Prior to the adoption of Ord. 17850 on 09/15/2003, Section 19-131 read as follows.


     An  E e mployees may, with the written approval of their the employee’s  department head, be given a total maximum of six (6) working days (three (3) shifts for fifty-six (56) hour employees) per city budget fiscal  year with pay, charged against the employee's sick leave accrual, specifically for:

    (1)    Attending the funeral of his/her the employee’s  spouse, children, parents, step-parents, siblings, grandparents, grandchildren, first aunt or uncle, immediate in-laws, or other members of the immediate household having who has  permanently resided under the same roof; or for providing pallbearer services (except for hire or as a public service) provided if  the employee has d  such services verified and approved by the department head prior to 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, provided if  no one else is available to care for the individual(s) involved. "Immediate family" shall be defined as means  the employee's spouse, children, mother, father, or other relatives or members of the immediate household permanently residing under the same roof.

    (3)    Extreme, extenuating circumstances which may threaten the health and/or welfare of the immediate family ("family" defined in (2) above) such as: household fire, or   automotive bile  or similar accident and similar disaster. This provision does not allow use Emergency leave may not be used  for situations such as transportation problems, autos not starting, home  repair s  of furnaces, repair of autos, babysitting problems, or similar noncritical obligations of the employee reasons . Determination of eligibility for emergency leave use shall be made by the department head and/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 utilizes emergency leave during his probationary period and does not complete probation the employee's final pay will be reduced by the number of emergency leave days utilized 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 .


(Code 1964, § 22.760; Ord. No. 10550, § 1, 4-15-85; Ord. No. 11340, § 1, 1-19-87)