Agenda - Council Work Session - 10/24/2023

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Employees may use earned sick and safe time for their following family members: (Note: Bold font items are NOT in the City's current policy) 1. their child, including foster child, adult child, legal ward, child for whom the employee is legal guardian or child to whom the employee stands or stood in loco parentis (in place of a parent); 2. their spouse or registered domestic partner; 3. their sibling, stepsibling or foster sibling; 4. their biological, adoptive or foster parent, stepparent or a person who stood in loco parentis (in place of a parent)when the employee was a minor child; 5. their grandchild, foster grandchild or step-grandchild; 6.their grandparent or step-grandparent; (Above 1-6: If an employee states their child or sibling or parent or grandchild or grandparent are ill, Ramsey supervisors do not question the specifics unless it is necessary) 7. a child of a sibling of the employee; 8. a sibling of the parents of the employee; 9. a child-in-law or sibling-in-law; 10. any of the family members listed in 1 through 9 above of an employee's spouse or registered domestic partner; (dependent on Ramsey's current policy definition of family) 11. any other individual related by blood or whose close association with the employee is the equivalent of a family relationship; and 12. up to one individual annually designated by the employee. The City's current sick leave policy is contained within the Personnel Policy and all of the union contracts. The full policy is attached. Current eligibility for claiming sick time is as follows: Sick leave may be authorized when an employee is unable to perform work duties due to illness, disability,the necessity for medical, dental, or chiropractic care, childbirth, 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. Sick leave may also be authorized when the employee's presence is necessary, due to an illness of or injury to the employee's: 1. child, 2. adult child, 3. spouse, 4. sibling, 5.parent, 6. mother-in-law, 7. father-in-law, 8. grandchild, 9. grandparent, or stepparent or for any purpose authorized by law, including,but not limited to, Minnesota Statutes, section 181.9413 (as amended). For additional information as to when sick leave may be utilized, employees should contact Human Resources. Current sick leave accrual is as follows: Every probationary and regular employee is entitled to earn sick leave with pay at the rate of 1 day(based on an 8-hour day) for each calendar month of full-time service or major fraction thereof. Sick leave may be accrued to 120 days (960 hours); unused sick leave in excess of 120 days (960 hours) at the end of a calendar year (December 31 st) shall be converted to vacation at a rate of one hour of vacation for each two hours of sick leave, subject to the maximum amount of accrued vacation leave provided in this policy. All hours in excess of 960, as defined in section 4.8 non-union post-employment healthcare savings plan,will be applied per the applicable agreement. Regular part-time employees are eligible to earn sick leave in proportion to that earned by regular full-time employees based on the number of hours worked. Sick leave will count toward total budgeted work