HomeMy WebLinkAbout5.D.3. Amendment to Personnel Handbook, Res. No. 7501 Consent Business 5. D. 3.
SHAKOPEE
TO: Mayor and City Council
Mark McNeill, City Administrator
FROM: Kris Wilson, Assistant City Administrator
DATE: 12/02/2014
SUBJECT: Amendment to Personnel Handbook-- Res. No. 7501 (F)
Action Sought
The Council is asked to offer Resolution No. 7501, a resolution amending the Personnel
Handbook for Employees of the City of Shakopee, and move its adoption.
Background
Earlier this year, the state enacted the "Women's Economic Security Act" which was aimed at
eliminating barriers faced by women in the workplace. The law imposes several new or amended
requirements on employers and thereby necessitates the updating of the City's Personnel
Handbooks.
The necessary changes include the following:
1. Chapter 1, Section B: Equal Opportunity Employment: Adds "familial status" to the list of
protected classes against which the City will not discriminate.
2. Chapter 8, Section B: Sick Leave: Expands the list of relatives for whom employees must be
allowed to use up to 160 hours of sick leave per year to care for.
3. Chapter 8, Section B: Adds a new Subsection 2d allowing sick leave to be used in cases
where an employee or covered relative needs time off to provide or receive assistance because of
sexual assault, domestic abuse or stalking.
4. Chapter 8, Section E: The addition of organ donation to the current leave policy for bone
marrow donation. (Note: This is not part of the Women's Economic Security Act, but rather a
change that was put into law several years ago that staff discovered in the process of making this
round of policy updates.)
S. Chapter 8, Section F:Parenting Leave: Increases the length of job-protected parenting leave
from six to twelve weeks and expands the window of time after the birth or adoption of a child
that the leave may be taken from within six-weeks of the birth or adoption to within twelve
months.
Relationship to Vision
This is a housekeeping item necessary to keep the City's personnel policies up to date with state
law.
Requested Action
The Council is asked to offer Resolution No. 7501, a resolution amending the Personnel
Handbook for Employees of the City of Shakopee, and move its adoption.
Attachments: Resolution No. 7501
Amended Chapter 1
Amended Chapter 8
RESOLUTION No. 7501
A RESOLUTION AMENDING THE PERSONNEL HANDBOOK
FOR EMPLOYEES OF THE CITY OF SHAKOPEE
WHEREAS,Resolution No. 6604, a resolution adopting a Personnel Handbook for
Employees of the City of Shakopee,was adopted on May 1,2007; and
WHEREAS, from time to time there is a need to modify such policies to respond to new
laws and regulations;
NOW, THEREFORE BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF
SHAKOPEE, MINNESOTA,that Chapters I and VIII of the Personnel Handbook for Employees
of the City of Shakopee are hereby amended as indicated on the attached.
Adopted in regular session of the City Council of the City of Shakopee,Minnesota,held
this 2nd day of December, 2014.
Mayor of the City of Shakopee
ATTEST:
City Clerk
PURPOSE AND GENERAL GUIDELINES
A. Purpose. This Handbook is established to provide a uniform and equitable
system of personnel administration for employees of the City. This Handbook
does not constitute an employment contract for any city employee, but rather is
provided as a guideline and may be amended from time to time as necessary.
B. Equal Opportunity Employment Policy. The City of Shakopee is an equal
opportunity employer. The City will not discriminate against nor harass any
employee or applicant for employment because of race, color, creed, religion,
national origin, sex, marital status, familial status, status with regard to public
assistance, disability, sexual orientation, age, political affiliations, or because of
the exercise of rights under Minn. Stat. sections 179A.01 to 179A.25, unless such
discrimination is based on a bona fide occupational qualification.
C. Application and Conflicts. This Handbook shall apply to all full-time
employees, as well as those part-time employees working in a position listed on
the City's full-time, non-union pay plan. In the event of conflict between this
Handbook and any collective bargaining agreement, personal services contract,
civil service commission rule, City ordinance, or state or federal law, the terms
and conditions of that contract,rule, or law shall prevail.
D. Employee Status. City employees may be disciplined and discharged only for
just cause as prescribed in this Handbook. Probationary employees, as defined
and described below, are employees at will and may be discharged by the City
Council at any time for any reason or for no reason at all.
E. Personnel Files. The City Administrator or the City Administrator's designee
shall maintain employee personnel files. Upon written request, the City shall
provide the employee with an opportunity to review the employee's personnel
record, as provided by Minn. Stat. Sec. 181.960 et seq. Unauthorized viewing,
removal, alteration, or destruction of all or any part of an employee's personnel
file is prohibited.
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VIII. LEAVES
A. Vacation Leave.
1. Amount. All full-time and benefits-eligible part-time employees shall accrue
vacation leave on a bi-weekly basis. For full-time, non-exempt employees,
vacation time shall accrue in accordance with the following schedule:
0—5 years employment 80 hours annually
6— 15 years employment 120 hours annually
16—20 years employment 160 hours annually
21+years employment 160 hours plus 8 hours for each year worked
over 20,to a maximum of 200 hours
Benefits-eligible part-time employees shall accrue vacation leave on a pro-
rated basis.
2. Measurement. Each twelve months of continuous employment with the City
of Shakopee shall count as one year of employment for the purpose of
vacation leave.
3. Accumulation. Vacation leave provides time away from the job for rest and
recharging. It is in the best interest of the employee and the City that
employees use this benefit periodically.
Employees who have 0 to 15 years of employment with the City may
accumulate no more than 240 hours of vacation leave. Employees who have
16 or more years of employment with the City may accumulate no more than
360 hours of vacation leave. Under extraordinary circumstances, the City
Administrator may approve the temporary accumulation of hours above the
applicable cap.
4. When Taken. Vacation leave may be used no sooner than the next pay period
after earned, subject to approval by the department head.
5. Exempt Employees. Exempt employees shall accrue vacation leave on a bi-
weekly basis like all other employees. However, exempt employees shall
accrue vacation in accordance with the following schedule:
0—5 years employment 120 hours annually
6— 15 years employment 160 hours annually
16—20 years employment 200 hours annually
21+years employment 200 hours plus 8 hours for each year
worked over 20, to a maximum of
240 hours
B. Sick Leave.
1. Accrual. Full-time, benefits-eligible employees shall accrue paid sick leave
at the rate of 3.69 hours on a bi-weekly basis. Benefits-eligible part-time
employees shall accrue sick leave on a pro-rated basis. An employee may
accumulate no more than 960 hours of sick leave.
2. Use of Sick Leave.
a. For the employee. An employee may use sick leave when the
employee is unable to perform work duties due to illness, disability,
the necessity for medical, dental or chiropractic care, childbirth or
pregnancy disability, or exposure to contagious disease where such
exposure may endanger the health of others with whom the employee
would come in contact in the course of performing work duties.
Illness or injury occurring while an employee is on vacation shall not
be charged to sick leave, but shall remain as vacation.
b. For a child or spouse. An employee may use sick leave to care for an
ill child under the age of 18 (or who is incapable of self-care because
of a physical or mental disability) or spouse when the employee's
attendance with the child or spouse may be necessary.
c. For other relatives. An employee may use up to 160 hours of
accrued sick leave per calendar year to care for an adult child, sibling,
parent, mother or father-in-law, son-in-law, daughter-in-law,
grandchild, grandparent—er—stepparent, who is ill or injured. An
employee may use a maximum of 21 hours of accrued sick leave per
calendar year to provide care for a father in law, mother in law, son
in law, daughter in law, grandchild, or any other relative residing
permanently with and dependent upon the employee, who is ill or
injured.experiencing a serious illness.
d. For safety leave. An employee may use sick leave for reasonable
absences in order to receive assistance needed because they are the
victim of sexual assault, domestic abuse or stalking. Employees may
also use sick leave to provide or receive assistance for a child, spouse,
sibling,parent,mother-in-law, father-in-law, grandchild, grandparent,
or stepparent who is the victim of sexual assault, domestic abuse, or
stalking. Safety leave for those listed, other than the employee and the
employee's minor child or spouse, is limited to 160 hours in any 12-
month period.
b. Abuse of Sick Leave. In cases where an employee is found to have
taken sick leave absent one of the eligible uses listed above, the
employee's time away from work will be charged against their
vacation time and the employee shall be subject to discipline.
2. Proof. To be eligible for sick leave with pay, an employee shall: (a) report as
soon as possible (and in any event within one hour of the start of the
employee's shift or workday) to the employee's supervisor the reason for the
absence for each day of absence; and(b) keep their supervisor informed of the
sick person's condition, and submit a medical certificate or other evidence
from a physician for any absence if required by the City Administrator.
3. Conversion. Employees who have accumulated more than 160 hours of sick
leave may elect to convert a portion of their sick leave to vacation leave. Such
conversion shall be limited to sixty hours of sick leave, and may be converted at
a rate of three hours of sick leave to one hour of vacation leave. If an employee
elects to convert sick leave, the election must be in writing and be made once
each payroll year at a time and manner established by the City Administrator.
C. Bereavement Leave. Sick leave may be granted for a maximum of three
consecutive work days as bereavement leave for the death of the employee's
spouse, for the death of a child, step-child, parent, step-parent, sibling,
grandparent, or grandchild of the employee or of the employee's spouse, or for
any other relative residing permanently with and dependent upon the employee.
D. Family& Medical Leave.
1. Purpose. The Family Medical Leave Act (FMLA) is intended to balance the
demands of the workplace with the needs of families, to promote the stability
and economic security of families, and to promote national interests in
preserving family integrity. It is intended to benefit employees as well as
employers by providing up to twelve (12) weeks of unpaid, job-protected
leave for the birth of a child, adoption, foster care and certain family and
medical reasons.
2. Eligible Employees. Eligible employees are those who have:
a. Been employed by the City of Shakopee for at least one year; and
b. Worked a minimum of 1250 hours within the previous twelve (12) month
period.
3. Circumstances Covered by Family Leave. Eligible employees will be
placed on FMLA leave when requesting time away from work for any of the
following reasons:
a. To care for the employee's child (birth or placement for adoption or foster
care with the employee);
b. To care for the employee's spouse, son or daughter, or parent, who has a
serious health condition; or
c. For a serious health condition that makes an employee unable to perform
his or her job duties.
d. To care for family members injured while on active military duty or to
respond to the call-up of a family member in the National Guard or
Reserves, as described in subsection 5 below.
4. Serious Health Condition. A serious health condition is defined as any
illness, injury, impairment or physical or mental condition that requires:
a. Inpatient care in a hospital, hospice or residential medical care facility; or
b. Prenatal care; or
c. Any period of incapacity requiring absence from work, school or other
regular activities, of more than three consecutive calendar days, that also
involves continuing treatment by, or under the supervision of, a health
care provider; or
d. Continuing treatment by, or under the supervision of, a health care
provider for a chronic or long-term condition that is incurable or so serious
that, if not treated, would likely result in a period of incapacity of more
than three calendar days.
5. Leave Related to Military Service of Family Member.
a. Military Caregiver Leave. The City will grant an eligible employee who
is a spouse, son, daughter, parent, or next of kin of a covered service
member with a serious injury or illness up to a total of 26 work weeks of
unpaid leave during a "single 12-month period" to care for the service
member. A covered service member is a current member of the Armed
Forces, including a member of the National Guard or Reserves, who is
undergoing medical treatment, recuperation, or therapy, is otherwise in
outpatient status, or is otherwise on the temporary disability retired list, for
a serious injury or illness. A serious injury or illness is one that was
incurred by a service member in the line of duty on active duty that may
render the service member medically unfit to perform the duties of his or
her office, grade, rank, or rating. The "single 12-month period" for leave
to care for a covered service member with a serious injury or illness
begins on the first day the employee takes leave for this reason and ends
12 months later. An eligible employee is limited to a combined total of 26
work weeks of leave for any FMLA-qualifying reason during the "single
12-month period." (Only 12 of the 26 weeks total may be for a FMLA-
qualifying reason other than to care for a covered service member.)
b. Qualing Exigency Caregiver Leave. The City will grant an eligible
employee up to a total of 12 work weeks of unpaid leave during a rolling
12-month period that starts at the time of the FMLA qualifying event, for
FMLA leave for qualifying exigencies arising out of the fact that the
employee's spouse, son, daughter, or parent is on active duty, or has been
notified of an impending call or order to active duty, in support of a
contingency operation. Under the terms of the statute, qualifying exigency
leave is available to a family member of a military member in the National
Guard of Reserves; it does not extend to family members of military
members in the Regular Armed Forces.
Qualifying exigencies include: (1) short notice deployment; (2) military
events and related activities; (3) child care and related activities; (4)
financial and legal arrangements; (5) counseling; (6) rest and recuperation;
and(7)post-deployment activities.
6. Length of Leave. The length of FMLA leave is not to exceed twelve (12)
weeks in any twelve (12) month period, except in cases of Military Caregiver
Leave, which may extend to 26 weeks, as described in 5a above. When
applicable, FMLA leave shall be taken simultaneously with the Minnesota
Parenting Leave, as described in paragraph (F) of this section. The
entitlement to FMLA leave for the birth or placement of a child expires twelve
(12) months after the birth or placement of the child.
7. Leave Year. The leave year will begin the first day the employee is absent
from work on FMLA leave.
8. Notice. An employee must give the City at least 30 days advance notice if the
leave is foreseeable. If leave is not foreseeable, the employee should give as
much notice as is practicable.
9. Medical Certification. Upon their supervisor's request, an employee must
provide a medical certification for their own serious health condition or that of
a child, spouse, or parent of the employee. A "Certificate of Physician or
Practitioner" form can be obtained from the City's HR Technician. It is to be
completed by the attending physician or practitioner. Documentation may
also be required in the case of leave related to the military service of a family
member.
10. Use of Accrued Sick Leave, Vacation Leave & Compensatory Time.
During FMLA leave, an employee must use any sick leave,vacation leave and
compensatory time which they have accrued. Police officers also have the
option of utilizing available holiday leave. However, an employee may
request to go on unpaid leave once they reach a balance of 40 hours or less of
sick leave and 40 hours or less of vacation leave. All accrued compensatory
time must be used prior to requesting unpaid leave.
The use of sick leave, vacation leave and compensatory time occurs
simultaneously with FMLA leave and cannot be used to extend or substitute
for FMLA leave.
Use of approved FMLA leave will not constitute a break in service for
purposes of computing years of service.
11. Both Spouses Employed by the City. When both spouses are employees of
the City, each spouse may take up to 12 weeks of FMLA leaver per year. The
leave may run simultaneously.
12. Insurance Continuation. During FMLA leave, the City shall maintain
coverage for the employee under the City's group health plan. These benefits
will be maintained under the same conditions, and at the same level of City
contribution, as before the employee goes on leave. If there are changes to the
City's contribution levels and/or premium rates while the employee is on
leave, those changes will take place as if the employee were still on the job.
The employee will be required to continue payment of the employee portion
of the health care and/or other insurance coverage they choose to continue.
During such time as FMLA leave is paid, the City of Shakopee will continue
to collect the employee's share of the premium through payroll deductions.
The employee may choose not to retain health care or other insurance
coverage during FMLA leave. When the employee returns from leave, he or
she will be reinstated on the same terms as prior to taking leave, without any
qualifying period, physical examination, exclusion of preexisting conditions
or other requirement.
13. Premium Reimbursement. The employee will be required to reimburse the
City for any premiums paid during FMLA leave if the employee does not
return to work for a minimum of 30 calendar days, unless the employee
cannot return to work due to the continuation of a serious health condition of
the child, spouse, parent or employee, or due to other circumstances beyond
the control of the employee but related to the FMLA leave.
14. Leave Accrual. The employee will not accrue vacation and sick leave while
on unpaid FMLA leave. Employees using a combination of paid and unpaid
leaver, or intermittent unpaid leave, will accrue vacation and sick leave on a
pro-rated basis. Employees using paid leave will continue to accrue vacation
and sick leave.
15. Key Employees / Return to Work. A key employee is defined as an
employee who is in the highest paid 10% of all employees. A key employee
may be denied reinstatement to the same or an equivalent position after
FMLA leave if the denial is necessary to prevent substantial economic injury
to the City's operations.
16. Intermittent Leave. FMLA leave may be taken intermittently or on a
reduced schedule if medically necessary or in the case of leave related to the
military service of a family member. If not medically necessary, the
department head and City Administrator's approval is required. The City may
require the employee to transfer to an alternative position of like status and
pay while on intermittent leave. If leave is taken intermittently, it will not
affect the status of an exempt employee under the Fair Labor Standards Act.
All requests for intermittent leave will be evaluated on a case-by-case basis.
17. Return to Work. An employee returning to work from FMLA leave is
entitled to the same position he or she held when the leave began, or to an
equivalent position, with equivalent benefits, pay and other terms and
conditions of employment.
The employee will be required to submit a fitness for duty or return-to-work
report, signed by the treating doctor,prior to returning to work if FMLA leave
was for the employee's own serious health condition.
18. Affect on the Unpaid Leave of Absence Policy. This policy is not intended
to conflict with the City's Unpaid Leave of Absence policy. That policy will
continue to apply in situations that are not addressed by the FMLA.
19. Governed by Law. This FMLA leave policy is intended to be a general
summary of the law. FMLA leave is governed by federal or state regulations.
Those regulations shall control if they conflict with this policy.
E. Bone Marrow Donor Leave. As prescribed by Minn. Stat. Sec. 181.945 and
181.9456, certain employees are eligible to take a paid leave of up to 40 hours to
undergo medical procedures to donate organs or bone marrow.
F. Parenting Leave. As prescribed by Minn. Stat. Sec. 181.940 — 181.944 certain
employees are entitled to up to twelve (12) six (6) weeks of unpaid parenting
leave upon the birth or adoption of a child.
1. Eligible Employees. Eligible employees are those who have been employed
by the City of Shakopee for at least twelve months preceding the request and
least one year and worked an average of 20 hours or more per week.
2. Notice. Employees must give the City at least 30 days advance notice if the
leave is foreseeable. If the leave is not foreseeable,the employee must give as
much notice as is practicable.
3. Start State-of Leave. The leave begins at the time requested by the employee
and must begin within twelve months of the may not begin more than six
weeks after the birth or adoption. In the case where the child must remain in
the hospital longer than the mother, the leave may not begin more than six
weeks after the child leaves the hospital.
4. Length of Leave. The length of leave is determined by the employee, but
may not exceed twelve (12)six (6) weeks. If the employee has any FMLA
Leave eligibility remaining at the time this commences, this leave will also
count toward FMLA Leave. The two leaves will run concurrently until the
12 week FMLA eligibility is exhausted.
5. Use of Accrued Sick Leave, Vacation Leave &/or Compensatory Time.
While on parenting leave, an employee must use any vacation leave and
compensatory time which they have accrued. However, an employee may
request to go on unpaid leave once they reach a balance of 40 hours or less of
vacation leave. All accrued compensatory time must be used prior to
requesting unpaid leave.
6. The use of accrued vacation or compensatory time occurs simultaneously with
the parenting leave and does not extend the length of the parenting leave.
7. Insurance Continuation. Employees utilizing sick, vacation or
compensatory time while on parenting leave will have their benefits
maintained under the same conditions and at the same level of City
contribution as before the employee goes on leave. Employees utilizing
unpaid parenting leave may choose to continue coverage under the City's
group health plan at their own expense.
8. Status of Benefits. An employee will not accrue sick and vacation leave
while on unpaid parenting leave. An employee using a combination of paid
and unpaid leave will accrue sick and vacation leave on a pro-rated basis. An
employee using paid leave will continue to accrue sick and vacation leave.
9. Return to Work. An employee returning from parenting leave will be
reinstated to the same position or an equivalent position of comparable duties,
number of hours and pay.
10. Impact on Family Medical Leave Act (FMLA). In most cases the Family
Medical Leave Act(FMLA)policy will be applied to employees at the time of
a birth or adoption because the provisions of FMLA are more beneficial to the
employee. However, employees working between 20-24 hours per week are
not eligible for FMLA but are eligible for parenting leave. In addition, an
employee who has used the twelve (12) week allotment under FMLA for a
serious health condition remains entitled to parenting leave for the birth or
adoption of a child.
G. School Conference and Activities Leave. As prescribed by Minn. Stat. Sec.
181.9412, an employee will be granted limited unpaid leave upon request for a
child's school conferences or classroom activities, if the conference or classroom
activities cannot be scheduled during non-work hours.
H. Voting Leave. Employees are eligible for voting leave as provided in state law.
Those employees required to work an 8-hour shift on Election Day have the right
to be absent from work to vote during the morning of Election Day, with pay. No
employee may be absent from work for more than one hour to vote without prior
approval of the employee's department head. Each employee shall notify the
department head prior to being absent.
I. Jury or Witness Duty. When an employee performs jury duty or is subpoenaed
as a witness in court or voluntarily serves as a witness in any case in which the
City is a party, the employee is entitled to compensation from the City equal to
the difference between the employee's regular pay and the amount received as a
juror or witness. An employee who receives notice of jury duty or witness service
shall notify the employee's supervisor immediately and provide a copy of the
notice in order that arrangements may be made to cover the employee's position.
J. Military Leave.
1. Paid Leave. Pursuant to Minnesota Statues Section 192.26, employees who
are members of the National Guard, or any other branch of the state militia or
the officers' reserve corps, the enlisted reserve corps, the Naval Reserve, the
Marine Corps reserve or any other reserve branch of the military or naval
forces of the United States are entitled to a paid leave of absence of up to
fifteen (15) days in any calendar year for training or active service authorized
by the proper authority. The employee shall not lose pay, seniority, vacation
level, sick leave or any other benefits during the leave of absence. The leave
will not be allowed if the employee does not return to work immediately upon
being relieved from service, unless the employee is prevented from returning
by physical or mental disability or other cause not the employee's fault or is
required by the proper authority to continue in service beyond the 15-day
leave period.
2. Unpaid Leave. Pursuant to 192.261 and U.S.C. Title 38, Sec. 2021, an
employee who engages in active service in any of the military or navel forces
of the state or the United States for which leave is not otherwise allowed by
law is entitled to an unpaid leave of absence, with rights of reinstatement as
provided by state and federal law. Such rights include, but are not limited to,
the right to return to the same job or to a position with like seniority, status
and pay if such a position is available at the same pay which the employee
would have received if the leave had not been taken. Reinstatement is subject
to the following conditions: 1) the position has not been abolished or its term
has not expired; 2) the employee is not physically or mentally disabled from
performing the duties of the position; 3) the employee applies for
reinstatement within 90 days after termination of military service or within 90
days after discharge from hospitalization or medical treatment resulting from
military service,provided that such application is within one year and 90 days
after termination of military service; 4) the employee submits an honorable
discharge or other form of certification that the employee's military service
was satisfactory.
3. Differential Pay. The City of Shakopee values the sacrifices made by
employees who volunteer to serve their country through the National Guard
and U.S. Armed Forces Reserves. The City aims to support such employees
when they are called to active duty, and have them return safely and resume
their civilian role with the City. In an effort to balance this desire with the
realities of the City budget, the City offers employees the following
opportunity in addition to the protections and benefits guaranteed by state and
federal law. Full-time employees called to active military duty in the National
Guard or U.S. Armed Forces Reserves for a period exceeding 30 days may
request differential pay and/or continuation of benefits, if their expected
military pay is less than their City pay. Requests must be made prior to the
employee's departure and will be considered by the City Council on a case by
case basis.
4. Rights of Others. An employee promoted or hired to fill a vacancy created
by a person being on military leave may be appointed to the position subject
to the return of the employee on military leave. Upon return of the employee
on military leave, a promoted employee may be restored to the employee's
original position or an equivalent position. A replacement employee may be
subject to layoff if no other position is available.
K. Unpaid Leaves of Absence.
1. Short Leave. The City Administrator may grant an employee who has
exhausted their paid vacation time and compensatory time, a leave of absence
without pay for up to 40 hours per calendar year, upon the written
recommendation of the department head. Use of short-term leave shall be in
increments of time of not less than four (4) hours in duration; and requests for
said use shall be submitted in advance, in writing. While on short leave of
absence, the employee shall be treated in all respects as if the employee were
working; including receiving benefits, except the employee shall forego the
employee's salary.
2. Regular Unpaid Leave of Absence. Upon written request, the City
Administrator may grant an unpaid leave of absence for a period not to exceed
90 days to an employee who has exhausted their paid vacation and
compensatory time. Under no circumstances may an employee use a leave of
absence to work for another employer or to pursue self-employment. The
employee must request a leave of absence in writing and forward it to their
immediate supervisor,who will then direct the request to the department head or
the City Administrator with the supervisors/department head's recommendation.
An unpaid leave of absence requires the advance written approval of the City
Administrator. The City Council may extend such leave to a maximum period of
one year if the employee is disabled or where the City Council finds
extraordinary circumstances warrant such extension. Benefits including vacation
leave, sick leave, holidays or other forms of indirect compensation will not
accrue during an unpaid leave of absence. The employee may continue to be
covered by group medical, dental and life insurance, but will be responsible for
paying one hundred percent (100%) of the premium costs.
K. Absence Without Leave. An employee who is absent and fails to report the
reason to the employee's supervisor within one hour following the start of the
employee's workday may be subject to discipline, which may include deduction
of pay for the period of absence.