When Sick Leave is Permissible. Sick leave shall be allowed only in cases of actual sickness or disability of the employee; necessary appointments with physicians or dentists; confinement to home because of quarantine. Employees may be required to present acceptable medical substantiation from a licensed physician. Acceptable medical substantiation from a licensed physician shall be required in the case of a concerted use of sick leave (i.e., predetermined day that a group of employees request sick leave). An employee may be authorized sick leave as soon as it is accrued. An employee assigned to the variable work schedule may be granted a maximum of 72 hours of sick leave per calendar year in order to provide care of an ill child, spouse, other legal dependent, parent or family member. An employee assigned to the forty hour work schedule may be granted a maximum of 48 hours of sick leave for this purpose. However, an employee with an absence approved in compliance with the provisions of the Family Medical Leave Act (FMLA), may utilize their available sick leave balance (beyond the limitations of 72 hours or 48 hours of provided in this section) for the duration of the FMLA approved absence (a maximum of 12 weeks). The City will continue to require medical substantiation when any employee utilizes sick leave contiguous with separation from employment.
When Sick Leave is Permissible. Sick leave shall be allowed only in cases of actual sickness or disability of the employee, including necessary appointments with physicians or dentists or confinement to home because of quarantine. Employees are not charged sick leave for absences of less than one day. The employee must prepare an Authorized Absence Request Form and present it to the supervisor for authorization either prior to the absence or upon return to work as required by department S.O.P. Absences for full days must comply with Article 20.6. Any employee may be granted a maximum of 45.7 hours of accrued sick leave per calendar year in order to provide required care for an ill child, spouse, other legal dependent, parent or family member, or any other member of the employee’s immediate household. An employee may be granted a maximum of six (6) continuous weeks use of sick leave for the adoption of a child. An employee who has been authorized the use of sick leave shall not later receive a negative comment concerning their attendance on the performance evaluation unless the employee had previously been notified of lacking acceptable medical substantiation, not adhering to procedures, or otherwise abusing sick leave.
When Sick Leave is Permissible. Sick leave shall be allowed only in cases of actual sickness or disability of the employee, including necessary appointments with physicians or dentists or confinement to home because of quarantine. Employees are not charged sick leave for absences of less than one day. The employee must prepare an Authorized Absence Request Form and present it to the supervisor for authorization either prior to the absence or upon return to work as required by department S.O.P. Absences for full days must comply with Article 20.6. Any employee may be granted a maximum of 45.7 hours of accrued sick leave per calendar year in order to provide required care for an ill child, spouse, other legal dependent, parent or family member, or any other member of the employee’s immediate household. An employee who has been authorized the use of sick leave shall not later receive a negative comment concerning their attendance on the performance evaluation unless the employee had previously been notified of lacking acceptable medical substantiation, not adhering to procedures, or otherwise abusing sick leave.
When Sick Leave is Permissible. Sick leave shall be allowed in cases of actual sickness or disability of the employee, including necessary appointments with physicians, dentists, or professional health care providers. An employee may be granted a maximum of forty (40) hours use of sick leave per calendar year in order to provide care for an ill child, spouse, other legal dependent, parent or family member, or any other member of the employee’s immediate household. However, an employee with an absence approved in compliance with the provisions of the Family Medical Leave Act (FMLA), may utilize their available sick leave balance (beyond the limitations of the 40 hours provided in this section) for the duration of the FMLA approved absence (a maximum of 12 weeks).
