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Mr. Hartley stated that the City does not provide disability insurance for the <br />employees. Employees don't take their sick leave when workman's comp is in <br />effect. Mr. Hartley stated that the 960 hours of maximum accrued sick leave is <br />the same benefit that has been provided and he would have a great deal of <br />difficulty getting it reduced. The pay off for unused accumulated sick leave <br />at the time of termination is addressed on page 27 of the contract. The <br />existing ordinance provides severance pay when employees quit or terminate; <br />language in this contract states that severance pay is not paid unless the <br />employment has been for a continuous 10 year period; 33% of the unused <br />accumulated sick leave would be paid upon termination contingent upon 10 years <br />of continous employment. Employees voluntarily terminating or discharged for <br />just cause prior to 10 years employment don't get the severance pay. <br /> <br />Mayor Heitman inquired if the City is still tied to the fact that employees can <br />specify the method of payment. <br /> <br />Mr. Hartley stated that previously discussed language provided in the contract <br />addresses this concern; 'if it is not addressed in the contract, it is the <br />employer's authority'. <br /> <br />Mr. Goodrich explained that in the recent past, the City received a letter of <br />resignation in October with actual termination not taking place until January <br />and during that interim period, the employee continued to accumulate benefits. <br />Mr. Goodrich suggested that language could be added to Article 22 (Severance <br />Pay) stating that employees shall receive a lump sum payment upon notice of <br />termination of employement. <br /> <br />The discussion returned to Article 9 (Sick Leave), Item 9.7 which states that <br />an employee using earned vacation leave or sick leave is considered to be <br />working and accumulating additional sick leave. Mr. Hartley explained that it <br />would be an accounting nightmare to try and subtract the fraction of sick leave <br />earned while on vacation or sick leave; note that this provision addresses a <br />person that is still employed by the City. <br /> <br />Mr. Goodrich noted that no sick leave or vacation is being earned by an <br />employee after notice of termination has been submitted. <br /> <br />Mr. Hartley quoted language contained in Article 22 (Severance Pay): "Receipt <br />of severance pay terminates all seniority rights and ends all employer's <br />liability for other benefits." <br /> <br />Mayor Heitman inquired as to what would be 'disciplinary action' referred to in <br />Item 9.6 of Article 9 (Sick Leave) for abusing sick leave privileges. <br /> <br />Mr. Hartley stated that he would probably address the issue with written <br />reprimand in the first instance; 1-3 days suspension for the second instance. <br />Article 19 (Discipline) of the contract addresses forms that discipline can <br />take. <br /> <br />10) Article 10 - Holidays - Mr. Hartley stated that the Union has asked for <br />Martin Luther King, Jr. Day in trade for the 1/2 day on Good Friday and this <br />has been written into the contract. Mr. Hartley urged Council to approve <br /> April 3, 1986 <br /> <br />Page 4 of 6 <br /> <br /> <br />