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 employee’s 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 employee’s 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, father, or 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 employee’s 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.