34 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. When an employee is subpoenaed or serves as a witness, in an individual capacity, rather than in an official capacity, the employee will use Vacation Leave or leave without pay if no Vacation Leave is available. The employee shall retain any compensation received for such services. An employee who is the plaintiff or defendant in his/her own litigation must use Vacation Leave, accumulated Comp Time, or leave without pay in order to appear incourt. Jury or Witness does not accumulate from year to year and is not paid at termination of employment. COMMUNITY LEAVE When an employee volunteers, or is selected to serve on a Board, Committee, Task Force, or Commission and it is determined that such service is in the best interest of the City, the employee may be granted paid Community Leave for the time that is required away from work, upon approval by the employee's Department Director and the City Administrator. The Director will consider Department and Program workload and objectives in considering the employee's request. The entity requesting the employee's service may be expected to submit a request in writing and the reason for the employee's participation. Community Leave does not accumulate from year to year and is not paid at termination of employment. TEMPORARY MILITARY LEAVE Regular Full- and Part-time Employees who are members of the United States Military Reserve, or the National Guard will be granted up to fifteen (15) days of paid Temporary Military Leave each calendar year for purposes of military training drills, encampment, naval cruises, and special duty or like activity. The eligible employee must provide a copy of the orders requiring the leave.
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