Agenda - Council Work Session - 10/24/2023

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• Employee earned safe and sick leave rights. • Amount of leave available. • How employees may use the leave. • Requirements for reasonable notification procedures. • List the prohibitions on retaliation. Employees earnings statements will need to be updated to reflect an employee's earned sick and safe leave hours accrued and used per paycheck. Refer to LMC's Paychecks information memo for updated earning statement requirements. View the League's"Paychecks"information memo. If a copy of the city's written policy is not provided to an employee, a city may not deny the use of earned sick and safe leave to the employee on that basis. As previously noted,while many cities already offer sick or paid time off leaves to employees, the new law provides these leave benefits to all employees, including part-time and temporary employees,who work at least 80 hours for the city.The law allows for eligible employees to begin accruing paid sick and safe leave when they begin employment and requires use of the leave in the smallest increment of time tracked by the city's payroll system, but not more than four hours.Thus, the minimum increment of accrued earned sick and safe leave employees may use will need to be defined in city policy and shared with city employees. Use of earned sick and safe leave Employees may use accrued paid sick and safe time in the following circumstances: • An employee's own: • Mental or physical illness, injury, or other health condition. • Need for medical diagnosis, care, or treatment of a mental or physical illness. • Injury or health condition. • Need for preventive care. • Closure of place of business due to weather or other public emergency. • Inability to work or telework because the employee is prohibited from working by the city due to health concerns related to the potential transmission of a communicable illness related to a public emergency. Or, if the employee is seeking or awaiting the results of a diagnostic test for, or a medical diagnosis of, a communicable disease related to a public emergency and the employee has been exposed to a communicable disease or the city has requested a test or diagnosis. • Absence due to domestic abuse, sexual assault, or stalking of the employee provided the absence is to: • Seek medical attention related to physical or psychological injury or disability caused by domestic abuse, sexual assault, or stalking. • Obtain services from a victim services organization. • Obtain psychological or other counseling.