Chapter 2.60
LEAVE SHARING
Sections:
2.60.010 Leave sharing policy established.
2.60.020 Conditions for receipt of shared leave.
2.60.030 Conditions for donation of shared leave.
2.60.040 Interdepartmental transfers of leave.
2.60.050 Employment status of employees using shared leave.
2.60.060 Responsibility of the Personnel Department.
2.60.070 Return of unused shared leave.
2.60.010 Leave sharing policy established.
A leave sharing program is hereby established for the purpose of permitting City employees, at no additional cost to the City other than the administrative costs of administering the program, to come to the aid of a fellow City employee who is suffering from, or has a relative or household member suffering from, an extraordinary or severe illness, injury, impairment, or physical or mental condition which has caused, or is likely to cause, the employee to take leave without pay or to terminate his or her employment. (Ord. 91-1006 § 1)
2.60.020 Conditions for receipt of shared leave.
A. An employee may be permitted to receive leave under the leave sharing program, when the following circumstances exist:
1. The employee suffers from, or has a relative or household member suffering from, an illness, injury, impairment or physical or mental condition which is of an extraordinary or severe nature and which has caused, or is likely to cause, the employee to take leave without pay or to terminate his or her employment with the City;
2. The employee’s absence and the use of shared leave are justified;
3. The employee has depleted or will shortly deplete that employee’s accrued sick leave, vacation leave, compensatory time and any other paid leave;
4. The employee has diligently pursued, and been found to be ineligible for, State industrial insurance benefits, disability insurance benefits, and any other benefits which might be available, with the exception of State public assistance;
5. The employee has abided by the City’s sick leave policy, prior to requesting shared leave;
6. The use of shared leave will not significantly increase the City’s costs other than the administrative costs of administering the shared leave program.
B. If deemed appropriate, the City Manager may require that the employee provide appropriate medical justification and documentation both of the necessity for the leave and the time which the employee can reasonably be expected to be absent due to the condition. The City Manager shall then determine the amount of shared leave, if any, which an employee may receive, provided, that, no employee shall receive more than a total of one hundred sixty-one (161) days of leave. (Ord. 91-1006 § 2)
2.60.030 Conditions for donation of shared leave.
Employees may request the transfer of a specified amount of accrued sick leave, or vacation leave to an employee who has been authorized to receive shared leave, subject to the following conditions:
A. Transfers shall be in increments of one (1) day of leave;
B. The donating employee must retain a total of ten (10) days, or more, of total accrued sick leave and vacation leave, after the transfer of shared leave;
C. The transfer of leave from a donating employee shall not exceed the amount specified by that employee;
D. All donations of shared leave shall be entirely voluntary;
E. Resigning or retiring employees, who have donated shared leave, shall not be eligible to receive payment for such donated leave. (Ord. 91-1006 § 3)
2.60.040 Interdepartmental transfers of leave.
Shared leave may be transferred without regard to the City Department in which donating employees and donee employees may be assigned. (Ord. 91-1006 § 4)
2.60.050 Employment status of employees using shared leave.
While an employee is using shared leave, he or she shall continue to be classified as a City employee and shall receive the same treatment in respect to salary and employee benefits as he or she would normally receive if using accrued sick leave or vacation leave. All salary payments made to an employee while using shared leave shall be made by the Department to which that employee is assigned. The salary rate, total salary, and earned benefits of an employee using shared leave shall not change as a result of the employee being on shared leave, but shall continue as if the employee were using accrued sick leave or vacation leave. (Ord. 91-1006 § 5)
2.60.060 Responsibility of the Personnel Department.
The Personnel Department shall be responsible for computing the values of shared leave as donated and as used, and shall provide appropriate information to the Department of Finance to ensure adjusting of accrued leave balances to reflect the shared leave and to permit determination of fund transfers and budget amendments as necessary. An appropriate record of all leave transferred shall be maintained in the event that any unused leave time is returned to the donating employee or employees. (Ord. 91-1006 § 6)
2.60.070 Return of unused shared leave.
At such time as the City Manager finds that shared leave is no longer needed, nor will not be needed beyond a particular time, by the employee for which leave was transferred, then the value of any shared leave which remains unused shall be returned at its original value to the employee or employees who donated that leave. To the extent administratively feasible, the unused leave shall be returned on a pro-rata basis. (Ord. 91-1006 § 7)