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A regular salaried employee who has worked for the City at least five (5) years and has accumulated sick leave who
<br />terminates his/her employment for any reason shall be paid as full compensation for such sick leave as computed
<br />above.
<br />The City shall provide members of the unit who are granted a service retirement (rather than disability retirement), a
<br />sum equal- to the cash value of 75% of the employee's accumulated sick leave after 20 cumulative years of service
<br />with the City. The cash value shall be computed at the employee's hourly rate in existence at the time the monies are
<br />disbursed.
<br />An employee, who terminates at any time during their employment, including the probationary period, shall be paid
<br />for all credited or accrued vacation.
<br />Section 4: Bereavement Leave:
<br />Up to 40 hours per occurrence, two occurrences each fiscal year, may be taken by full-time employees with pay as
<br />bereavement leave in the case of the death of the eligible employee's father, stepfather, father-in-law, mother,
<br />stepmother, mother-in-law, brother, sister, wife, husband, child, step -child, grandchild, grandparent or grandparent of
<br />spouse. These hours shall not be eligible to be carried forward beyond the calendar year. The City reserves the right
<br />to require reasonable verification of the need for such leave.
<br />Section 5: Leave Usaze
<br />An employee who is granted paid leave time off, other than sick leave, may choose which leave bank to take such
<br />leave from, namely vacation, holiday or compensatory time. Paid leave shall be scheduled off in accordance with
<br />procedures established by the Police Chief.
<br />ARTICLE V
<br />GENERAL PROVISIONS
<br />Section 1: Maintenance of Terms & Conditions of EmDlovment
<br />All other terms and conditions of employment in existence immediately prior to the effective date of this MOU and
<br />not altered by this MOU, shall remain the same, unchanged, and in full force and effect unless altered by the mutual
<br />agreement of the City and the Association.
<br />Section 2: Nepotism Policy
<br />This policy shall not affect employees employed by the City in the positions held as of July 1, 2003.
<br />This policy applies to all City employees, appointed officials, and elected officials and includes any relative defined
<br />as father, father-in-law, stepfather, mother, mother-in-law, stepmother, foster parent, grandparent, grandchild,
<br />brother, brother-in-law, stepbrother, sister, sister-in-law, stepsister, wife, husband, child, stepchild, foster child,
<br />adopted children, son-in-law, daughter-in-law, first cousin, niece, nephew, aunt, uncle and other relatives or
<br />employees living in the same household.
<br />For purposes of this policy, "immediate family" includes the applicant's or employee's spouse and any lineal
<br />descendants of the applicant or employee, or of the applicant's or employee's spouse, whether natural or legally
<br />adopted.
<br />Applicants will not be hired and employees will not be promoted into any position where the result would be that one
<br />person would:
<br />• Be supervised by or be in the chain of command of a relative. Participate in making, or advising on,
<br />employment decisions concerning a relative.
<br />Page 17 of 18
<br />CWA MOU expires 063007
<br />3/7/2005
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