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Page 3 of 4  Seek legal advice or take legal action, including preparing for or participating in any civil or criminal legal proceeding related to or resulting from domestic abuse, sexual assault, or stalking For Earned Sick and Safe Time Purposes, Family Member Includes an Employee’s: o Spouse or registered domestic partner o Child, foster child, adult child, legal ward, child for whom the employee is legal guardian, or child to whom the employee stands or stood in loco parentis o Sibling, step sibling or foster sibling o Biological, adoptive or foster parent, stepparent or a person who stood in loco parentis when the employee was a minor child o Grandchild, foster grandchild or step grandchild o Grandparent or step grandparent o A child of a sibling of the employee o A sibling of the parent of the employee or o A child-in-law or sibling-in-law o Any of the above family members of a spouse or registered domestic partner o Any other individual related by blood or whose close association with the employee is the equivalent of a family relationship o Up to one individual annually designated by the employee Advance Notice for Use of ESSL If the need for sick and safe leave is foreseeable, the city requires seven days’ advance notice. However, if the need is unforeseeable, employees must provide notice of the need for Earned Sick and Safe time as soon as practicable. When an employee uses Earned Sick and Safe time for more than three consecutive days, the city may require appropriate supporting documentation (such as medical documentation supporting medical leave, court records or related documentation to support safety leave). However, if the employee or employee's family member did not receive services from a health care professional, or if documentation cannot be obtained from a health care professional in a reasonable time or without added expense, then reasonable documentation may include a written statement from the employee indicating that the employee is using, or used, Earned Sick and Safe Leave for a qualifying purpose. The city will not require an employee to disclose details related to domestic abuse, sexual assault, or stalking or the details of the employee’s or the employee’s family member’s medical condition. In accordance with state law, the city will not require an employee using Earned Sick and Safe leave to find a replacement worker to cover the hours the employee will be absent. Maximum Accumulation For PTO-earning employees, any accumulation will follow the normal PTO provisions. For non- PTO-earning employees, they cannot accrue a balance of more than eighty hours of ESST. ESSL and Separation Upon separation from the City, any applicable payouts for PTO-earning employees will follow the normal payouts for PTO upon separation. For non-PTO-earning employees, no payout shall be made upon separation. Should an employee return to work at the City within 180 days, their previously accrued ESST hour balance will be reinstated.