30 Sick Leave is provided to the Employee to use for the following purposes: • To recover from an illness or injury that prevents the employee from working. • For doctor or dentist appointments that cannot be scheduled at times other than during the workday. • For a hospital stay or home bed rest ordered by physician. • For psychological examination & treatment (includes related counseling). • If the employee's household is quarantined due to contagious disease of a resident member. • To take care of a member of the employee's Immediate Family (See Definitions & Acronyms) who is ill or injured. • To "bridge" the waiting period for Short-Term Disability Insurance benefits, as provided in Section 5, below, an eligible employee may use up to ten (10) days of Sick Leave. An employee who requests the use of Sick Leave to care for a family member may be required to provide a health care provider's written justification of the need for the employee's presence. Abuse of Sick Leave may result in Corrective Action up to and including termination. Sick Leave benefits will not be paid for sickness and injury incurred by any employee who is on any leave without pay as a result of that employee's misconduct as defined in Chapter IV of this Manual. In addition, Sick Leave benefits will not be paid for days when an employee is working elsewhere for another employer. The Sick Leave benefit is granted and is intended to be used on an annual basis. Sick Leave which is not used by the December 31st of each calendar year does not carry-over from year-to-year. SICK LEAVE USE To request Sick Leave, employees must notify their supervisor immediately upon knowing that Sick Leave is required. If an employee is unable to provide notice, the employee is responsible for having someone provide notice for them. The employee must notify their supervisor of the following: The date the Sick Leave will begin, the estimated date of return, and A phone number where the employee can be reached. Employees must maintain daily contact with their supervisor for any period of absence beyond one day, unless the employee has provided a health care provider's certification covering a specified period of absence. If an employee using Sick Leave is absent from work for four (4) consecutive days or more, the employee must provide their supervisor a health-care provider's written statement showing that the employee can return to work without restrictions. If the health-care provider has authorized a return to work with restrictions, the written release for modified duty shall describe the employee's physical restrictions as well as the duration of the restriction. In the case of a return to duty with restrictions, the City will attempt to provide a modified work assignment or reasonable accommodations if possible. If it is determined that there is no work assignment or reasonable accommodations for an employee to perform under a modified duty assignment, the employee will be required to use paid Vacation Leave or paid Sick Leave hours until such time as work becomes available or the employee receives a release to return to full duty status. A modified duty assignment or accommodations shall not grant any continuing right to occupy a position as modified. Prior to returning to full duty status, a written release by the employee's attending physician must be submitted to the Human Resources Manager. Sick Leave benefits will not be paid while an employee is on paid holiday or other paid leave. However, such benefits will become payable the first scheduled workday after the holiday, or paid leave.
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