CITY OF PALMDALE. REPORT to the Mayor and Members of the City Council from the City Manager

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1 CITY OF PALMDALE REPORT to the Mayor and Members of the City Council from the City Manager DATE: June 3, 2015 SUBJECT: City of Palmdale Resolution No. CC : A Resolution of the City Council of the City of Palmdale Amending the City of Palmdale Human Resources Rules and Regulations ISSUING DEPARTMENT: Administrative Services I Human Resources SUMMARY Issues: Shall the City Council adopt Resolution No. CC Amending the City of Palmdale Human Resources Rules and Regulations? Recommendation: Staff recommends the City Council adopt Resolution No. CC Amending the City of Palmdale Human Resources Rules and Regulations. Fiscal Impact: Funds are budgeted in the FY budget and no further allocation of funds is required by the City Council. BACKGROUND Currently full-time and benefited part-time employees accrue sick leave. Full-time employees accrue 8 hours per month and benefited part-time employees accrue sick leave on a pro-rated basis. Effective July 1, 2015 employers in the State of California will be required to provide all employees paid sick leave. In order to comply with the new law, unbenefited, seasonal and variable hour employees will receive 28 hours of paid sick leave on July 1, This sick leave may be used during the next 12 months (fiscal year). New hires shall receive 28 hours of sick leave on their first day of employment. An employee may use accrued sick leave beginning on the goth day of employment.

2 Report to Mayor and Council Re: City of Palmdale Resolution No. CC June 3, 2015 Page 2 of 2 Unused sick hours do not carry over to the next fiscal year. Each year on July 1 8 employees will receive 28 hours of paid sick leave. An employee who returns to work for the City within one year of separation of service will be credited with up to 28 hours of sick leave. If the employee separated with less than 28 hours of accrued sick leave, then he/she will be credited with the number of hours he/she had accrued at the time of separation. Staff recommends the City Council adopt Resolution No. CC Amending the City of Palmdale Human Resources Rules and Regulations. Respectfully submitted, Reviewed by, Garrett W. Rickert Human Resources Analyst P Human Resources Manager Attachments: 1. Resolution No. CC

3 CITY COUNCIL CITY OF PALMDALE, CALIFORNIA RESOLUTION NO. CC A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PALMDALE AMENDING THE CITY OF PALMDALE HUMAN RESOURCES RULES AND REGULATIONS WHEREAS, it is desirous to review and update the Human Resources Rules and Regulations to reflect changes in City policies and employee benefits; NOW, THEREFORE BE IT RESOLVED THAT: SECTION 1. The following Sections of the Human as amended, and as set forth in Exhibit "1" reference, is adopted: ules and Regulations, ereto and incorporated by Definitions Section Sick Leave Section Leave Related to Domestic Violence or Sexual Assault

4 June 3, 2015 Resolution No. CC Page 2 of 2 SECTION 2. The City Clerk shall certify the passage and adoption of this resolution amending the City of Palmdale Human Resources Rules and Regulations to be deemed effective July 1, PASSED, APPROVED and ADOPTED this 3rd day of June, 2015 by the following vote: AYES: ABSTAIN:.ABSENT: ATTEST: James C. Ledford, Jr., Mayor Rebecca J. Smith, City Clerk Approved as to form: Wm. Matthew Ditzhazy, City Attor~~ey

5 Exhibit 1 City of Palmdale Resolution No. cc.?01_5~()51. Page 1 of2 Definitions Sick Leave - Time off with employees. Sick leave may be used by employees incapacitated by illness or injury, or public health requirements. Sick leave may also be used to care for immediate family members. Section 10-3 Sick Leave Paid sick leave shall not be considered as a his or her discretion. Sick leave shall be used by a..ftl+r-~ie--iarn:i+&~0ai3m eei~;::tai:rttfpte employees who incapacitated by illness, injury or public health requirements. Sick leave shall be used when an employee takes time off from work for doctor's appointment. usea violence; When the need for sick leave is foreseeable, an employee must personally give the employee's supervisor as much advance notice as possible of the need to take sick leave. When the need for sick leave is not foreseeable, and except as otherwise required by law, an employee must personally give the employee's supervisor notice of the need to take sick leave immediately and, unless impossible, such notice shall be given before the start of the employee's scheduled work day and prior to the start of each additional work day thereafter that the employee is absent. If it is impossible for the employee to notify his or her supervisor, the employee must notify his or her department head. In addition, all absences shall be reported in accordance with departmental rules. The City reserves the right to request verification for any absence due to illness or disability from a licensed health care provider. Sick leave pay may be withheld if the City does not receive satisfactory verification. If an employee is absent for five (5) or more days due to illness, injury or public health requirement, a doctor's verification of the illness and a release certifying the employee's ability to return to work is required. Failure to furnish a health care provider's verification when requested or required to do so, including failing to provide the verification in a timely manner, may result in the denial or delay of the use of leave, the denial or delay of the use of paid leave, or discipline, up to and including termination. Sick leave shall be used to care for Immediate Family members and others as required by law when members of the employee's Immediate Family are sick and require the immediate attention of the employee including taking them to doctor appointments. Eligible employees earn paid sick leave based on hours worked or hours paid (e.g., when an employee is on paid leave). Full-time employees earn sick leave at the rate of eight (8) hours per month. Benefited part-time employees earn sick leave on a prorated basis. Paid sick leave is not earned (i.e., does not accrue) during unpaid leaves of absence, except as otherwise required by state or federal law. Full-time and benefited part-time employees hired on or before August 1, 2012

6 Exhibit 1 City of Palmdale Resolution No. C_C ~015~051 Page 2 of 2 may accumulate sick leave without a limit. Individuals who become full-time employees on or after August 2, 2012 may accumulate a maximum of 800 hours of sick leave. Individuals who become benefited part-time employees on or after August 2, 2012 may accumulate a maximum of 400 hours of sick leave. Benefited part-time employees accrue sick leave on a prorated basis. Employees are not eligible to use sick leave until it has been accrued. Sick leave may only be used in increments of fifteen minutes unless smaller increments are permitted by law. Sick leave must be reported on forms. work Section 11-2 Leave Related To Domestic Violence or Sexual Assault The City will provide unpaid time off to an employee who has been the victim of domestic violence, or a victim of sexual assault, or whose child has been a victim of domestic violence or sexual assault, to help ensure the health, safety, or welfare of the domestic violence victim. This includes time off for court proceedings, counseling, medical attention, to obtain services from a domestic violence shelter, program or rape crisis center, and for participation in safety planning programs. The City requires reasonable advance notice of the leave when feasible. If time off is taken due to an emergency, the employee must, within a reasonable time, provide the City with certification of the need for the leave such as a police report, court order or documentation from a healthcare provider. An employee taking such leave shall use accrued time in lieu of unpaid time off. sr1all oe Employees may use existing vacation, administrative leave, compensatory time or floating holiday accrued hours for this purpose. Otherwise, such time off for nonexempt employees is unpaid. For exempt employees, such time off may be paid or unpaid as provided by applicable law.