Common use of Sick Pay Clause in Contracts

Sick Pay. Pay for sick leave is granted at the discretion of the Battalion Chief or his designee and may only be used when an illness, injury, maternity, surgery, disability (other than on-the-job disability) or serious health condition of the Employee prevents the Employee from performing the essential functions of his job or such other duties as ordered by the Fire Chief or his designee. Sick leave may also be used for an illness, injury, surgery, maternity, disability or serious health condition of the Employee’s child, parent or spouse. The definitions of “serious health condition,” “child,” “parent,” and “spouse” as used in this Agreement are the definitions listed for those terms in the Village’s Family and Medical Leave Act Policy (hereinafter referred to as “FMLA Policy”). In the event that an Employee is unable to work, the Employee must inform the on-duty Battalion Chief or his designee prior to the start of the scheduled shift unless impracticable. Failure to so inform the Battalion Chief or his designee of the absence will result in loss of that day's pay and may result in other discipline or discharge. All Employees shall earn twelve (12) hours of sick leave for each complete calendar month of Village employment completed. However, no sick leave shall accrue for any month in which an Employee uses sick leave on a holiday, except in the case of absence taken in compliance with the Village’s FMLA Policy, or in the case of a workers’ compensation injury, or when an Employee donates sick leave in accordance with the Village of Carpentersville’s Personnel Manual Chapter 8.C. Unused sick leave days will be carried over to the next year. Unused sick time above the maximum of twelve hundred (1,200) hours will be contributed to a Post-Retirement Medical Savings Plan at the rate of fifty percent (50%) of the unused time above twelve hundred (1,200) hours. This is a mandatory non-elective contribution. The amount paid will be based upon the rate of pay at the time that the sick day was earned. Use of sick time for other than the approved instances listed above may subject the Employee to discipline or discharge. Sick pay shall not count as hours of work for FLSA overtime purposes. Donations of sick time to other employees may be made in accordance with the Village’s sick leave donation policy set forth in the Village of Carpentersville’s Personnel Manual Chapter 8.C, except that Fire Department Employees may donate amounts up to forty-eight (48) hours and must do so in a manner so as to not discriminate as required by law.

Sick Pay. Pay 1. Effective January 1, 2001, all negotiations unit members shall receive one sick day per month. 2. Beginning January 1, 1997, staff with five (5) or more years of service will be eligible for an emergency advance of up to one (1) year's equivalent of sick leave under the following circumstances: A. At least twenty (20) days have been or will have been continuously used for the same emergency immediately before any of the advanced days. These days must have been used to cover absences for illness. B. The staff member has not been the subject of a written warning, suspension or any other discipline for attendance within the previous year. All evaluations over the last two (2) years must have been satisfactory. C. The application for the advance must be approved by the Department Head and accompanied by documentation of the illness. D. The application must also be approved by the Director of Human Resources Services or his/her designee. E. The approval/disapproval of the application for the emergency advance of sick leave is granted grievable up to Step II of the Grievance Procedure. The decision of the Step II Hearing Officer is subject to arbitration limited to the issue of whether procedural requirements have been met for denial of the benefits. 3. Sick pay accruals are cumulative from one year to the next. 4. Staff are required to comply with the departmental call in procedure. If the illness extends beyond one day, the staff member must continue to call in ill each day unless they have already indicated to their supervisor an expected return date. If the illness extends beyond the expected return date he/she must call in with a new expected return date. 5. Staff taken ill while on duty and who leave their work station with their supervisor's permission shall be paid for the time spent on the employer's premises and may use accrued sick leave if they desire payment for the balance of the work shift. Staff may be excused by their supervisor. 6. Whenever a regular staff member retires, except a staff member who elects deferred retirement, pursuant to the provisions of a state administered retirement system and has to his/her credit any accrued sick leave, he/she shall be compensated for such accrued sick leave as follows: a. The supplemental compensation amount payment shall be computed at the discretion rate of one-half (1/2) of the Battalion Chief or his designee and may only be used when an illness, injury, maternity, surgery, disability (other than on-the-job disability) or serious health condition eligible staff member's daily rate of pay for each day of unused accumulated sick pay accruals based upon the Employee prevents average annual base rate of compensation received during the Employee from performing the essential functions last year of his job or such other duties as ordered by the Fire Chief or his designee. Sick leave may also be used for an illness, injury, surgery, maternity, disability or serious health condition of the Employee’s child, parent or spouse. The definitions of “serious health condition,” “child,” “parent,” and “spouse” as used in this Agreement are the definitions listed for those terms in the Village’s Family and Medical Leave Act Policy (hereinafter referred to as “FMLA Policy”). In the event that an Employee is unable to work, the Employee must inform the on-duty Battalion Chief or his designee his/her employment prior to the start effective date of the scheduled shift unless impracticable. Failure to so inform the Battalion Chief or his designee of the absence will result in loss of his/her retirement provided however that day's pay and may result in other discipline or discharge. All Employees no lump sum supplemental compensation payment shall earn twelve (12) hours of sick leave for each complete calendar month of Village employment completed. However, no sick leave exceed $15,000. b. The compensation shall accrue for any month in which an Employee uses sick leave on a holiday, except in the case of absence taken in compliance with the Village’s FMLA Policy, or in the case of a workers’ compensation injury, or when an Employee donates sick leave be paid in accordance with the Village of Carpentersville’s Personnel Manual Chapter 8.C. Unused sick leave days will be carried over to the next year. Unused sick time above the maximum of twelve hundred (1,200) hours will be contributed to a Post-Retirement Medical Savings Plan at the rate of fifty percent (50%) of the unused time above twelve hundred (1,200) hours. This is a mandatory non-elective contribution. The amount paid will be based upon the rate of pay at the time that the sick day was earned. Use of sick time for other than the approved instances listed above may subject the Employee to discipline or discharge. Sick pay shall not count as hours of work for FLSA overtime purposes. Donations of sick time to other employees may be made in accordance with the Village’s sick leave donation policy set forth in the Village of Carpentersville’s Personnel Manual Chapter 8.C, except that Fire Department Employees may donate amounts up to forty-eight (48) hours and must do so in a manner so as to not discriminate as required by lawState rules then applying.

Sick Pay. Pay Subject to paragraph 10 below you will be entitled to be paid during any period of absence due to sickness or injury for sick leave is granted a period of up to six months at full salary and a further six months at half salary, subject also to the discretion undernoted conditions. • Sickness allowance will be calculated on the first day of each period of sickness and by deducting any allowance utilised within the Battalion Chief or his designee and may only be used when an illness, injury, maternity, surgery, disability (other than on-the-job disability) or serious health condition of the Employee prevents the Employee from performing the essential functions of his job or such other duties as ordered by the Fire Chief or his designee. Sick leave may also be used for an illness, injury, surgery, maternity, disability or serious health condition of the Employee’s child, parent or spouse. The definitions of “serious health condition,” “child,” “parent,” and “spouse” as used in this Agreement are the definitions listed for those terms in the Village’s Family and Medical Leave Act Policy (hereinafter referred to as “FMLA Policy”)previous 12 months. In the event that of you exhausting your Sickness Allowance, an Employee uninterrupted period of six months at work must elapse before there is any renewed entitlement to full salary. • Should you be unable to work, report for duty as a result of illness you must provide notification at the Employee must inform the on-duty Battalion Chief or his designee prior to the start of the scheduled shift unless impracticable. Failure to so inform the Battalion Chief or his designee of the absence will result in loss of that day's pay earliest opportunity and may result in other discipline or discharge. All Employees shall earn twelve (12) hours of sick leave for each complete calendar month of Village employment completed. However, no sick leave shall accrue for any month in which an Employee uses sick leave on a holiday, except in the case of absence taken in compliance with the Village’s FMLA Policy, or in the case of a workers’ compensation injury, or when an Employee donates sick leave in accordance with any local administrative arrangements indicating, where possible, the Village expected duration of Carpentersville’s Personnel Manual Chapter 8.C. Unused sick leave the illness. For illnesses lasting up to 7 calendar days, a sickness absence certificate should be completed upon return to work and submitted. If the illness continues beyond 7 calendar days then a medical certificate must be submitted as soon as possible. Medical certificates must then continue to be submitted at 7 day intervals, unless directed otherwise, whilst the absence continues. • Any allowance paid by the Company will be carried over subject to the next year. Unused sick time above the maximum of twelve hundred (1,200) hours will be contributed to a Post-Retirement Medical Savings Plan at the rate of fifty percent (50%) of the unused time above twelve hundred (1,200) hours. This is a mandatory non-elective contribution. The amount paid will be based upon the rate of pay at the time proviso that the combined total of such an allowance and any statutory sick day was earned. Use of sick time for other than the approved instances listed above may subject the Employee to discipline or discharge. Sick pay shall not count exceed the equivalent of your full salary. (A married woman who has chosen not to pay full National Insurance contributions will be regarded as hours a full contributor when calculating the amount of work any such deductions). • The Company may, at its discretion and taking account of individual circumstances, extend payment of either full or half salary where the allowance set out above has been exhausted. • Should you be absent as the result of an accident you will not be eligible to receive a sickness allowance if, in the opinion of the Company, an action for FLSA overtime purposesdamages would lie against a third party. Donations In such an event, the Company may, taking account of individual circumstances, decide to advance to you an amount not exceeding the allowance you would be eligible to receive under the sick pay scheme. This will be subject to you agreeing to refund this amount to the Company in full or in part in line with the proportion represented by any damages received. Where a full or partial refund is made, the corresponding period of absence shall not be recorded for the purposes of the sick pay scheme. • The Company may require you to attend an examination by a medical practitioner nominated and paid for by the Company. Refusal to attend a medical examination could lead to the suspension of sick time pay. • The Company, based on advice from the Chief Medical Officer following consultation with your medical practitioner, retains the right to other employees may be made in accordance with require you to undertake suitable alternative duties as an alternative to payment of sick allowance. • If the Village’s sick leave donation policy set forth in the Village of Carpentersville’s Personnel Manual Chapter 8.C, except Company has reason to believe that Fire Department Employees may donate amounts up to forty-eight (48) hours and must do so you have acted in a manner so as prejudicial to not discriminate as your recovery or have failed to observe the conditions relating to payment of a sickness allowance or where you have contributed to the absence or where there is negligence on your part or where you have refused alternative duties, then your sickness allowance may be withheld until investigations into the matter are completed. You will be told that investigations are being made and will have a right to make representations to the Company before any decision to suspend the sickness allowance is made. • Where you have received medical advice or are required by lawthe Company to remain absent from work due to contact with a notifiable diseases, then that period of absence will not be taken into account when calculating your sickness allowance. Subject to the Company being notified and agreeing in advance, any such absence shall be with full salary less any State benefits which may be payable during such absence. • If you are sick whilst on Annual Leave and submit a medical certificate (not a self certificate) covering the relevant period, the period will be reckoned as sick leave. • If you are sick on a Public Holiday and submit a medical certificate (not a self certificate) covering the period, you will be entitled to equivalent time off within the current leave year at a mutually convenient time.

Sick Pay. Pay 10.01 The Corporation’s sick leave plan for Regular, Probationary and Regular Part-time employees was created by the Corporation to reduce the financial hardship that an illness and or injury can create so far as inability to work and the consequent loss of normal wages are concerned. 10.02 To be eligible for a claim against sick leave an employee must: (a) Have an established credit for sick leave is granted at the discretion pay (b) Ensure that his immediate supervisor has been notified of the Battalion Chief reason for absence not later than fifteen (15) minutes after their scheduled starting time each day he is off work. Once the absence exceeds four (4) consecutive working days, the employee shall not be required to call in daily. However, he shall be required to advise the employer of his expected date of return and any changes to this date. Operations Department Employees are to call in at least ten (10) minutes prior to starting time (c) An employee must be suffering from an illness and or his designee and may only be used when an illness, injury, maternity, surgery, disability which prevents his useful employment and is not compensable under the Workplace Safety and Insurance Legislation (other than on-the-job disabilityd) or serious health condition of the Employee prevents the Employee from performing the essential functions of his job or such other duties as ordered by the Fire Chief or his designee. Sick leave may also be used for an illness, injury, surgery, maternity, disability or serious health condition of the Employee’s child, parent or spouse. The definitions of “serious health condition,” “child,” “parent,” and “spouse” as used in this Agreement are the definitions listed for those terms in the Village’s Family and Medical Leave Act Policy (hereinafter referred Be prepared to as “FMLA Policy”). In the event that an Employee is unable to work, the Employee must inform the on-duty Battalion Chief or his designee prior to the start of the scheduled shift unless impracticable. Failure to so inform the Battalion Chief or his designee provide medical evidence of the absence and the prognosis if requested by the employee’s supervisor. The cost of such medical evidence shall be paid for by the Corporation 10.03 Sick leave credits will result in loss of that day's pay accrue to Probationary and may result in other discipline or discharge. All Employees shall earn twelve (12) hours of sick leave for each complete calendar month of Village employment completed. However, no sick leave shall accrue for any month in which an Employee uses sick leave on a holiday, except in the case of absence taken in compliance with the Village’s FMLA Policy, or in the case of a workers’ compensation injury, or when an Employee donates sick leave in accordance with the Village of Carpentersville’s Personnel Manual Chapter 8.C. Unused sick leave days will be carried over to the next year. Unused sick time above the maximum of twelve hundred (1,200) hours will be contributed to a Post-Retirement Medical Savings Plan Regular employees at the rate of fifty percent one and one half (50%1 ½) days per month of accredited Corporation service. Eighteen (18) days of sick leave may be accumulated per calendar year but the accumulation will be reduced by the number of days of sick leave credits used during the calendar year. Regular Part- time employees’ sick leave credits will be prorated. Sick Leave for Schedule “C” employees will be recorded as twelve and one quarter (12.25) hours (1 1/2days) when on shift. Employees assigned outside their regular hours during the first three (3) days to cover a shift or portion of a shift missed due to illness, will be paid at double the straight time pay for those additional hours scheduled to work. Spares will be rescheduled at straight time to cover any shifts missed due to illness that are three days after the illness is first reported. 10.04 Where a regular or regular part-time employee’s unused sick leave accumulation is reduced to zero, the employee may draw against future accumulation of sick leave credits to a maximum of five (5) days, provided satisfactory arrangements are made for repayment. 10.05 Sick leave may be substituted for vacation, where the employee has established, to the satisfaction of the unused time above twelve hundred (1,200) hours. This is employer, that a mandatory non-elective contribution. The amount paid will be based upon the rate of pay at the time that the sick day was earned. Use of sick time for other than the approved instances listed above may subject the Employee serious illness or injury due to discipline or discharge. Sick pay shall not count as hours of work for FLSA overtime purposes. Donations of sick time to other employees may be made in accordance with the Village’s sick leave donation policy set forth in the Village of Carpentersville’s Personnel Manual Chapter 8.C, except that Fire Department an accident requiring hospitalization occurred while on vacation. 10.06 Employees may donate amounts up any available vacation and/or banked time hours to fortyanother employee who, as a result of a long term or unforeseen illness or injury, has exhausted their sick leave credits. Donated/received hours will be on an hour-eight (48) hours and must do so in a manner so as to not discriminate as required by lawfor-hour basis.

Sick Pay. Pay 16.01 Each full-time employee shall be entitled, for each eighty (80) hours of regular time service per pay period, to sick leave credit of 4.6 hours with pay. Said unused sick leave shall accrue and be cumulative without limit. 16.02 An employee on an assigned shift, reporting off work due to illness, must notify the shift supervisor at least thirty (30) minutes prior to his starting time on each day he is absent. When the employee has been absent for all or part of his shift, he shall be considered on sick leave until he notifies the shift supervisor that he will report on his next regularly scheduled shift, and such notification shall be at least four (4) hours prior to the starting time of that shift. If circumstances are such that the employee has been unable to make this notification before the four (4) hour time limit, and at the time that he does contact his supervisor arrangements for filling his job have not been completed, the employee shall be allowed to report to work, provided, he states that he will come in on time, and any other conditional releases have been met. 16.03 An employee eligible for sick leave is granted at with pay may use such sick leave upon the approval of the City Manager, only for absence due to illness, injury, exposure to contagious disease which could be communicated to other employees upon the discretion of the Battalion Chief or his designee Department Head, authorized maternity leave/adoption leave, and may only be used when illness of an illness, injury, maternity, surgery, disability (other than on-the-job disability) or serious health condition of the Employee prevents the Employee from performing the essential functions of his job or such other duties as ordered by the Fire Chief or his designee. Sick leave may also be used for an illness, injury, surgery, maternity, disability or serious health condition of the Employee’s child, parent or spouse. The definitions of “serious health condition,” “child,” “parent,” and “spouse” as used in this Agreement are the definitions listed for those terms in the Village’s Family and Medical Leave Act Policy (hereinafter referred to as “FMLA Policy”). immediate family member. 16.04 In the event of illness in the employee’s immediate family, such use of sick leave will be restricted and governed by the following: a) The employee’s immediate family shall mean: spouse, child, step-child, parent. Such leave shall be limited to twenty-five (25) days annually. It is understood that an sick leave utilized where the family member was hospitalized, the care before and after hospitalization, as well as any documented medical care, inclusive of medical appointments shall not count towards the twenty-five day limit. b) In the event of a death in the employee’s immediate family and upon extenuating circumstances, sick leave may be used to extend the authorized bereavement leave, as per Article XIX, however, such extension may not exceed two (2) days. Immediate family for this provision only (death in immediate family) shall be defined the same as Section 19.02. 16.05 When sick leave is used, it shall be deducted from the employee’s accrual on the basis of one (1) hour for every one (1) hour or fraction thereof. There will be no fractional crediting of hours. 16.06 An employee on sick leave shall furnish a written signed statement to his supervisor to justify the usage of sick leave. If the Employee is unable fails to submit a sick leave request form within thirty (30) calendar days of returning to work, the Employee must inform shall forfeit any paid time and shall be unpaid (unless the on-duty Battalion Chief or his designee prior failure to do so was not in the start Employee’s control). If medical attention is required, a certificate stating the nature of the scheduled shift unless impracticableillness from a licensed physician shall be required to justify the sick leave usage. Failure If absence due to so inform illness or injury exceeds three (3) working days, a certificate from a licensed physician stating the Battalion Chief or his designee nature of the absence illness or injury shall be required to justify the sick leave usage. If the illness or injury continues to seven (7) or more calendar days, weekly written statements from a licensed physician stating the nature of the illness or injury, and a prognosis for recovery will result in loss be required to justify the use of that day's pay sick leave. If the City Manager believes there is reason to doubt the employee’s actual sickness, he may require evidence thereof and may result in if such evidence would not convince a reasonable man of the fact of the illness, sick leave will not be granted. 16.07 Any employee fraudulently claiming sick leave allowance from work for other discipline reasons shall be subject to disciplinary action up to and including termination. Any abuse, excessive or discharge. All Employees shall earn twelve (12) hours patterned use of sick leave shall be just and sufficient cause for each complete calendar month disciplinary action. 16.08 Each full-time City employee (in good standing from active service) upon resignation shall be paid for the value of Village employment completed. Howeverearned and accrued, no but unused sick leave shall accrue for any month in which an Employee uses sick leave on a holiday, except earned while in the case employ of absence taken in compliance with the Village’s FMLA Policy, or in the case of a workers’ compensation injury, or when an Employee donates sick leave City in accordance with the Village following schedule: − After ten (10) years of Carpentersville’s Personnel Manual Chapter 8.C. Unused sick leave service, 25% or a maximum of ten (10) days will be carried over to the next year. Unused sick time above the paid; − After fifteen (15) years of service, 50% or a maximum of twelve hundred twenty (1,20020) hours days will be contributed to paid; − After twenty (20) years of service, 75% or a Postmaximum of thirty (30) days will be paid, and − After twenty-Retirement Medical Savings Plan at five (25) years of service, the rate of fifty percent full allowable forty (50%40) days. 16.09 Upon the retirement of the unused time above twelve hundred employee or disability retirement of the employee, and the employee has completed ten (1,20010) hours. This is years of service, such employee shall be entitled to receive a mandatory non-elective contribution. The amount paid will be based upon the cash payment equal to his basic rate of pay at the time of the above listed condition multiplied by thirty-three and one third (33%) percent of the total number of accumulated unused sick hours earned by the employee up to fifteen hundred (1500) and thirty-three and one third (33 1/3%) percent for all accumulated and unused sick hours earned by the employee in excess of fifteen hundred (1500) hours. Such payment shall be based upon the employee’s rate of pay at the time of retirement. Payment for sick leave credit on this basis shall be considered to eliminate all sick leave credit accrued by the employee at that time. Such payment shall be made only once to any employee. 16.10 For the purpose of this section, "retirement" shall mean termination of full-time employment, active service with the City to immediately accept pension benefits from a State retirement plan for which the employee is qualified at the retirement date, from either the PERS or the Police and Firemen’s Pension and Disability Fund. 16.11 In the event of the death of an employee still in the employ who has met the time requirements as set forth and specified in section 9 hereof, the payment as described shall be made to the employee’s estate. 16.12 An employee who is laid-off from employment with the City may, if reappointed, have available for his use any unused sick leave existing at the time of his lay-off. An employee who transfers from one position to another, or from one public agency to another in the State of Ohio, shall be credited with the unused balance of his sick leave accrual, but not to be in an amount in the excess of the accrual limit set forth and effective for the employees of the City. 16.13 Employees with a sick leave balance in excess of three hundred (300) hours during a twelve (12) month rolling calendar will be paid at one hundred percent (100%) of their rate. Employees whose balance is below three hundred (300) hours, and has exceeded eighty (80) hours of sick leave in a rolling calendar year, will be paid at eighty percent (80%) of their regular rate unless an effected employee provides a doctor’s excuse for such time and as a result will be paid at one-hundred percent (100%) of their regular rate. Sick leave balances will not automatically renew at the beginning of the regular calendar year. Employees’ sick leave will be determined on a rolling calendar basis and sick leave accrues at the rate of 4.6 hours per 80 hours of work with the thirteenth month’s use of sick leave dropping off and the new month added in. Sick leave prior to and subsequent to a hospitalization will be paid at one hundred percent (100%) the employee’s regular rate. Any sick leave utilized in excess of eighty (80) hours in any one usage period shall be paid at one hundred percent (100%). An employee’s inability to work may be verified by the employee’s physician. New employees, years one through four, will have the sick day was earnedleave paid at one hundred percent (100%). The rolling calendar will begin on May 1, 2008. 16.14 An employee will be entitled to use up to two (2) hours of accrued sick leave credit per doctor visit for doctors appointments if it is necessary to schedule such appointments during the employee’s scheduled work day. Use of sick time for other more than the approved instances listed above may subject the Employee to discipline or discharge. Sick pay shall not count as two (2) hours of accrued sick leave credit for such an appointment will only be allowed upon employee’s submission of verification from the doctor’s office of the initial appointment time and the employee’s departure from such office. Employees are expected to return to work promptly after such appointments. Additional sick leave hours for FLSA overtime purposes. Donations of sick time to other employees multiple office visits and/or extenuating circumstances may be made in accordance with the Village’s sick leave donation policy set forth in the Village of Carpentersville’s Personnel Manual Chapter 8.C, except that Fire Department Employees may donate amounts up to forty-eight (48) hours and must do so in a manner so approved by management as to not discriminate as required by lawappropriate.

Sick Pay. Pay 1. Effective January 1, 2001, all bargaining unit members shall receive one sick day per month. 2. Beginning January 1, 1997, staff with five (5) or more years of service will be eligible for an emergency advance of up to one (1) year's equivalent of sick leave under the following circumstances: A. At least twenty (20) days have been or will have been continuously used for the same emergency immediately before any of the advanced days. These days must have been used to cover absences for illness. B. The staff member has not been the subject of a written warning, suspension or any other discipline for attendance within the previous year. All evaluations over the last two (2) years must have been satisfactory. C. The application for the advance must be approved by the Department Head and accompanied by documentation of the illness. D. The application must also be approved by the Director of Human Resources Services or his/her designee. E. The approval/disapproval of the application for the emergency advance of sick leave is granted at the discretion grievable up to Step II of the Battalion Chief or his designee Grievance Procedure. The decision of the Step II Hearing Officer is subject to arbitration limited to the issue of whether procedural requirements have been met for denial of the benefits. 3. Sick pay accruals are cumulative from one year to the next. 4. Staff are required to comply with the departmental call in procedure. If the illness extends beyond one day, the staff member must continue to call in ill each day unless they have already indicated to their supervisor an expected return date. If the illness extends beyond the expected return date he/she must call in with a new expected return date. 5. Staff taken ill while on duty and who leave their work station with their supervisor's permission shall be paid for the time spent on the employer's premises and may only be used when an illness, injury, maternity, surgery, disability (other than on-the-job disability) or serious health condition use accrued sick leave if they desire payment for the balance of the Employee prevents the Employee from performing the essential functions of his job or such other duties as ordered work shift. Staff may be excused by the Fire Chief or his designeetheir supervisor. 6. Sick leave may also be used for an illnessWhenever a regular staff member retires, injuryexcept a staff member who elects deferred retirement, surgery, maternity, disability or serious health condition of the Employee’s child, parent or spouse. The definitions of “serious health condition,” “child,” “parent,” and “spouse” as used in this Agreement are the definitions listed for those terms in the Village’s Family and Medical Leave Act Policy (hereinafter referred to as “FMLA Policy”). In the event that an Employee is unable to work, the Employee must inform the on-duty Battalion Chief or his designee prior pursuant to the start provisions of the scheduled shift unless impracticable. Failure a state administered retirement system and has to so inform the Battalion Chief or his designee of the absence will result in loss of that day's pay and may result in other discipline or discharge. All Employees his/her credit any accrued sick leave, he/she shall earn twelve (12) hours of be compensated for such accrued sick leave for each complete calendar month of Village employment completed. However, no sick leave as follows: The supplemental compensation amount payment shall accrue for any month in which an Employee uses sick leave on a holiday, except in the case of absence taken in compliance with the Village’s FMLA Policy, or in the case of a workers’ compensation injury, or when an Employee donates sick leave in accordance with the Village of Carpentersville’s Personnel Manual Chapter 8.C. Unused sick leave days will be carried over to the next year. Unused sick time above the maximum of twelve hundred (1,200) hours will be contributed to a Post-Retirement Medical Savings Plan computed at the rate of fifty percent one-half (50%1/2) of the eligible staff member's daily rate of pay for each day of unused time above twelve hundred (1,200) hours. This is a mandatory non-elective contribution. The amount paid will be accumulated sick pay accruals based upon the average annual base rate of pay at compensation received during the time last year of his/her employment prior to the effective date of his/her retirement provided however that the sick day was earned. Use of sick time for other than the approved instances listed above may subject the Employee to discipline or discharge. Sick pay no lump sum supplemental compensation payment shall not count as hours of work for FLSA overtime purposes. Donations of sick time to other employees may be made in accordance with the Village’s sick leave donation policy set forth in the Village of Carpentersville’s Personnel Manual Chapter 8.C, except that Fire Department Employees may donate amounts up to forty-eight (48) hours and must do so in a manner so as to not discriminate as required by lawexceed $15,000.

Sick Pay. Pay 16.01 Each full-time employee shall be entitled, for each eighty (80) hours of regular time service per pay period, to sick leave credit of 4.6 hours with pay. Said unused sick leave shall accrue and be cumulative without limit. 16.02 An employee on an assigned shift, reporting off work due to illness, must notify the shift supervisor at least thirty (30) minutes prior to his starting time on each day he is absent. When the employee has been absent for all or part of his shift, he shall be considered on sick leave until he notifies the shift supervisor that he will report on his next regularly scheduled shift, and such notification shall be at least four (4) hours prior to the starting time of that shift. If circumstances are such that the employee has been unable to make this notification before the four (4) hour time limit, and at the time that he does contact his supervisor arrangements for filling his job have not been completed, the employee shall be allowed to report to work, provided, he states that he will come in on time, and any other conditional releases have been met. 16.03 An employee eligible for sick leave is granted at with pay may use such sick leave upon the approval of the City Manager, only for absence due to illness, injury, exposure to contagious disease which could be communicated to other employees upon the discretion of the Battalion Chief or his designee Department Head, authorized maternity leave/adoption leave, and may only be used when illness of an illness, injury, maternity, surgery, disability (other than on-the-job disability) or serious health condition of the Employee prevents the Employee from performing the essential functions of his job or such other duties as ordered by the Fire Chief or his designee. Sick leave may also be used for an illness, injury, surgery, maternity, disability or serious health condition of the Employee’s child, parent or spouse. The definitions of “serious health condition,” “child,” “parent,” and “spouse” as used in this Agreement are the definitions listed for those terms in the Village’s Family and Medical Leave Act Policy (hereinafter referred to as “FMLA Policy”). immediate family member. 16.04 In the event that an Employee is unable to workof illness in the employee’s immediate family, the Employee must inform the on-duty Battalion Chief or his designee prior to the start of the scheduled shift unless impracticable. Failure to so inform the Battalion Chief or his designee of the absence will result in loss of that day's pay and may result in other discipline or discharge. All Employees shall earn twelve (12) hours such use of sick leave for each complete calendar month will be restricted and governed by the following: a) The employee’s immediate family shall mean: spouse, child, step- child, parent. b) In the event of Village employment completed. Howevera death in the employee’s immediate family and upon extenuating circumstances, no sick leave may be used to extend the authorized bereavement leave, as per Article XIX, however, such extension may not exceed two (2) days. Immediate family for this provision only (death in immediate family) shall accrue for any month in which an Employee uses be defined the same as Section 19.02. 16.05 When sick leave is used, it shall be deducted from the employee’s accrual on a holiday, except in the case basis of absence taken in compliance with the Village’s FMLA Policy, one (1) hour for every one (1) hour or in the case of a workers’ compensation injury, or when an Employee donates sick leave in accordance with the Village of Carpentersville’s Personnel Manual Chapter 8.C. Unused sick leave days fraction thereof. There will be carried over to the next year. Unused sick time above the maximum no fractional crediting of twelve hundred (1,200) hours will be contributed to a Post-Retirement Medical Savings Plan at the rate of fifty percent (50%) of the unused time above twelve hundred (1,200) hours. This is a mandatory non-elective contribution. The amount paid will be based upon the rate of pay at the time that the sick day was earned. Use of sick time for other than the approved instances listed above may subject the Employee to discipline or discharge. Sick pay shall not count as hours of work for FLSA overtime purposes. Donations of sick time to other employees may be made in accordance with the Village’s sick leave donation policy set forth in the Village of Carpentersville’s Personnel Manual Chapter 8.C, except that Fire Department Employees may donate amounts up to forty-eight (48) hours and must do so in a manner so as to not discriminate as required by law.

Sick Pay. Pay 16.01 Each full-time employee shall be entitled, for each eighty (80) hours of regular time service per pay period, to sick leave credit of 4.6 hours with pay. Said unused sick leave shall accrue and be cumulative without limit. 16.02 An employee on an assigned shift, reporting off work due to illness, must notify the shift supervisor at least one (1) hour prior to his starting time on each day he is absent. When the employee has been absent for all or part of his shift, he shall be considered on sick leave until he notifies the shift supervisor that he will report on his next regularly scheduled shift, and such notification shall be at least four (4) hours prior to the starting time of that shift. If circumstances are such that the employee has been unable to make this notification before the four (4) hour time limit, and at the time that he does contact his supervisor arrangements for filling his job have not been completed, the employee shall be allowed to report to work, provided, he states that he will come in on time, and any other conditional releases have been met. 16.03 An employee eligible for sick leave is granted at with pay may use such sick leave upon the approval of the City Manager, only for absence due to illness, injury, exposure to contagious disease which could be communicated to other employees upon the discretion of the Battalion Chief or his designee Department Head, authorized maternity leave/adoption leave, and may only be used when illness of an illness, injury, maternity, surgery, disability (other than on-the-job disability) or serious health condition of the Employee prevents the Employee from performing the essential functions of his job or such other duties as ordered by the Fire Chief or his designee. Sick leave may also be used for an illness, injury, surgery, maternity, disability or serious health condition of the Employee’s child, parent or spouse. The definitions of “serious health condition,” “child,” “parent,” and “spouse” as used in this Agreement are the definitions listed for those terms in the Village’s Family and Medical Leave Act Policy (hereinafter referred to as “FMLA Policy”). immediate family member. 16.04 In the event that of illness in the employee's immediate family, such use of sick leave will be restricted and governed by the following: a) The employee's immediate family shall mean only the employee, spouse, parent, child or step-child. Such leave shall be limited to ten (10) days annually. However, leave will not be exhausted if an Employee immediate family member requires medical treatment or is unable hospitalized. b) In the event of a death in the employee's "extended" family and upon extenuating circumstances, sick leave may be used to workextend the authorized bereavement leave, however such extension may not exceed two (2) days. Extended family for purposes of this provision shall mean only parents or parents-in-law, spouse, child or step-child, brother, sister, sister-in-law, brother-in-law, daughter-in-law, son-in-law, grandparents, grandparents-in-law, and legal guardian or other person who stands in place of a parent (loco parentis). 16.05 When sick leave is used, it shall be deducted from the Employee must inform employee's accrual on the on-duty Battalion Chief basis of one (1) hour for every one (1) hour or his designee prior to the start fraction thereof. There will be no fractional crediting of the scheduled shift unless impracticable. Failure to so inform the Battalion Chief or his designee hours. 16.06 Employees with a sick leave balance in excess of the absence will result in loss of that day's pay and may result in other discipline or discharge. All Employees shall earn three hundred (300) hours during a twelve (12) month rolling calendar will be paid at one hundred percent (100%) of their rate. Employees whose balance is below three hundred (300) hours, and have exceeded eighty (80) hours of sick leave for each complete in a rolling calendar month year, will be paid at eighty percent (80%) of Village employment completedtheir regular rate. However, no Sick leave balances will not automatically renew at the beginning of the regular calendar year. Employees’ sick leave shall accrue for any month in which an Employee uses will be determined on a rolling calendar basis and sick leave on a holiday, except in the case of absence taken in compliance with the Village’s FMLA Policy, or in the case of a workers’ compensation injury, or when an Employee donates sick leave in accordance with the Village of Carpentersville’s Personnel Manual Chapter 8.C. Unused sick leave days will be carried over to the next year. Unused sick time above the maximum of twelve hundred (1,200) hours will be contributed to a Post-Retirement Medical Savings Plan accrues at the rate of fifty percent 4.6 hours per eighty (50%80) of the unused time above twelve hundred (1,200) hours. This is a mandatory non-elective contribution. The amount paid will be based upon the rate of pay at the time that the sick day was earned. Use of sick time for other than the approved instances listed above may subject the Employee to discipline or discharge. Sick pay shall not count as hours of work for FLSA overtime purposes. Donations with the thirteenth month’s use of sick time leave dropping off and the new month added in. Sick leave prior to other employees and subsequent to a hospitalization or sick leave receiving documented medical care, will be paid at one hundred percent (100%) the employee’s regular rate. An employee’s inability to work may be made in accordance verified by the employee’s physician. New employees, years one through four, will have the sick leave paid at one hundred percent (100%). The rolling calendar will begin on May 1, 2009. A rolling calendar year is calculated by looking back at the previous twelve (12) months. At the end of every month, the previous twelve (12) months are considered to be a new “year,” and the total usage for the “year” is recalculated. For example, starting with the Village’s sick leave donation policy set forth in end of a calendar year, data from January through December are added to give a twelve (12) month (annual) total. However, at the Village end of Carpentersville’s Personnel Manual Chapter 8.Cthe next month (January), except that Fire Department Employees may donate amounts up there will be thirteen (13) months of data. You do not want to forty-eight start a new year over from zero, and you do not want a thirteen (4813) hours month total. You do want a twelve (12) month total at the end of this month and must do so in every future month. To keep a manner so as to not discriminate as required by law.twelve

Sick Pay. Pay 10.1 In case of sickness or other incapacity for sick leave is granted work, the Executive must comply with the Company's rules, from time to time in force, regarding sickness notification and doctor's certificates, details of which can be obtained from the Human Resources department. 10.2 The Company reserves the right to require the Executive to undergo a medical examination not more than once in each calendar year unless specifically required by a independent doctor. Such medical examination to be undertaken by a doctor or a consultant nominated by it, in which event the Company will bear the cost thereof. 10.3 In respect of any absence due to sickness or injury during the period of the Executive's employment hereunder the Executive shall be entitled to receive his full salary during the first 4 weeks (in total) of such absence in any calendar year and one half of his full salary for the next 4 weeks in total of such absence and any payment of salary during any further period of absence in that calendar year shall be at the absolute discretion of the Battalion Chief or his designee and may only Company. 10.4 The Executive will be used when an illness, injury, maternity, surgery, disability (other than on-the-job disability) or serious entitled to take part in any health condition of the Employee prevents the Employee from performing the essential functions of his job or such other duties as ordered cover provided by the Fire Chief company for its management employees. ("the Scheme"). The Executive's spouse or his designee. Sick leave children under th▇ ▇▇▇ ▇▇ ▇▇ ▇▇ars of age may also be used for an illness, injury, surgery, maternity, disability or serious health condition of benefit from the Employee’s child, parent or spouseScheme in accordance with the terms and conditions outlined in the Scheme. The definitions of “serious health condition,” “child,” “parent,” and “spouse” as used in this Agreement are Company reserves the definitions listed for those terms in right to change the Village’s Family and Medical Leave Act Policy (hereinafter referred Scheme to as “FMLA Policy”)a different Scheme or to vary or terminate the Scheme or any replacement Scheme without compensation if the Company decides to do so. In the event that an Employee is unable to workof the Executive taking part in the Scheme and any change being made, the Employee must inform the on-duty Battalion Chief or his designee he will be informed in sufficient time prior to the start renewal or termination of the scheduled shift unless impracticable. Failure Scheme so that he may review the situation and make his own alternative arrangements. 10.5 If the Executive does not wish to make use of this facility, there is no entitlement to payment in lieu of participation in the Scheme. 10.6 If due to sickness or injury the Executive shall be absent from work for a longer period than six consecutive months or if he shall be so inform absent at different times for more than 180 days (whether working days or not) in any one period of fifty two (52) consecutive weeks then and in either of such cases the Battalion Chief or his designee Company shall be entitled but only within two months of the absence will result right of termination arising forthwith to terminate the engagement of the Executive by notice in loss writing and thereupon the Executive shall have no claim against the Company in respect of that day's pay such termination The length of the said notice to be given to the Executive hereunder shall be the minimum period permitted by statute and may result in other discipline dependent on his length of service. 10.7 Any outstanding or discharge. All Employees prospective entitlement to private medical insurance cover shall earn twelve (12) hours of sick leave for each complete calendar month of Village employment completed. However, no sick leave shall accrue for any month in which an Employee uses sick leave on a holiday, except in not prevent the case of absence taken in compliance with Company from exercising its right to terminate the Village’s FMLA Policy, or in the case of a workers’ compensation injury, or when an Employee donates sick leave Employment in accordance with the Village of Carpentersville’s Personnel Manual Chapter 8.C. Unused sick leave days will be carried over to the next year. Unused sick time above the maximum of twelve hundred (1,200) hours will be contributed to a Post-Retirement Medical Savings Plan at the rate of fifty percent (50%) of the unused time above twelve hundred (1,200) hours. This is a mandatory non-elective contribution. The amount paid will be based upon the rate of pay at the time that the sick day was earned. Use of sick time for other than the approved instances listed above may subject the Employee to discipline or discharge. Sick pay shall not count as hours of work for FLSA overtime purposes. Donations of sick time to other employees may be made in accordance with the Village’s sick leave donation policy set forth in the Village of Carpentersville’s Personnel Manual Chapter 8.C, except that Fire Department Employees may donate amounts up to forty-eight (48) hours and must do so in a manner so as to not discriminate as required by lawClause 11 below.

Sick Pay. Pay SECTION A. All employees covered by this Agreement and who have worked for the company one (1) year shall commence to accumulate up to three (3) days sick pay at a rate of ..0129 per straight time hour worked to a maximum of twenty-four (24) hours. All employees covered by this Agreement and who have worked for the Company two (2) years shall commence to accumulate up to four (4) days sick pay at a rate of .0173 per straight time hour worked to a maximum of thirty-two (32) hours. All employees covered by this Agreement and who have worked for the Company three (3) years shall commence to accumulate up to five (5) days sick pay at a rate of .0216 per straight time hour worked to a maximum of forty (40) hours. SECTION B. Sick leave pay will be accrued in equal weekly increments throughout the year for any week the employee had worked a major portion thereof, and may not be taken faster than accumulated. SECTION C. A day of sick leave is granted pay shall be a full days pay at the discretion employee’s regular straight time hourly rate of the Battalion Chief or his designee and may only be used when an illness, injury, maternity, surgery, disability (other than on-the-job disability) or serious health condition of the Employee prevents the Employee from performing the essential functions of his job or such other duties as ordered by the Fire Chief or his designee. Sick leave may also be used for an illness, injury, surgery, maternity, disability or serious health condition of the Employee’s child, parent or spouse. The definitions of “serious health condition,” “child,” “parent,” and “spouse” as used in this Agreement are the definitions listed for those terms in the Village’s Family and Medical Leave Act Policy (hereinafter referred to as “FMLA Policy”)pay. In the event of illness or injury which causes an employee to be absent for less than a full day, such employee shall receive sick pay for those hours that an Employee he is unable absent for less than a full day, such employee shall receive sick pay for those hours that he is absent and his account will be debited only in the amount paid. SECTION D. An employee injured in the performance of his work who is sent to work, the Employee must inform the on-duty Battalion Chief or a doctor during this regular shift shall suffer no loss in his designee prior to the start of the scheduled shift unless impracticable. Failure to so inform the Battalion Chief or his designee of the absence will result in loss of that day's regular straight time pay and his sick pay account will not be debited for the day. The employee may result however use any accrued sick pay during the statutory waiting period. 1. Each employee shall have the option of receiving, on the pay day following the employee’s anniversary of each year, one (1) hour of regular straight time pay for each hour of unused sick pay that has accumulated in other discipline or discharge. All Employees shall earn his/her account during the previous twelve (12) hours calendar months to a maximum of that which is accrued. 2. If the employee does not elect to receive payment of accumulated and unused accrued sick leave for each complete calendar month of Village employment completedeligibility then the hours shall be carried forward into the next anniversary year. However, no Such hours shall only be carried forward from the anniversary year ending into the next anniversary year. The employee shall request roll-over at least two weeks before the employee’s anniversary date. 3. The total accrued unused sick leave hours must be paid out or rolled over into the next anniversary year; there shall accrue be no apportionment of hours between the two options. SECTION F. Any employee who has completed at least one (1) year of service with the Company and voluntarily terminates SECTION G. Employees will be counseled, warned, disciplined or discharged for any month in which an Employee uses sick leave on a holiday, except absences from work as described in the case General Absentee Policy which appears in Appendix C of absence taken in compliance with this Agreement. Such warnings, discipline and/or discharge will occur only when the Villageemployee’s FMLA Policy, absenteeism or in the case of a workers’ compensation injury, or when an Employee donates sick leave in accordance with the Village of Carpentersville’s Personnel Manual Chapter 8.C. Unused sick leave days will be carried over to the next year. Unused sick time above the maximum of twelve hundred (1,200) hours will be contributed to a Post-Retirement Medical Savings Plan at the rate of fifty percent (50%) of the unused time above twelve hundred (1,200) hours. This tardiness is a mandatory non-elective contribution. The amount paid will be based upon the rate of pay at the time that the sick day was earned. Use of sick time for other than the approved instances listed above may subject the Employee to discipline or discharge. Sick pay shall not count excessive as hours of work for FLSA overtime purposes. Donations of sick time to other employees may be made in accordance with the Village’s sick leave donation policy set forth in the Village of Carpentersville’s Personnel Manual Chapter 8.C, except that Fire Department Employees may donate amounts up to forty-eight (48) hours and must do so in a manner so as to not discriminate as required by lawdefined therein.