Reso 2017-2698 - Laserfiche WebLink

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7) Eligible employees generally may receive compensation for the following approved short-term absences: sickness or injury; death, funeral, or estate settlement; marriage; personal business; and religious observances. (See Comment (2), above.) Employees who take approved short-term absences as a result of an emergency City closing, to participate in community affairs, or to vote generally will not be compensated under this Policy, unless required by law. In addition, employees will not be paid for approved absences covered by workers' compensation payments. 8) Short-term absences resulting from jury duty and testifying, as a subpoenaed witness will not be charged against an employee's available days of paid absence. Employees will be paid their regular base rate for authorized absences to serve as a juror or subpoenaed witness pursuant to state law and county ordinances. Any remuneration received for jury duty or testifying must be provided to the City. Proof of jury duty or subpoena must be submitted to the Human Resources Department. 9) If the absence is due to illness or injury of the employee or a family member,written certification from the health care provider of the ill or injured employee or family member verifying the need for leave is required if the absence exceeds three consecutive days and also may be required for certain shorter absences. [See Medical Procedures, policy 208:1; and Leaves of Absence, policy 704:1 ; and Family and Medical Leave (FMLA), policy 704:2 . Employees who falsify the reason for an absence will be subject to disciplinary action, up to and including termination, and compensation for the absence will be stopped immediately. 10) Employees who are unable to report for work because of arrest and incarceration will be placed on a special unpaid personal leave of absence (in a paid status if the employee has accrued vacation, floating holidays or comp time available). The employee is required to notify the employee's department head within forty-eight (48) hours of incarceration or are subject to separation from employment with the City. If the employee is unable to secure bail, the leave of absence will continue until final disposition of the charges. If the employee is freed on bail, the employee's department head, the Human Resources Director and City Manager will decide whether active employment is appropriate pending final disposition of the charges. Notwithstanding the aforementioned, if the employee is unable to return to work within three (3) days, the employee will be separated from employment with the City. 11) Employees returning from a short-term absence must report to their supervisor, and, when appropriate, certify that they are fit to return to work. The supervisor should make a record of the employee's absence and return to work and forward a copy to the Human Resources Department. When necessary, the supervisor CODING: Words n are deletions, words underlined are additions. 702-1 Short Term Absences Page 3 of 4 95