Res. #23-032 - Amending the City's Personnel Policy (ESST)

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D). Part-time/Seasonal/Temporary employees will be paid -out upon termination subject to clauses A and B. 8.4 ADMINISTRATION OF PERSONAL TIME OFF To administer the PTO/ESST program fairly, the following policies and guidelines have been established: A. Employees should submit a Time Off Request to their supervisors indicating requested dates for time off and the type of Personal Time Off that is being requested. This request should also be used related to time off for jury duty and/or bereavement. B. Supervisors have the discretion to approve or deny PTO/ESST requests based on operational needs. Exceptions to this would include approved state and federal leaves of absences and paid sick and safe time provided under a mandatory sick and safe time leave law. C. The Employee requesting the PTO/ESST shall enter their absence on the staff -wide PTO/ESST calendar so that all staff may be able to see who is working and who is not on a particular day. D. An authorized City holiday which falls on a normal business day during an employee's PTO/ESST is not counted as a day of PTO/ESST. E. Choice of PTO/ESST dates, if there is a conflict, is determined by length of service with the City. Exceptions to this would include approved state and federal leaves of absences and paid sick and safe time provided under a mandatory sick and safe time leave law. F. Use of PTO/ESST during Short -Term Disability Leave: Eligible Employees may use PTO/ESST to offset lost income during a leave covered by the City's Short -Term Disability. The use of PTO/ESST may not result in a net gain of income when added to Short -Term Disability payments. The terms of PTO/ESST accrual and use for this situation shall, otherwise, follow that use during a Workers' Compensation leave. G. Coordination of PTO/ESST Leave with Family and Medical Leave: In order to allow coordination of PTO/ESST leave with Family and Medical Leave, Employees seeking to take PTOIESST may be required to provide enough information about the purpose of the leave to allow a determination of whether the leave will also qualify for Family and Medical leave. H. Workers' Compensation: Employees are covered by workers' compensation laws and regulations of the State. In the event an Employee is disabled and is entitled to workers' compensation, the Employee will keep any workers' compensation payments received and will be eligible to receive a bi-weekly paycheck equal to 40% the Employee's regular pay through the use of personal leave benefits. In addition, the Employee will be entitled to insurance benefits during a workers' compensation leave for a maximum term of six months. Employees receiving such workers' compensation will be considered working for the purpose of accumulating additional personal leave benefits for a mhrsaximum term of six months. I. An employee may not take pay instead of PTO/ESST time, except upon termination of employment in good standing and pursuant to the terms of this policy.