10.02A Personnel Committee Recommendation-Personnel Policy Revision

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Citv of Pequot Lakes Citv of Pequot Lakes Personnel Policies Title: Leaves Effective Date: [date adopted] Effective�ate(s)of Amendment(s): with the child may be necessary. • To take children, or other family members to a medical, dental or other care provider appointment. • To take care of an ill or injured spouse,father,father-in-law,mother, mother-in- law, stepparent, grandparent,grandchild,sister or brother for such reasonable periods as the employee's attendance with the relative may be necessary. This leave for those listed is limited to 160 hours in any calendar year. • For reasonable absences for themselves or relatives(employee's adult child, spouse, sibling, parent, mother-in-law,father-in-law,grandchild,grandparent, or stepparent)who are providing or receiving assistance because they,or a relative,are a victim of sexual assault, domestic abuse,or stalking. Safety leave for those listed, other than the employee and the employee's child, is limited to 160 hours in any calendar year. After accrued sick leave has been exhausted,vacation leave may be used upon approval of the City Gouncil,to the extent the employee is entitled to such leave. 10.1.3 Conditions An employee must comply with the following to use sick leave: • Communicate with his/her immediate supervisor,as soon as possible afterthe scheduled start of the work day,for each and every day absent; � Keep his/her immediate supervisor informed of the status of the illness/injury or the condition of the ill family member;and • Submit a physician's statement upon request. After an absence, a physician's statement may be required indicating the nature of the illness or medical condition and attesting to the employee's ability to return to work and safely perForm the essential functions of the job with or without reasonable accommodation. Any work restrictions must be stated clearly on the return-to-work statement.Employees who have been asked to provide such a statement may not be allowed to return to work until they comply with this provision. Sick leave may be denied for any employee required to provide a physician's statement until such a statement is provided. The City has the right to obtain a second medical opinion to determine'the validity of an employee's worker's compensation or sick leave claim, or to obtain information related to restrictions, an employee's ability to work,or request for reasonable accommodation. The City will arrange and pay for an appropriate medical evaluation when it is required by the City. Any employee who makes a false claim for sick leave will be subject to discipline up to and including termination. 19