Reso 2017-2698 - Laserfiche WebLink

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2. The department head will submit his/her recommendation for approval/disapproval attached to the employee's documentation, as mentioned above, to the City Manager through the Human Resources Director. 3. The Human Resources Director will forward the above documentation along with employment information to include the employee's length of service, attendance history, and FMLA status to the City Manager. 4. The City Manager will review all submitted pertinent documents and approve or disapprove the request. The City Manager's decision is final. 5. If approved, the Human Resources Director will initiate an appeal for donations first to the employee's own department if it is the Police Department, and then to all departments. Donations will be applied retroactive to the date of the employee's request if applicable. 6. Employees may voluntarily contribute any amount of accrued/earned leave by signing a statement indicating the amount of leave being contributed and forwarding it to the Human Resources Director. An employee may not donate leave beyond his/her employment separation date. Employees donating time must maintain a minimum balance of 80 hours in each respective time bank after the donations are given. There will be no coercion on the part of peers or supervisors to donate time; all donations will be strictly voluntary. 7. A subsequent request for paid leave donations may be requested by the employee, or by the department head on the employee's behalf, through the Human Resources Director to the City Manager should the initial amount of donations not be sufficient and provided donations have not and will not extend the employee's absence beyond the employee's FMLA one year anniversary completion date. 8. Before subsequent appeals for donations are approved, the employee is required to submit a treating physician's medical certification that generally indicates that the employee's health is improving and that the employee is expected to return to work prior to the employee's FMLA one-year anniversary completion date. If an employee is unable to return to work due to a debilitating or terminal illness, or because his/her absence will go beyond the FMLA one year anniversary completion date, the employee will be authorized to use the donated leave received to date but additional appeals for donations will not be authorized. 9. While on extended paid leave as result of donations, the floating holidays, sick leave and vacation leave accrued/earned by the employee will be charged against his/her absence as they are accrued/earned. 10. Accrued/earned leave donated and not used will be returned to the donors on a pro rata basis. CODING: Words stricken are deletions,words underlined are additions. 704:3 Voluntary Donation of Time Page 2 of 3 132