Everett Municipal Employees Local 113 AFSCME 1/13/2020

ARTICLE 13 - SICK LEAVE Sick leave accrual is a form of disability insurance that is intended to assist in the prevention of financial loss during illness or incapacity. Section 1: Sick leave is defined as leave with pay taken for the illness, injury or pre-approved medical appointments of the employee. In the case of an eligible dependent,sick leave with pay may be used in accordance with Federal and State laws and applicable City requirements. Section 2: Sick Leave Provided Sick leave shall accrue to each employee,excluding part-time and day laborers,actively employed in the City service at the rate of eight(8)hours of leave for each calendar month of the employee's active service.A portion of this sick leave will be earmarked as Washington Paid Sick Leave,to be administered in compliance with Washington Paid Sick Leave Law and City policy. The total accumulation of sick leave shall not exceed 960 hours. The maximum accrual in an employee's Washington Paid Sick Leave bank at year-end shall not exceed 40 hours.Any additional hours will be rolled into the employee's sick leave bank up to a maximum accrual of 960 hours.Regular part-time employees shall accrue sick leave benefits on a pro-rated basis based on regular hours worked each pay period. Day Laborer's shall accrue sick leave in accordance with the Washington Paid Sick Leave Law. Section 3: Leave of Absence or Lay-off Employees who,for any purpose,are granted leave of absence with pay shall continue to accrue sick leave during such leave of absence. Any employee on a non-pay status shall not accrue any sick leave. Employees laid off and rehired within twenty-four(24)months,and employees granted leave of absence without pay shall not accrue sick leave during said lay off or leave of absence,but,upon resumption of active employment, shall have available the sick leave accrued at the time of such lay off or unpaid leave. Section 4: Physician's Certification Sick leave with pay for a period of four(4)days or more requires the presentation of a written statement by the employee's personal physician and/or physician representing the City,certifying that the employee was subject to restriction. An employee that believes obtaining verification for use of paid sick leave under the Washington Paid Sick Leave Law(WPSL)would result in an unreasonable burden or expense, should contact Human Resources.An employee on sick leave shall inform his/her department head,or cause the department head to be informed,forthwith that he/she is unable to report for duty and the reasons therefore,and failure to do so without excuse shall be cause for denial of sick leave pay. Subsequent incidents may be grounds for disciplinary action. 32