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Home My WebLink About2002-07-22 02-294 ORDERitem No. 02-294 Date: 7-22-02 Item/Subject: ORDER, Amending Section 1.10.Ic of the Revised Personnel Rules and Regulations, Use of Sick Leave Responsible Department: Exewtive This Order would extend the permitted use of sick leave to Include employees who are primary caregivers for grandchildren, grandparents or other relatives ININ In the household. Currently, employees may use sick leave to care for Immediate family members only (spouse, children, parents, stepchildren, stepparents, brothers and sisters). Use of sick leave for these purposes Is limited to 15 days per year. This amendment will be effective as of July 1, 2002. The concept of expanding the delinidon of Immediate family members was reviewed and recommended for approval by the Government Operadons Committee at its July 12, 2002 meeting. Staff was directed to prepare proposed language irkorporeting the direction of the Committee. Deparment Head Manager's Comments: There will be brief Workshop prior to the Council meeting to review the language which has been developed in accordance with the Committee's direction. ^/ 4 61, lk} CM Manager Asaoclated Information: �*/ kw6lA �Yt: �N'� '6"', cortin t&&r1rd&x Aky Budget Approval: /) „ Director'Dlrre France ector Legal Approval: f City Solicitor Introduced for x Passage _ First Reading Page _ of Referral 02-296 Asiguedto Councilor Treoble July 22. 2002 f Wo CITY OF BANGOR (TITLE.) ORDER. Amending Section Rules and Reoulations. Use of Sick Leave By the Cfty Comm/o tte Oty of9rigar. ORDERED, THAT, Section 7.10.Ic of the Revised Personnel Rules and Regulations is hereby amended by adding the following: Attending to members of the employee's Immediate family (spouse, children, parents, stepchildren, stepparents, brothers and sisters only) who are III and require ore by the employee, if approved by the employee's Department Director/Division Head. A codbWs certificate may be required. Sick leave used for this purpose is not to exceed fifteen (15) days per calendar year. Additionally. an employee who is the odnary In he household may use sick leave in aocordance with oamomoh, AND, BE IT FURTHER ORDERED, THAT the effective date of this amendment shall be July 1, 2002. IfDi i = -I I. -- 9 3: T•f•['ICirIS!:iR.F�II IP CITY comm L July 22, 2002 Notion Node and Seconded o2-294 far Passage ORDER Notion Doubted Voce: ] yes, 1 ov, 1 absent Title, Amending Sectio 7.10.1c of the Councilors voting yes: Revised Personnel Rules and Regulations: Allen, Ctovley, Farnbon, Use of Sick Leave Nealley, Palmer, Hobson and Tremble coup ilor Voting no: Assigned to Farrington Councilor absent: Baldacci Pa:� Councilor ssed cIsss MG 02-296 Office of city Manager Atbc Edwmd Barrett tume24.2002 1 wmula hkeb propose a change to the City OfBmµ sifkr W%Iicy 2.10.1. ' policy ie out W disvimwm b@anapmmu ama ga it . mthe damgmgtimetdtachy. we haw Oandm uraising ®andAONm b ofmap diH mmmsanarwimm mer dr. we aimnaveala mr®amdd�amm mdmg mrmerg�mapmmu I wmpmse tot me Biel: rve pO1iq 2.18.1, tie mmmaea m Nelude aanaPmmu ma gmnddihhm an pan mf tlm immetlr rilyjaetas bmNaa aW siataaarcN Ne<urtmtpoliry. ThinmeHm would e0ow iii dcmbbbem[nIW bwe me'v drk I®ve(nMmea¢si ISdayaeypr)lohelp roemfgexiduly illprandrhild Rcxd l 1d gandrhilmm bmcme W of Ne imma0ate rJy only aft Ner Jie(polity 2.10.5 bereavement lave). Plow Wea Otis NOPan nay aaiwilY. R®ember fat mmY cmploYem of the oty are pnndfineols. City Employee Ricky Hoverd To: Government Operations Committee 31 From: Bob Farrar, ACM/HRD Subject: Personnel Rules and Regulations— Use of Sick Leave Date: June 21, 2002 Recently, Mr. Ricky Howard, an employee at BIA inquired about using paid sick time to attend/spend time with his very III grandchild. As presently written, the Sick Leave provision in the Personnel Rules and Regulations (2.10.1c) does not provide for this and further, no opportunity for flexibility exists. Mr. Howard concurred with my interpretation of the provision that his request was not allowed and that I didnt have the authority/flexibility to override the provision. At my suggestion, however, he has asked for an opportunity to present his thoughts on the matter to the Committee. I explained to him that any change to the established Personnel Rules and Regulation's would require review by Committee and consideration by the full. council, if there was a desire or need to amend the Rules and Regulations. The essence of his position is that grandchildren should be considered Immediate family for the purposes of the following section, which allows for the use of paid sick leave: "Attending to members of the employee's Immediate family (spouse, children, parents, stepchildren, stepparents, brothers, sisters only) who are ill and require care by the employee, if approved by the employee's department Director/Divislon Head. A doctor's certificate may be required. Sick leave for this purpose is not to exceed fifteen (15) days per year." Mr. Howard further contends that grandchildren are as much of the employee's immediate family as other members Included in the above listing. Although I did rot disagree with his contention, I did explain that he City was already fairly generous In allowing employees to use their paid sick time for care of the existing list of family members, and I was not certain to what degree the list should be expanded. -I would note that Mr. Howard was afforded the opportunity to take other time off, both paid or unpaid. Paid time off options would include accumulated vacation time, compensatory time or sick leave bonus time. Unpaid time off options would include leave without pay. Accordingly, this issue is not about the City's denial of a legitimate request to be absent from work, but rather, how or if the employee would be compensated for said absence. To the best of my recollection, this is the first time that this Issue has been raised during my tenure with the City. I have invited Mr. Howard to the Committee meeting to express his views on the matter. For background purposes, I have included a copy of the appropriate sick leave provision contained in the Personnel Rules and Regulations. 02-296 3$ Should you have any questions or wish to discuss this with me prior to the meeting, please feel bee to contact me at your convenience. cc: City Manager Mr. Ricky Howard 02-2% 3q emplgment,audforwhichthe CryisBable, up to the epplicvblesatntmytimio. or Morton. the City, with the employee's wusmt, shall defend avdiodgmify an em il0ra, up to the smtumry limits of the Mauve Sort Clause; Act, against a stamen which a ns" out of an art: or omivion within the course and scope of his emPloymeut and f rwhich the C'ty knot bablS provided Undercut def roe and/ orivdevmi5catimia not contrary topablicpatiry, and the any consummator that the employee acted iu good faith, and not in vwUfiea of any law, co nm¢, rate or regularm, including mupimpal mise and regulations. W my rase where the City u defending or mda=ffymg an employee, the are has the right through its CtIV ator, to sidearms the mutation a my mature counsel, and the night to and accept rettlement of such cases. Any employee involved in an amrwt or normal in which the Ciry may be a party. m having any notice or knowledge of such accident or Student, is required to immediately No a full report thereof wita the Finaw, lxpartmmt or Ciry Sollam. no above legal aid and protection are also crusaded to footer employees for claims against them among hom acss or omissions daring droit employment with the pty as defimd above. Romance to emwoyees m this Provision shaa also sooty to volmtcev who are oriented by the Uy as ahrcars maiW msomc m chimeagainstW®mismgfrom- auto srow w the scare Oftharperfmmavice of thevolunmrywoak moped to h m 7.9 Employee Aasstaace Program ne bay offers to im employees and depmdmss a comprehensive Employee Asskdata Prdians TYhia pogrom is established to assist employees who are eaperimnvg on -rhe -jab difSNdw as the result of job related or pear ael Problems including but not Imittd W, substance abuse, methal, 6oano4 leg4 is mablmentaloremthough Rums moWaamJencoocemd, purenphtspogrem u mofidevtial end, although i[ may be svwgly evcounged, pvtidpatiuv is vm vundabry. flMaitimmaybe Wtzioed5om theIiumnvAmomua Ofii¢ or supaviaorY petmdmel.uel. 710 Leaves of Almond 7.101 Mcic IPave a) General - - Tue sickkave bmelib ptwirai by the tiry are a b®of inswan¢ fm Ne employee bssMrq�m yeetsvfseaviw end, aamlvgly, [hepogremk deai�edWmcom toees to a�mma and Wowhen aVelma so read, accumulated srs heave marProvide thes coarloyesewih substevtial 29 02-294 proleadoo should We amployeehrve a Umber mediml problem. Toe Gty requves -� that employees request sick leave only in cases of admid illness, and the Qry at any dmamay request @eemploraa to obtain acetvfimte deftness from me attending physitian. Aa employee's abuse of tick leave may rout in discipli aro anion up to and muudivg dism6saL The Off may require a cert5®te of floor prim to paying im employee fm sick leave tmkm alder We employee has sa bmhled his@er :oigoatiov from aty service. b) Eligibility - -' FaY-time employees ofthe Cory shall be raided to arrnre sick leave ate rine of fifteen (15) days par year accrued ou a prorated weekly hems. No employee shall be paid paid.nck leaab- lmc sac¢ued Sid leave wL amue lmtwL not be paid mW a regular full-time employee has completed six (6) months of omr scram a) tUsofli kLeave Paid sick leave may be used only in We following cases: t personal Moss or phy8ml inapauty of road I degree as to snider We employee umble to perform me wad Of Um assigned padou oroften wmki r We department. Sick Pave shall mdude only those measures when me employee is northern by illness mphysical dampness, tobis@a home, or is horyiddirtd or oloobsu Sable situations cc Amused sick leave maybe used upon Ne hitth of a child wird a dMm's jj sCmI icate stating Nat We wnp)oyee he incapable of performing her duties Attend'wg to members Of We ®pmYTO's mmebile fmtly (spouse, c dra, !I pare Ws, smpmuldrev, stepperems berthaM sisters oNy) who ate ill and sequve red by We employee, ifapprovedby the employee'S➢eparmemD OrMlvldml 1 Head Adoctor's cettifiute may be mgmoN_ Sick leave used for Wis pustpneeu not to exceed sldeen (15) days par wamar yem. Attending routine appoivmmts that can only be sheMled during work more relating to an employee's pusnval bea1W rare or prevent" bea1W are, 51,11 as docmrs, demises or order professional health providem. f inAddition mf We(3)dvy'sedeemed Manager, may paperer®t Dire,wr,ve to We approval of We Numm Resources Manager, may have in me event en employee m i Wkenpto Waee(3)ad&timaldays ofacwedsick lwveieuaming tafedumb m Nefa lY, as tlefivetlw Settiov]105,wderspeualoreustevmm8rhmmstavres. !f Sick leave may be may in acwNmrewiW We Family Medial lsava provided as specified or Section (i) below. d) Compvtalkinaf Sick I(d1w Sick leave will be accei by We employete at a rate Ofaenot mac arta (1.25} dam pa celmdar month of rmGnvwg[WFtime service or We aty. 30