer. Family responsibility leave may be taken (i) if the Employee’s child is sick, or upon the death of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 Employee’s (Discipline & Discharge)ii) spouse or life partner, parent or adoptive parent, grandparent or grandchild, child or adopted child, or sibling. Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees The Employee shall be compensated required to submit a written leave request to the Employer for their accumulated unused sick approval prior to taking any leave. In emergency situations which may necessitate taking unplanned family responsibility leave, the Employee must communicate the need for such leave at with the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by Employer as soon as this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionis reasonably possible.

Sick Leave. Full-time The Employer and the Union agree that sick leave is intended to ensure against a loss of income when eligible employees are incapacitated by illness/injury. The Parties further agree that sick leave is not intended to supplement annual leave. Employees shall be credited will accrue sick leave in accordance with 3.70 hours applicable laws and regulations. The granting of sick leave is subject to supervisory approval. a. Employees not reporting for each pay period worked work because of illness will attempt to a maximum accumulation contact their supervisor by telephone not later than 0900 hours to request approval of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits and to state when they expect to return to duty. Failure to reach the immediate supervisor will require the employee to leave a message on their supervisor’s voice mail and then contact the supervisor’s designee. If the designee is also unavailable the employee will leave a pro-rata basis message on the designee’s voice mail. The messages will describe the reason for the sick leave and to state when they expect to return to duty. If possible, the employee will leave a telephone number where the employee can be reached. If the employee needs additional sick leave beyond the expected return to duty date, the employee will contact his supervisor using the procedure described above. The supervisor reserves the right to approve the request retroactively, or to disapprove the request for sick leave and place the employee in an unauthorized leave status. Medical certification stating that the employee was incapacitated for duty will be required for sick leave periods in excess of 3 days and as provided in Section 20.4(d). b. Sick leave will normally be granted for the purpose of visiting physicians, dentists, opticians, chiropractors, and other practitioners for the purpose of obtaining treatment, diagnostic examinations or X- rays. The amount of sick leave granted for this purpose will be based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member length of the Employee's immediate familyappointment and travel time involved. However, not employees will exert every effort to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, fatherarrange for such appointments during non-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick duty hours. c. Sick leave may be used for illness or injury of Family Friendly Leave and will be administered in accordance with applicable laws (Family and Medical Leave Act) and regulations. d. When there is reasonable evidence that an immediate family member upon approval of employee has been abusing sick leave, the Employee's supervisor. • Employees may use their accrued personal Employer has the right to require a medical certification signed by a qualified medical practitioner for any sick leave absence, regardless of length, provided that the employee has been previously counseled on the use of sick leave and issued a leave restriction letter. The certification shall state that the employee was incapacitated for absences due to duty and the illness length of time such incapacitation existed. The sick leave record, of each employee issued a leave restriction letter, will be reviewed at 90-day intervals. If clear improvement is shown, the Employee's child for such reasonable periods as the Employee's attendance restriction will be removed. e. Advanced sick leave may be necessary, on granted if the same terms as the Employee is able to use following requirements are met: (1) All accrued sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick has been exhausted; (2) All annual leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall which otherwise would be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three forfeiture has been used; (3) days or Application is supported by medical evidence; (4) Request is not for more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefitthan 30 days; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five and (5) years There is reasonable medical assurance as evidenced by a physician's medical certification that the employee will return to work and were not discharged that the advanced credit will be repaid. (6) The request for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused advanced sick leave at is made through the rate of fifty (50) percent supervisor to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor Director of the absence, reason for absence, and Civilian Personnel Advisory Center at least five days before the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionrequested effective date.

Sick Leave. Full-time Employees The Employee shall be credited with 3.70 hours of entitled to 10 days sick leave for in respect of each pay 12 month period worked of continuous service. Sick leave entitlements can accumulate from year to year up to a maximum accumulation entitlement of nine hundred sixty 30 days. Where an employee needs to attend a medical appointment (960which may include a doctor, dentist, physiotherapist or similar professional) hoursthey should make reasonable endeavours to arrange such appointments outside of their ordinary working hour. Part-However, employees may present proof of their planned medical appointments to the employer and reasonable time employees shall accrue sick leave benefits off on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave canpay may be approved which will not be granted or tolled prior to its accrualdeducted from any leave entitlement. Sick leave shall be approved for absences for On a case by case basis and by agreement between the following reasons: • Because of illness or injury which prevents the Employee from performing job duties Employer and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury taken in advance of entitlement, but will be deducted from the entitlement upon accrual. The Employee must notify the Employer of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal intention to take sick leave for absences due prior to start of work on the day leave is to be taken, or if it is not practicable to notify prior to work, then as early as possible after that time. Where the Employee has taken sick leave because of an illness which has lasted at least three consecutive calendar days, the Employer shall be entitled to require a medical certificate relating to the reason for the absence. The three consecutive calendar days do not have to be working days. You may also provide a letter from a practitioner who is registered under the Health Practitioners Competence Assurance Act 2003. Where the Employee has taken sick leave because of an illness of which has lasted less than three consecutive calendar days, the Employee's child Employer shall be entitled to require a medical certificate relating to the reason for such the absence if the Employer: a. has reasonable periods as grounds to suspect that the Employee's attendance may be necessary, on the same terms as sick leave being taken by the Employee is able to use not genuine because there are no grounds for sick leave benefits for under clause 25.4; and b. informs the Employee's own illness, as early as possible after forming the suspicion that leave being taken is not genuine, that the proof is required; and c. agrees to meet the Employee’s reasonable expenses in obtaining the proof. • Employees may use their accrued personal If the employee is required, or has agreed to work a Public Holiday, but does not work that day due to illness entitling the Employee to sick leave for absences due the employee shall be paid their relevant daily pay as if the employee had not worked the Public Holiday (and is therefore not entitled to a paid day in lieu) and the illness leave shall not be treated as sick leave. If the Employee is in receipt of weekly compensation under the regular caregiver for an Accident Compensation Act 2001, the Employer may, at the Employee’s child for reasonable periods as necessary to make other arrangements to provide care for request, pay the employeedifference between that compensation and the Employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employeeordinary weekly pay. In the case of an extended illness or injury this event, the Employer may require, at its expense, written medical verification that an Employee is able to perform deduct one day from the duties of employment before the Employee is allowed to return to work. Misuse of Employee’s current sick leave shall be just cause for: • The non-payment of entitlement for every five whole days that the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionEmployer makes that payment.

Sick Leave. Full-time Employees shall be credited with 3.70 hours of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences for earned at the following reasons: • Because rate of illness 3.7 hours per completed two-week pay period of service. Service shall begin on the date of State employment and time on layoff, suspension or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical leave without pay, except as otherwise provided by law or dental care which canthis Agreement, shall not be scheduled counted in determining the completion of a full two-week pay period. Should the SOMER system calculate earned sick leave at a time other different rate, in no case shall the calculation of earned sick leave result in an amount less than during the Employee's normal work day3.7 hours identified above. • To make necessary nursing care arrangements because The maximum amount of illness or injury to a member of the Employee's immediate family, not to exceed three sick leave which employees may accumulate shall be one hundred twenty (3120) days. Immediate family However, the amount of unused sick leave accruals which can be credited toward State service for retirement purposes shall continue as presently provided for by statute. When maximum limitation has been accumulated, days that would normally thereafter be earned shall lapse but shall be defined as recorded by the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarderappointing authority. Additional Any employee who has such lapsed sick leave to his/her credit may be used for illness or injury apply to the Director of an immediate family member upon approval of Human Resources to have the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense restored in the event of an absence extended illness. The Director of three (3) days or more or in Human Resources shall grant such request unless just cause is shown to deny the case request. Part- time employees employed normally the year-round and established on a regular hourly work schedule shall be allowed sick leave credits prorated on the amount of repeated or systematic absence time worked. Employees may utilize their allowance of an Employee. In sick leave on the case basis of an extended illness or injury application approved by their respective appointing authorities and reported to the Employer may requireDirector of Human Resources, at its expense, written medical verification that an Employee is able for absences necessitated by inability to perform the duties of employment their positions by reason of illness or injury, by necessity for acute medical or dental care, by exposure to contagious disease under circumstances in which the health of the employees with whom associated or members of the public necessarily dealt with would be endangered by attendance on duty, or by illness in the immediate family of the employee for such periods as the attendance of the employee shall be necessary. Immediate family as used in this article shall mean the employee’s spouse, or significant other, the parents of the spouse or significant other, and the parents, stepparents, guardian, children, brothers, stepbrothers, sisters, stepsisters, grandparents, grandchildren, stepchildren or wards of the employee. For the purpose of this Article, “significant other” means that a relationship exists between two people, neither of whom is married, that is intended to remain indefinitely and where there is joint responsibility for each other’s common welfare, there are significant shared financial obligations, and they must be living together in a shared primary residence. This relationship must have existed for at least six (6) continuous months before benefits under this Article may be provided. Employees are encouraged to consult with their agency-department Personnel Officer to determine if they are eligible for benefits available under the Employee is allowed to return to workFederal Family and Medical Leave Act. Misuse Either the appointing authority or the Director of Human Resources may require such medical examination or certificate as he/she deems necessary before approving the utilization of sick leave. All sick leave shall expire on the date of separation from State service, and no employee shall be just cause for: • The non-payment of the reimbursed for sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave outstanding at the rate time of fifty (50) percent to a maximum termination of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionhis/her State employment.

Sick Leave. Full-time Employees shall All HSO’s will be credited with 3.70 hours twelve (12) sick leave days at the beginning of each academic year. They can accumulate up to forty-eight (48) sick leave days. 1. Sick leave shall be used when an HSO is unable to work due to illness or personal injury, illness or injury to a child, or for a scheduled doctor appointment. In addition, HSOs can designate up to five (5) days of accrued sick time for the purposes listed in the NJ Earned Sick Leave Law (ESLL). 2. The HSO must notify his/her Program Director or designee, of his/her inability to work. A doctor’s note shall not be required for absences fewer than three (3) consecutive days. 3. Approval for use of this time shall not be unreasonably denied by the Program Director. 4. Each department is responsible for maintaining a record of usage of sick leave for each pay period worked year. 5. Bargaining unit members are responsible for making up any unworked time after the end of the academic year as determined by accreditation or Board standards. Such additional work time, if needed after the end of the academic year, shall be paid up to a maximum accumulation four months. Whether time is needed to complete any requirements is up to the ▇▇▇▇ of nine hundred sixty (960) hoursGME who has sole discretion to approve or deny such request. Part-The decision is not subject to the grievance procedure. Such unworked time employees shall accrue include sick leave benefits on a pro-rata basis based on time if deemed necessary by the ▇▇▇▇ of GME in their sole discretion after considering appropriate specialty board graduation requirements. Such additional time, if needed, shall be communicated by the ▇▇▇▇ of GME or the Program Director to individual HSOs in writing and shall include the number of hours days needed and may include a plan to ensure compliance with requirements before the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because end of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employerresidency. The Employer reserves ▇▇▇▇ of GME or the program director will make reasonable efforts to minimize extending residency training and consider allowing additional leave time in excess of standard board requirements when deemed appropriate. 6. The HSO has the right to request medical verification from a meeting to discuss modifications to the employee at the employer's expense in the event written notice of an absence additional work time under paragraph A(5) above. The ▇▇▇▇ of three (3) days GME has sole discretion to approve or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee deny any request concerning time needed to complete any requirements and such decision is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionthe grievance procedure.

Sick Leave. Full-time Employees shall be credited with 3.70 hours of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused A. A Police Officer will earn sick leave at the rate of fifty eight (50) percent to a maximum 8) hours for each month which such Police Officer is in the full time employ of four hundred eighty (480) hours. Eligible employees upon permanent separationthe Borough regardless of the schedule or shift being worked. B. Notwithstanding the foregoing, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours each Police Officer who is absent on account of unused sick leave to for more than three (3) instances of sickness or illness for a period of one (1) months paid up health insurance to three (3) shifts during any calendar year or for more than three (3) consecutive shifts shall be required, upon request from the Chief of Police or the Borough Manager, to present a doctor’s excuse for the employee onlysick leave taken. Employees unable to report for their normal work day because of reasons established by this Article A doctor’s excuse shall notify their supervisor contain a diagnosis, explanation of the absenceincapacitating nature of the illness, reason plus a return to work date. The doctor’s excuse shall be dated within the period of illness, unless extenuating circumstances prevent a timely submission. C. Subject to the limitations set forth in this paragraph, sick leave may be used to care for absence, a Police Officer’s child if all of the Police Officer’s personal days have been exhausted and the expected duration Police Officer submits a doctor’s note containing a diagnosis of the absencechild’s illness and the date on which the child was examined. Employees failing The doctor’s excuse shall be dated within the period of illness, unless extenuating circumstances prevent a timely submission. The use of sick leave to do so care for a Police Officer’s child if all of the Police Officer’s personal days have been exhausted shall be limited to three (3) in number during any calendar year. D. Sick leave may be subject used in partial increments to disciplinary actioncombine with disability plan payments. However, sick leave must be utilized exclusively for the first thirty (30) days of any illness. Sick leave is to be used in the reverse order of which it is earned; in other words, last earned is first used. E. Upon normal or disability retirement, the Borough will purchase the accumulated but unused sick leave of the Police Officer at the then current salary rate for all sick leave time earned but not used in the last thirty-six (36) months of employment. F. The eligible dependents of a Police Officer who is killed in the line of duty shall be paid the Police Officer’s accumulated sick leave at the then current salary rate for all sick leave time earned but not used. G. A Police Officer may voluntarily loan/borrow accumulated sick leave to/from other Police Officers provided that the Police Chief is notified in writing of such option. A Police Officer may not exercise the option to borrow sick leave time more than three times during their service with the Borough. A Police Officer exercising the option to borrow sick leave time must have first utilized all accumulated vacation, holiday, personal time and compensatory time.

Sick Leave. Full-time Employees 1. For the purposes of determining eligibility for Sick Leave allowance, the term “continuous service” shall be credited that service commencing with 3.70 employment with the CITY and continuing until termination. 2. For the purpose of determining Sick Leave earned, the term “actual service” shall mean the number of days actually worked on the job; provided, however, that absence from work due to Sick Leave with pay, Annual Leave with pay, Voluntary Unpaid Leave as specified herein, injury or illness incurred in the CITY service, unpaid furlough day, and absence on temporary military duty shall be deemed actual service. 3. EMPLOYEE shall earn Sick Leave at the rate of five (5) hours of sick leave for each per bi-weekly pay period worked or major fraction thereof, computed on the basis of calendar days of actual service. 4. Unused Sick Leave may accrue to EMPLOYEE’s credit without restriction to a maximum accumulation amount. 5. Accrual of nine hundred sixty Sick Leave shall cease after any period of continuous Sick Leave exceeding six (9606) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave months in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour incrementsduration. 6. Sick leave cannot Leave with pay may be granted used in the case of a bona fide illness of EMPLOYEE or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) daysEMPLOYEE’s family within the third degree of consanguinity. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave Sick Leave may also be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick bereavement leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an death of a relative within the third degree of consanguinity and affinity or domestic partner. Sick Leave used for bereavement leave shall be limited to forty (40) hours per incident or as otherwise approved by the City Manager. 7. Evidence in the form of a physician’s certificate or certificate of illness executed by EMPLOYEE and upon the form approved by CITY shall be furnished as proof of adequacy of the reason for the EMPLOYEE’s absence during the time when sick leave was requested if requested by the City Manager. Certificates may be required by the City Manager when there is: (a) absence in excess of three (3) days or more or in (b) whenever there is reason to believe that the case Sick Leave privilege is being abused. 8. EMPLOYEE shall not be entitled to Sick Leave while absent from duty on account of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment any of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge)following: i. Disability arising from any conduct which is in violation of federal, state, or local statute or written CITY or departmental policy. ii. Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff Sickness or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actiondisability sustained while on Leave Without Pay.

Sick Leave. Full-time 18.1 Employees shall be credited with 3.70 hours of earn sick leave for each pay period worked at the rate of 4.62 hours bi-weekly. Sick leave may be accumulated to a maximum accumulation limit of nine hundred sixty (960) 1000 hours. Part-time employees shall accrue After reaching the maximum an employee will continue to earn sick leave benefits on a proat the rate of .92 hours bi-rata basis based on weekly. 18.2 The City will maintain two (2) separate accrual banks for sick leave; one for the number of hours accumulated to 1000 hours and one for any accrued hours over 1000 hours. If an employee has accumulated hours in both banks and they use sick time, those hours will be deducted from the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. initial bank; therefore, earning those hours back at the higher accrual rate. 18.3 Sick leave cannot with pay must be granted or tolled prior to its accrual. Sick leave shall be approved for absences used only for the following reasons: • Because of : A. Personal illness or injury physical incapacity which prevents renders the Employee from performing employee unable to perform assigned job duties and responsibilities. • Because . B. Required medical care. C. Exposure to contagious disease under circumstances in which the health of medical the employees with whom the employee is associated or dental care which cannot members of the public with whom the employee deals would be scheduled at a time other than during endangered by the Employeeemployee's normal work day. • To make necessary nursing care arrangements because of illness attendance on duty. D. Illness or injury to a member of the Employeeemployee's immediate family, not family which requires the employee's personal care and attendance provided adequate reasons are given to exceed three (3) days. Immediate family shall be defined the supervisor or Department Head for reasonable periods of time as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's employee’s attendance may be necessary, on the same terms as upon which the Employee employee is able to use sick leave benefits for the Employee's employee’s own illness. • Employees may use their accrued personal sick illness or injury. E. Safety leave as defined in MN Statute 181.9413, for absences due the assistance to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary employee or to make other arrangements to provide care for the employee’s child. Sick immediate family. 18.4 An employee on sick leave usage shall be subject inform the Supervisor of this fact and the reason therefore prior to approval and verification by the Employer. commencement of the scheduled workday, unless circumstances prevent the employee from notifying the EMPLOYER of the fact. 18.5 The Employer reserves the right to request Department Head may require written medical verification from of the employee at the employeremployee's expense in the event of an absence of after three (3) days or more or days. 18.6 Sick leave may be taken in the case quarter hour increments. 18.7 An employee who has been unable to work for a period of repeated or systematic absence time because of an Employee. In the case of an extended illness or injury may be required, before being permitted to return to work, to furnish the Employer may require, at its expense, written EMPLOYER with medical verification evidence that an Employee said employee is able to perform the all significant duties of employment before the Employee is allowed job in a competent manner and without hazard to return to work. Misuse of her/himself or others. 18.8 An employee receiving sick leave with pay who simultaneously receives compensation under Workers' Compensation Laws shall be just cause for: • receive, for the duration of such compensation, only that portion of their regular salary which will, together with said compensation, equal their regular salary. The non-payment accrued sick leave of the sick leave benefit; and/or • Disciplinary action as provided employee will be reduced only in proportion to the amount of compensation paid by Article 13 (Discipline & Discharge). Employees the City. 18.9 An employee who have been employed for a period of five (5) years participates in the health screening incentive program and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at meets the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created eligibility for the employee; or next year will be granted a wellness day in the first payroll of January to be used in that calendar year. Any individual who qualifies within the year will receive a prorated accrual and will then need to meet the eligibility for the next year. The wellness day is paid time off that the employee may opt use on a regularly scheduled workday for any reason with prior approval from the employee’s supervisor. A wellness day may not be broken into hours and/or divided across multiple workdays and it must be used within the calendar year. Wellness days have no cash value and an unused wellness day will not be paid out to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionunder any circumstances.

Sick Leave. FullA. Sick leave will be accrued for all full-time Employees employees at the rate of twelve (12) days per year during the term of this Agreement. Unused sick leave shall be allowed to accumulate without maximum limitation. B. It shall be the responsibility of the Employer to maintain sick leave records and it shall be the responsibility of each employee to verify the record and notify the Employer if a discrepancy is noted. The Employer shall disclose to any employee the amount of unused sick leave credited to such employee, upon the request of the employee. C. An employee shall be credited with 3.70 hours of for accrued sick leave for on the first day of each pay period worked to a maximum accumulation month following the date of nine hundred sixty (960) hours. Part-time employees shall accrue the commencement of employment; except that no employee may use sick leave benefits on a pro-rata basis based on until he has been employed for six (6) months. D. Employees retiring from the number of hours City's service under the Employee normally works during a calendar month. Non- Exempt employees shall take sick-City's retirement plan will be compensated for unused, accumulated sick leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-accordance with the following formula: All unused sick leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave accumulated over and above 500 hours shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled paid at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member one-half (½) of the Employeeemployee's immediate familyhourly rate at the last day worked, not to exceed three (3) days$1,500. Immediate family Retiring, for purposes of this provision, shall be defined as receiving a regular pension benefit within 60 days of separation. E. Each department head will be responsible for approving sick leave, and he may do so only for valid reason, and after an employee informs him of his intention not to report to work. Each employee shall be responsible to notify his department head of their intended absence, unless such employee is hospitalized, or otherwise unable to tender such notification. Written verification of illness by a physician shall constitute sufficient showing of valid reason for absence due to illness; however, the Employee's spouselack of such verification shall not, parentin and of itself, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part be evidence of the family unit and not a tenant, renter or boarder. Additional abuse of sick leave. F. The department head responsible for approving sick leave may require a doctor's examination for any employee requesting sick leave. The cost of such examination shall be used paid by the City; and if upon such examination the examining doctor should determine the employee to be fit for illness duty, the employee will report for duty or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal be taken off sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessaryleave, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage except, however, that any dispute arising hereunder shall be subject to approval grievance and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as arbitration procedure hereinafter set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionforth.

Sick Leave. Full-time Employees shall be credited with 3.70 hours of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (Section 1) hour increments. : Sick leave cannot be granted or tolled prior is hereby defined to its accrual. Sick leave shall be approved for absences for the following reasons: • Because mean absence from post of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because duty of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements an employee because of illness illness, injury, accident, exposure to contagious disease, maternity leave, or injury to attendance upon a member of the Employeeemployee's immediate family, not to exceed three (3) dayswho is seriously ill, or requiring the care or attendance of such employee. Immediate family shall be defined as the Employee's means (father, mother, spouse, parent, child, step ▇▇▇▇▇▇ child, sister, brother, sisterstepfather, stepmother, father-in-law, mother-in-law, grandchild or stepchild and grandparent or step- grandparent or a bona fide person living other near relatives residing in the employee’s household). With regard to maternity leave, the following shall apply. A pregnant employee shall notify the Employer as a contributing member soon as practical that she is considered part pregnant. The employee shall give reasonable advance notice of the family unit need for maternity leave. Except for reasons of health and not a tenantsafety or inability to perform her job, renter or boarderthe pregnant employee shall be permitted to work provided the attending physician approves and so advises in writing. Such employee shall be entitled to the use of earned and accumulated sick leave during the time prior to the expected date of confinement and for one month after the actual date of birth. Additional sick leave may beyond the one month shall be used for illness or injury granted upon presentation of an immediate family member upon approval a doctor's certificate(s) setting forth the necessity therefore. (a) Each employee shall be entitled to sick leave credits at the rate of one day per month from the date of employment to the end of the Employeecalendar year of hire. If separation from employment occurs before the end of said year and the employee has used more sick leave than appropriate on a pro rata basis, he shall have an amount equal to his daily rate of pay deducted from his final pay for each day of sick leave in excess of the number to which he was entitled. Sick leave shall be prorated to the nearest half-day during the year in which a suspension for major discipline or leave without pay occurs using 260 yearly employee workdays as a constant. (b) Each employee will be credited with 15 days sick leave annually for each succeeding calendar year of full time employment, which is cumulative. Upon termination of employment supplemental compensation for accumulated unused sick time is permitted pursuant to the provisions of Section 5 below. If upon termination after a year's supervisorservice an employee has used more sick leave than that to which he is entitled, he shall have deducted from his final pay an amount equal to his daily rate of pay for each day of sick leave taken in excess of the number of sick leave days to which he is entitled. • Employees may use Sick leave benefits shall be available to both provisional and permanent employees in accordance with law. Section 3: Each employee is required to notify their accrued personal Unit Supervisor no later than the starting time of his normal workday, giving the specific reason for the absence. Failure to give notification without valid reason as required will result in loss of sick leave for absences due that day and may constitute cause for disciplinary action. Failure to the illness report without approval of the Employee's child authorized leave from duty for such reasonable periods as the Employee's five consecutive business days shall constitute a resignation pursuant to Civil Service Rules and Regulations. a. A certificate from a licensed physician in attendance may be necessary, on required as sufficient proof of need of leave of absence or the same terms as need of the Employee employee's attendance upon a member of the employee's immediate family. Where an employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences absent from duty due to illness less than five days at one time, the illness Employer may require production of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s childphysician's certificate. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense However, in the event of an absence of three (3) from duty due to illness for five consecutive working days or more or in at one time, the case employee shall be required to submit an application for leave of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able form signed by a physician to perform the duties of employment before the Employee is allowed to return to work. Misuse justify payment of sick leave. b. Employees, absent on sick leave for periods totaling fifteen (15) days in one calendar year, consisting of periods of less than five days, shall submit acceptable medical evidence for any additional sick leave in that year, unless such illness is of a chronic or recurring nature requiring recurring absences of one day or less, in which case only one certificate shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed necessary for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionsix months.

Sick Leave. Full-time Employees ‌ 17.1 Sick leave shall be credited with 3.70 hours granted for employee illness and illness in the immediate family and as otherwise provided in this Article. Employees are responsible for reasonable, prudent, and bona fide use of sick leave benefit. Claiming sick leave when fit, except as provided in this Article, may be cause for each disciplinary action, including cancellation of sick leave benefits for the employee involved, suspension, demotion, or termination. 17.2 Sick leave is earned at the rate of four (4) hours per semi-monthly pay period worked period, and accumulates to a maximum accumulation total of nine hundred sixty (960) hours. PartIt is accumulated on a pro- rated basis for regular part-time employees shall accrue working less than forty (40) hours per week. 17.3 An employee who has accumulated 960 hours of sick leave benefits on a pro-rata basis based on may bank an additional two hundred and forty (240) hours to be used only in the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-event that sick leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour incrementsaccumulated under this section has been exhausted. Sick leave in this bank cannot be granted or tolled prior used to its accrualreplenish the maximum accumulation of nine hundred and sixty (960) hours as stated in paragraph 17.2. Sick leave shall in this bank may not be approved used for absences payment of insurance premiums under Section 14 or severance under Section 22.2 and may not be placed in HCSP (MSRS). 17.4 The employee must notify his/her supervisor of his/her inability to be at work due to illness as soon as possible, preferably before the start of working hours. Failure to provide notification may result in a loss of sick pay for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional taken. 17.5 Employees claiming sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisorrequired to file written documentation. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance If employees have been incapacitated, they may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements required to provide care for the employee’s childdocumentation of being capable of performing all job duties. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense If in the event of an absence excess of three (3) days or more or consecutive days, a written statement from a physician/Public Health service specifying the amount of time needed is required. Other permitted use of sick leave: SITUATION NUMBER OF HOURS Medical necessity in immediate family **24 (per event) Pregnancy/Birth/Adoption ***24 (per event) Funeral for co-workers within the case of repeated or systematic absence of an Employeedepartment 4 (per event) ** Additional time with the department head approval and physician's certification. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse *** Additional time as required by physician. 17.6 The use of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff dental or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance medical appointments for the employee onlyor employee's spouse, child, or parent is not required unless the appointments total more than three (3) hours in any given month. Employees unable This provision only applies to report for their normal work day because of reasons established by full-time employees. Part-time employees hired prior to 1/1/02 shall receive this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing benefit on a pro-rated basis. 17.7 An employee on vacation who becomes ill or injured may with proper notification change his/her leave status to do so may be subject to disciplinary actionsick leave.

Sick Leave. Full-time Employees 15.01 The University shall be credited with 3.70 hours of sick leave assume total responsibility for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue providing short term sick leave benefits on for all regular full-time nurses. The University shall provide long term salary continuation benefits for all regular full-time nurses as per Article 19. 15.02 A regular full-time nurse with less than three (3) months’ continuous employment shall be eligible for up to three (3) days’ sick leave. 15.03 A regular full-time nurse who has completed the probationary period or any extension thereof, shall be vested with sufficient sick leave of sixty (60) working days or ninety (90) calendar days to provide full regular pay without premium until the nurse has established eligibility for long term salary continuation benefits. The University will fund the short term sick leave benefits for full-time nurses including the three (3) day sick leave entitlement of the probationary nurse. 15.04 For absences of five (5) days or more, the nurse shall provide medical evidence verifying the illness. The University may require such evidence for lesser periods provided the nurse is allowed reasonable time to obtain such evidence. The University may require a pro-rata basis based on second opinion as to the number nurse’s condition from another qualified physician mutually agreeable to the University and the nurse. (a) A nurse shall report, in accordance with departmental practice, any illness which will or has prevented the nurse from performing the nurse's duties. (b) A nurse who is absent from work as a result of an illness or injury sustained at work and who has been awaiting approval of a claim for Worker's Compensation for a period longer than one (1) complete pay may apply to the University for payment equivalent to the lesser of the benefit the nurse would receive from Worker's Compensation if the nurse's claim was approved, or the benefit to which the nurse would be entitled under the short term sick portion of the sick leave plan. Payment will be provided only if the nurse provides evidence of disability satisfactory to the University and a written undertaking satisfactory to the University that any payments will be refunded to the University following final determination of the claim by the Workplace Safety and Insurance Board (WSIB). If the claim for Workers' Compensation is not approved, the monies paid as an advance will be applied towards the benefits to which the nurse would be entitled under the short term portion of the sick leave plan. Any payment under this provision will continue for a maximum of sixty (60) working days or ninety (90) calendar days. 15.06 When a nurse is entitled to receive compensation under the Worker's Compensation Act, salary will continue up to the limit of the sick leave entitlement. The nurse shall reimburse the University in an amount equal to the lost time compensation received under the Act in respect of the period for which full salary was received. Sick leave used shall then be reinstated as of the date the nurse returns to work. 15.07 Medical and dental appointments should be made outside normal working hours the Employee normally works during a calendar monthwhenever possible. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in When this is not possible, nurses may be granted one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be off work with pay provided reasonable notice is given. 15.08 Where a nurse’s scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that vacation is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences interrupted due to the nurse’s illness, the period of such illness of shall be considered sick leave, provided the Employee's child for such reasonable periods as nurse has provided medical evidence verifying the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees The University may use their accrued personal sick leave for absences due require a second opinion as to the illness of nurse’s condition from another qualified physician mutually agreeable to the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, University and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionnurse.

Sick Leave. Full-time Employees shall be credited with 3.70 Where an Employee is absent due to personal illness or injury he/she will notify CAMS of such absence as soon as practicable within the first part of what would have been his/her normal working day; stating the nature of the illness or injury and the estimated duration of such absence. If it is not reasonably practicable to inform ▇▇▇▇ during the ordinary hours of the first part of such absence the employee will inform CAMS within twenty four (24) hours of the commencement of such absence. For each period of sick leave for each pay period worked to a maximum accumulation of nine hundred sixty (960) hours. Part-time employees shall accrue sick leave benefits on a pro-rata basis based on the number of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed exceeding three (3) working days, a satisfactory certificate by a duly qualified medical practitioner or statutory declaration may be required, stating the nature of the illness or injury or, at the discretion of the medical practitioner, the cause of the absence and the probable duration. Immediate family shall Provided that CAMS may require a medical certificate to be defined furnished with respect to any absence. Provided further, that for any absence, either the working day before or the working day after a RDO, holiday or public holiday, an employee may be required to provide a certificate of a duly qualified medical practitioner or statutory declaration. Subject to sub clause 19, a public holiday observed during any period of sick leave of an employee will not be regarded as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit sick leave. On the production of satisfactory medical evidence by a duly qualified medical practitioner in respect of a period or periods of personal and not a tenant, renter or boarder. Additional sick leave may be used for serious incapacitating illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of sick leave shall be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period excess of five (5) years consecutive calendar days (other than injury for which Worker’s Compensation is payable) occurring during an employee’s absence on annual leave or long service leave, such medical evidence will be produced to CAMS at the earliest reasonable opportunity but no later than fourteen (14) days after the occurrence of such personal and were not discharged for cause qualify for a severance as set forth belowserious incapacitating illness or injury, unless impracticable or on the first day back at work whichever is the earlier. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless CAMS will: a) Debit such periods of years of service. Eligible employees shall be compensated for their accumulated unused personal and serious incapacitating illness or injury against the employee’s sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or entitlement as if the employee may opt had normally been required to convert 80 hours work, subject to the existence of unused sufficient sick leave credit, and b) Grant such employee additional annual leave or long service leave equivalent to one (1) months paid up health insurance for the employee onlyperiod of personal and serious incapacitating illness or injury. Employees unable Such additional annual leave or long service leave will be taken at a time mutually convenient to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, Employee and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionCAMS.

Sick Leave. Full-time ‌‌ An employee's ability to work regularly and as scheduled is a requirement for continued employment. Sick leave is a form of disability insurance that is intended to assist in the prevention of financial loss during illness or incapacity. Section 1: Employees shall be credited with 3.70 accrue eight (8) hours of sick leave per month, and in no instance shall an employee receive less than one hour of paid sick leave for each pay period every 40 hours worked in accordance with state law. Employees that have reached their maximum accrual of 960 hours will continue to accrue 1 hour of sick leave for every 40 hours worked. Employees at year end shall be allowed to carry over a maximum accumulation of nine hundred sixty 960 hours (9601000 in 2023). The Maximum cash-out at separation of employment shall not exceed twenty (20%) of 960 hours. Part-time employees . Section 2: Employees who, for any purpose, are granted leave of absence with pay shall continue to accrue sick leave benefits on a pro-rata basis based on during such leave of absence. Employees heretofore or hereafter laid off for reasons not discreditable to them and rehired within twelve (12) months, and employees granted leave of absence without pay shall not accrue sick leave during said lay off or leave of absence, but, upon resumption of active employment, shall have available the number sick leave accrued at the time of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-such lay off or leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour increments. Sick leave cannot be granted or tolled prior to its accrual. Sick leave of absence. Section 3: An employee shall be eligible to receive sick leave with pay for personal illness, injury or pre- approved for absences for the following reasons: • Because of illness medical, dental, or injury which prevents the Employee from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member vision appointments of the Employee's immediate family, not employee or physical incapacity to exceed three (3) days. Immediate family shall such an extent as thereby to be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s child. Sick leave usage shall be subject to approval and verification by the Employer. The Employer reserves the right to request medical verification from the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employee. In the case of an extended illness or injury the Employer may require, at its expense, written medical verification that an Employee is able rendered unable to perform the duties of employment before the Employee is allowed their position. Sick leave may also be used for eligible dependents and family members in accordance with City Policy and State and Federal law. An employee that needs to return to work. Misuse of use sick leave shall inform their department head or their designee, or cause the department head to be just cause for: • The non-payment of the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge). Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstandinginformed forthwith, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick leave at the rate of fifty (50) percent to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees that they is unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, duty and the expected duration of reasons therefore as soon as the absence. Employees failing to do so may be subject to disciplinary actionneed is foreseeable.

Sick Leave. Full-time Employees Section 1. Each employee shall be credited with 3.70 entitled for each completed eighty (80) hours of service to sick leave for each pay period worked to a maximum accumulation of nine hundred sixty four and six-tenths (9604.6) hours. Part-time employees shall accrue hours with pay, however, such sick leave benefits shall not be accumulated on a pro-rata basis based overtime hours but only on regular hours of service. Employees may use sick leave, upon approval of the responsible administrative officer in the employee’s department, for absence due to personal illness, pregnancy, injury, exposure to contagious disease which would be communicated to other employees, and to illness or injury in the employee’s immediate family. Unused sick leave shall be cumulative without limit. When sick leave is used, it shall be deducted from the employee’s credit on the number basis of hours the Employee normally works during a calendar month. Non- Exempt employees shall take sick-leave in one quarter (1/4) hour increments. Exempt Employees shall take sick-leave in one (1) hour incrementsfor every one (1) hour of absence from previously, scheduled work. Sick However, when sick leave canis used for exposure to contagious disease received on duty from a patient who has received emergency medical treatment, which occurs while the employee is on duty, it shall not be granted or tolled prior to its accrual. Sick leave shall be approved for absences for the following reasons: • Because of illness or injury which prevents the Employee deducted from performing job duties and responsibilities. • Because of medical or dental care which cannot be scheduled at a time other than during the Employee's normal work day. • To make necessary nursing care arrangements because of illness or injury to a member of the Employee's immediate family, not to exceed three (3) days. Immediate family shall be defined as the Employee's spouse, parent, child, step child, brother, sister, father-in-law, mother-in-law, grandchild or grandparent or step- grandparent or a bona fide person living as a contributing member that is considered part of the family unit and not a tenant, renter or boarder. Additional sick leave may be used for illness or injury of an immediate family member upon approval of the Employee's supervisor. • Employees may use their accrued personal sick leave for absences due to the illness of the Employee's child for such reasonable periods as the Employee's attendance may be necessary, on the same terms as the Employee is able to use sick leave benefits for the Employee's own illness. • Employees may use their accrued personal sick leave for absences due to the illness of the regular caregiver for an Employee’s child for reasonable periods as necessary to make other arrangements to provide care for the employee’s childcredit. Sick The previously accumulated sick leave usage of an employee who has been separated from the public service may be placed to his credit upon his re-employment in the public service, provided that such re-employment takes place within ten (10) years of the date on which the employee was last terminated from public service. An employee who transfers to this City from a different public agency shall be subject credited with the unused balance of his accumulated sick leave up to approval and verification by the Employera maximum of 500 hours. The Employer reserves City may require the right employee to request furnish a satisfactory written, signed statement to justify the use of sick leave. If medical verification attention is required, a certificate stating the nature of illness shall be required from the attending physician justifying the use of sick leave. Falsification of either a written, signed statement or a physician’s certificate shall be grounds for disciplinary action including dismissal. For purposes of this Section, the “contagious disease” referred to herein must be a disease recorded in the medical records of the transported patient and further “contagious disease” is defined as being a disease which is infectious in nature but not including common ailments such as influenza, common cold, etc. Section 2. Any employee with ten (10) or more full years of continuous service with the City whose employment is terminated for any reason except for conviction of a felony in connection with his relationship to the City may elect at the time of such termination to be paid in cash for forty percent (40%) of unused sick leave to his credit to a maximum of two thousand eighty (2,080) hours of credit (832 hours of pay). The amounts of such payment shall be calculated by multiplying the appropriate number of hours of pay times the total of the previous two (2) years’ regular salary of the employee and dividing the resulting product by four thousand one hundred and sixty (4,160). Such payment shall eliminate all unused sick leave credit accumulated by the employee at the employer's expense in the event of an absence of three (3) days or more or in the case of repeated or systematic absence of an Employeethat time. In the case of event an extended illness or injury the Employer may requireemployee dies, at its expense, written medical verification that an Employee is able to perform the duties of employment before the Employee is allowed to return to work. Misuse of accumulated sick leave credit, as calculated herein, shall be just cause for: • The non-payment of paid to the sick leave benefit; and/or • Disciplinary action as provided by Article 13 (Discipline & Discharge)employee’s estate. Section 3. Employees who have been employed for a period of five (5) years and were not discharged for cause qualify for a severance as set forth below. Notwithstanding, employees who have been laid off may qualify for a severance pay out, regardless of years of service. Eligible employees shall be compensated for their accumulated unused sick accumulate additional paid leave at the rate of fifty one-fourth (501/4) percent day for each month worked during which no sick leave is taken. Section 4. In the event an employee with less than ten (10) years of service with the City dies, accrued sick leave credit shall be paid to a maximum of four hundred eighty (480) hours. Eligible employees upon permanent separation, for reasons other than layoff or death, may opt to have such payment deposited in a post-employment health care savings plan (PEHCSP) created for the employee; or ’s estate at the employee may opt to convert 80 hours of unused sick leave to one (1) months paid up health insurance for the employee only. Employees unable to report for their normal work day because of reasons established by this Article shall notify their supervisor of the absence, reason for absence, and the expected duration of the absence. Employees failing to do so may be subject to disciplinary actionaforementioned rate.