Agenda - Council Work Session - 10/24/2023

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• A child-in-law or sibling-in-law. • Any of the above family members of a spouse or registered domestic partner. • Any other individual related by blood or whose close association with the employee is the equivalent of a family relationship. • Up to one individual annually designated by the employee. During an employee's use of earned sick and safe leave, an employee will continue to receive the city's employer insurance contribution as if they were working, and the employee will be responsible for any share of their insurance premiums. Notice of leave and documentation The new law permits employers to require up to seven days'advance notice from employees when using earned sick and safe leave for foreseeable needs of time off. If an employee's need is unforeseeable, state law allows the employee to provide notice as soon as practicable. However,if the employee or employee's family member did not receive services from a health care professional, or if documentation cannot be obtained from a health care professional in a reasonable time or without added expense,then reasonable documentation may include a written statement from the employee indicating that the employee is using, or used, earned sick and safe leave for a qualifying purpose. A city is prohibited from requiring an employee to disclose details related to domestic abuse, sexual assault, or stalking or the details of the employee's or the employee's family member's medical condition. When an employee uses earned sick and safe leave for more than three consecutive days, a city may require appropriate supporting documentation (such as medical documentation supporting medical leave, court records, or related documentation to support safety leave). In accordance with the law, a city cannot require an employee using earned sick and safe leave to find a replacement worker to cover the hours the employee will be absent. Employers must maintain the confidentiality of earned sick and safe leave records, medical certifications,histories, and documents information pertaining to domestic abuse, sexual assault, or stalking, and any statement from the employee about the need for leave.These records must be kept separate from usual personnel files. Per the statute, employees may request the city to destroy or return records under earned sick and safe leave that are older than three years prior to the current calendar year. Payout and carryover of earned sick and safe leave There is no requirement under the law to pay out any accrued sick and safe leave,but there are carry over provisions to establish.Employees can carry over accrued but unused earned sick and safe leave into the following year,but the maximum carry over of earned sick and safe leave for an employee can be limited to 80 hours. Alternatively,in order to avoid the up to 80 hours of earned sick and safe leave carry over, a city may consider one of these two options: • 48 hours of"front loaded"earned sick and safe leave for the year, available for the employee's immediate use and then the city will pay out any accrued but unused earned sick