34 Paid Leaves of Absence offered under this section does not accumulate from year to year and are not paid out at termination of employment. BEREAVEMENT LEAVE In the case of the impending passing, passing, and/or funeral of a member of the employee's Immediate Family (see Definitions & Acronyms) the City provides a Bereavement Leave benefit. Under this Policy Regular Full-Time and Regular Part-Time employees, including Introductory Period employees are eligible for three (3) days of paid Bereavement Leave to prepare for and attend the funeral. The purpose of this listing is to give the employee and supervisor guidance. It is not meant to be all inclusive. Special circumstances may be considered. The employee must request a bereavement leave of absence at the earliest possible date, no later than the start of the employee’s scheduled shift. The department head will be responsible for authorizing this type of leave of absence. If the funeral for a member of the employee's Family as outlined above requires out of town travel, or if there are other complications or extenuating circumstances, the Department Director has the discretionary authority to grant up to two (2) additional paid days off. Bereavement Leave may be used in half- or full-day increments. Other paid leave or an unpaid Leave of Absence, as approved by the Department Director may also be taken in conjunction with Bereavement Leave or in the case of the death of a close friend or family members not included in the definition above. Bereavement Leave does not accumulate from year to year and is not paid at termination of employment. VOTING LEAVE The City provides a paid Voting Leave benefit to any employee whose work schedule effectively prevents them from voting before or after work hours. An employee who is registered to vote, will be allowed up to two (2) hours of paid time-off for purposes of voting in a national, state or local election. Such time-off will generally be at the beginning or end of the regular working shift, whichever allows the freest time for voting and the least time off from working, unless otherwise provided by the employee's supervisor. This leave will not be granted to any employee whose work day begins more than two hours after the opening of the polls, or ends more than three hours before the closing of the polls. Voting Leave does not accumulate from year to year and is not paid at termination of employment. JURY OR WITNESS DUTYLEAVE The City provides a paid Jury or Witness Duty Leave benefit to Regular Employees who serve on a Grand Jury or a trial jury or who are subpoenaed to appear in court as a witness, as required by law. Regular Full-time and Regular Part-time employees will be granted paid time-off from work for the time the employee is actually required to be away from work. If the employee is excused by the court during a working day, the employee shall immediately return to work if at least one (1) hour of the employee's regularly scheduled work day remains to be completed. Part-time and Temporary Employees are not eligible for Jury or Witness Duty Leave. Employees must provide reasonable notice to their supervisor for days the employee will be absent and when the employee can be expected to report back to work. Employees on jury or witness duty leave must call their supervisor at the commencement of each work day, as per the Attendance Policy, to notify the supervisor if the employee is to be on Jury or Witness duty that day. The employee must provide their supervisor with a copy of the summons for duty, or the subpoena. The City will pay the difference between jury duty pay received by the employee and the employee's regular hourly wage. To accomplish this, the employee must provide a copy of the check received for their service. Failure to comply with this procedure will cause the absence to be charged against the employee's Vacation Leave balance.
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