Section 19-131 Reserved.
Prior to the adoption of Ord. 19230 on 09/18/2006, Section 19-131 read as follows.
An employee may, with the written approval of the employees
department head, be given a
maximum of six (6) working days (three (3) shifts for fifty-six (56) hour employees) per city
fiscal year with pay, charged against the employee's sick leave accrual, specifically for:
(1) Attending the funeral of the employees
spouse, child, parent, step-parent, sibling,
grandparent, grandchild, first aunt or uncle, immediate in-laws, or member of the immediate
household who has permanently resided under the same roof; or for providing pallbearer
services (except for hire or as a public service) if the employee had such services verified and
approved by the department head before the scheduled funeral. Note: Travel time for pallbearer
activities shall not be granted from sick leave accruals.
(2) Illness in the employee's immediate family, if no one else is available to care for the
individual involved. "Immediate family" means the employee's spouse, child, mother,
other relative or member of the immediate household permanently residing under the same roof.
(3) Extreme, extenuating circumstances which
threaten the health or welfare of the
immediate family such as: household fire or automobile accident. Emergency leave may not be
used for transportation problems, home repairs, babysitting problems, or similar reasons.
Determination of eligibility for emergency leave use shall be made by the department head or
duly authorized supervisor, exercising reasonable discretion consistent with the guidelines set
forth in this section. Additional time, if needed and approved, may be allowed from vacation
accruals, or pursuant to leave of absence without pay provisions if vacation time is exhausted. An
employee shall not be eligible to use this benefit until successful completion of the first thirty
(30) days of employment in a permanent position. If an employee leaves city employment within
the first six months of employment, the employees final pay will be reduced by the amount of
emergency leave pay the employee received. The final pay, however, shall not be less than the
minimum amount required by law.
(Code 1964, § 22.760; Ord. No. 10550, § 1, 4-15-85; Ord. No. 11340, § 1, 1-19-87
; Ord. No.
17850, § 1, 9-15-03