HomeMy WebLinkAboutReso 125-88 LeaveBenefitsRESOLUTION NO. 125 - 88
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF DUBLIN
AMENDING RULE XVII OF THE PERSONNEL RULES
WHICH RELATE TO LEAVE BENEFITS
AS ADOPTED IN RESOLUTION NO. 85-87
WHEREAS, the City Council adopted Resolution No. 85-87
which established Personnel System Rules; and
WHEREAS, Rule XVII describes
provided to employees; and
leave benefits
to be
WHEREAS, the adopted rules provide only limited benefits
to employees who may suffer a long term disability; and
WHEREAS, the ability to recognize long term service to
an organization and provide appropriate benefits can enhance the
ability to retain dedicated employees; and
WHEREAS, the rate of leave accrual needed to be adjusted
to reflect the cycle used by the computerized payroll system.
NOW, THEREFORE, BE IT RESOLVED that the City Council of
the City of Dublin does hereby amend Resolution No. 85-87 by
rescinding Rule XVII and replacing the rule with the language
contained in Exhibit A, attached hereto and by reference made a
part hereof.
BE IT FURTHER RESOLVED that this amendment shall be
incorporated as a part of the City of Dublin Personnel Rules.
PASSED, APPROVED AND ADOPTED this 26th day of September,
1988.
AYES:
Councilmembers Hegarty, Snyder and Mayor
Jeffery
NOES: None
ABSENT: Councilmembers Moffatt and Vonheeder
EXHIBIT A
RULE XVII. LEAVE
Section 1. "Purpose":
General Leave: A general leave plan shall be established for
all employees regularly scheduled to work more than 1,040 hours
on an annual basis, in lieu of traditional vacation leave, sick
leave, bereavement leave, etc. General leave may be used for
any leave purpose, however, its use shall be governed by the
following sections.
Sick Leave: Sick leave shall not be considered as a right
which may be used at an employee's discretion, but shall be
allowed only in case of necessity and actual personal sickness
or disability, in accordance with these rules.
Section 2. "General Leave Categories":
general leave as outlined below:
There shall be two categories of
Scheduled Leave: Any leave which one can reasonably forecast
or anticipate, i.e., vacation leave, scheduled medical/dental
appointments, extended weekends, personal leave, etc.
Unscheduled Leave: Any leave that is genuinely of an
unanticipated nature, i.e., sick leave, bereavement leave, etc.
Section 3. "Use of General Leave": Scheduled Leave requires the
approval of the employee's Department Head and City Manager prior to the
absence. A request for scheduled leave should be submitted on a form
designated by the City Manager. The employee shall be given due regard
in selecting a convenient period to take scheduled leave, provided it is
not in direct conflict with the best interest of the City. Every effort
should be made to submit requests two weeks prior to the requested leave.
The use of unscheduled leave shall be reported on a form and in a manner
designated by the City Manager. Inappropriate or excessive use of
unscheduled leave may be grounds for disciplinary action.
Section 4. "General Leave Accrual": - Depending on the status of the
employee, the amount of general leave accrued shall be as denoted in the
appropriate section below:
Full-Time Employees: Each full-time employee in the
competitive service shall accrue general leave for each bi-
weekly period of service, based on the years of service with
the City. If an employee begins their service on any date
other than the first working day of a bi-weekly pay period, the
amount of general leave earned in that period shall be
proportionate to the number of days worked. The accrual of
leave shall begin on the first day of service. However, use of
leave shall not begin until after I month of service, except as
noted in Section 10. The bi-weekly period shall coincide with
the payroll period established by the City Council.
Page I
Length of Service
Leave Accrued Each
Bi-Weekly Period
Beginning with the first month
of service through the fifth
year (60th month)
6.15 Hours
Following the fifth year
through the tenth year (61st
month - 120th month)
7.08 Hours
Following the tenth year (121st month)
7.69 hours
Employees Scheduled to Work 20-40 Hours Per Week: For employees
in the competitive service scheduled to work between 20 and 40
hours per week, the pro-rata share to be accrued will be the
percentage of a regular 40 hour work week which they are scheduled
to work, multiplied by the leave accrued per month, as shown in
Sub-section a. above. The regularly scheduled number of work
hours must be designated on the Personnel Action Form.
Management Employees: Management employees subject to the
provisions of the Personnel Ordinance shall accrue general leave
for each hi-weekly period of service, based on the years of
service with the City. If an employee begins their service on any
date other than the first working day of a hi-weekly pay period,
the amount of general leave earned in that period shall be
proportionate to the number of days worked. The accrual of leave
shall begin on the first day of service. However, use of leave
shall not begin until after I month of service, except as noted in
Section 10. The accrual shall be in accordance with the following
schedule:
Length of Service
Leave Accrued Each
Bi-Weekly Period
Beginning with the first month
of service through the fifth
year (60th month)
Following the fifth year
through the tenth year (61st
month - 120th month)
6.77 Hours
7.69 Hours
Following the tenth year (121st month) 8.31 hours
Section 5. "General Leave Maximum Accrual": No employee shall accrue
more than 360 hours of general leave. When an employee's unused leave
balance reaches this limit, such employee shall no longer accrue general
leave until the balance falls.below the maximum accrual limit.
Section 6. "Sick Leave Accrual": When an employee has reached the
maximum accrual stated in Section 5 above, the employee shall accrue Sick
Leave at the rate provided for General Leave in Section 4. Sick Leave
shall only be earned for such time as the employee is ineligible to
accrue General Leave due to the maximum accrual limit.
Page 2
Section 7. "Sick Leave Maximum Accrual": No employee shall accrue more
than 360 hours of sick leave. When an employee's unused sick leave
balance reaches this limit, the employee shall no longer be eligible to
earn sick leave.
Section 8. "Use of Sick Leave Hours": Use of sick leave hours shall not
be considered as a right which may be used at an employee's discretion,
but shall be allowed only in case of necessity. An employee shall only
be eligible to use the sick leave hours when the employee has exhausted
all General Leave accrued.
Sick leave hours may be used for:
An employee's illness or injury. (Leave for more than 5 days will
require a doctor's certificate indicating that the employee was
ill and has been treated. The doctor shall also specify whether
the employee can return to work with or without restrictions.)
An employee's dental, eye or other physical or medical examination
or treatment by a licensed practitioner.
For family medical purposes when a member of the employee's
immediate family is involved. This shall include illness,
accident, medical appointments, or other related occurrences.
Section 9. "Sick Leave Reporting": Employees who use sick leave hours
will be required to file a personal declaration with the City Manager
stating the cause of absence. Said declaration shall be on a form
developed and implemented by the City Manager.
Section 10. "General Leave Advance": If, during the first three months
of employment, an employee exhausts all leave accrued, the City Manager
may advance an employee up to forty (40) hours of general leave. An
advance shall only be provided when it is in the best interest of the
City and the following conditions are met:
The request is in writing, stating the reason for the advance;
The employee states the date of anticipated return.
Any leave which is advanced will be deducted from future accruals. If an
employee terminates employment prior to repayment of the advanced leave,
the cost shall be deducted from the final paycheck.
Section 11. "Compensation for General Leave at Termination": Any
employee separating from the City service who has accrued general leave
shall be entitled to terminal pay in lieu of such general leave. When
separation is caused by death of any employee, payment shall be made to
the spouse or the estate of such employee or, in applicable cases, as
provided by the Probate Code of the State. Terminal pay will be paid at
the employee's current hourly rate at time of termination, for any unused
general leave.
Page 3
Section 12. "No Compensation for Sick Leave at Termination": Any
employee separating from the City Service who has unused sick leave hours
will not be compensated for any such sick leave hours remaining at the
time of termination.
Section 13. "Military Leave": Military Leave shall be granted in
accordance with the provisions of State Law. All employees entitled to
military leave under this section shall give the appointing power an
opportunity within the limits of military regulations to determine when
such leave shall be taken.
Section 14. "Jury Duty": Every full-time employee eligible for leave
benefits who is called or required to serve as a trial juror upon
notification and proper verification submitted to his/her department
head, shall be entitled to be absent from his/her duties with the City
during the period of such service or while necessarily being present in
court as a result of such call. The employee shall be required to
reimburse the City for any pay received for jury duty, in exchange for
receiving regular salary from the City. Any amount which is paid to the
employee as travel reimbursement while on jury duty shall be retained by
the employee.
Section 15. "Leave of Absence Without Pay": The City Manager, in
his/her unrestricted discretion, may grant a regular or probationary
employee a leave of absence, without pay, benefits or seniority. Any
leave of absence which is approved shall not exceed 90 days. An
extension of any leave of absence beyond 90 days may be granted upon
approval of the City Council when it is in the best interest of the City.
In cases where a leave of absence without pay is requested by a female
employee on account of pregnancy, up to four months leave without pay may
be granted, in accordance with applicable laws.
A leave of absence requires that the employee make a written request
setting forth the reason for the request and the date the employee
expects to return to work. The approval of any leave of absence shall
also be in writing. Upon expiration of regularly approved leave, or
within a reasonable period of time after notice to return to duty, the
employee shall be reinstated in the position held at the time leave was
granted. The employee shall reimburse the City for the cost of any
City-provided insurance policies which cover the employee and/or
dependents during the course of the leave. Failure on the part of an
employee on leave to return to duty promptly at its expiration, or within
a reasonable time after notice, shall be deemed to be discharged. The
depositing in the United States mail of a first class letter, postage
paid, addressed to the employee's last known place of address, shall be
reasonable notice.
Page 4