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hours and the need for the leave is foreseeable, the employee must provide reasonable prior notice <br />of the leave and make a reasonable effort to schedule the leave so as not to disrupt unduly the <br />operations of the city. Employees may choose to use vacation leave hours for this absence but are <br />not required to do so. <br />qualifying employee may take leave of up to 16 hours during any rolling 12 month period to <br />attend school related activities related to the employee's child attending school, provided the school <br />related activities cannot be scheduled durine non work hours. <br />When the leave cannot be scheduled during non work hours and the need for the leave is foreseeable, <br />the employee must provide reasonable prior notice of the leave and make a reasonable effort to <br />schedule the leave so as not to unduly disrupt the operations of the employer. Employees may use <br />accrued vacation leave or compensatory time off concurrently with leave granted pursuant to this <br />section. <br />6.11 Jury Duty / Subpoena <br />Regular full-time and part-time employees will be granted paid leaves of absence for required fury_ <br />duty. Such employees will be required to turn over any compensation they receive for fury duty, <br />minus mileage reimbursement, to the city in order to receive their regular wages for the period. <br />Time spent on jury duty will not be counted as time worked in computing overtime. <br />Employees excused or released from jury duty during their regular working hours will report to <br />their regular work duties as soon as reasonably possible or will take accrued vacation or <br />compensatory time to make up the difference. <br />Employees are required to notify their supervisor as soon as possible after receiving notice to <br />report for jury duty. The employee will be responsible for ensuring that a report of time spent on <br />jury duty and pay form is completed by the clerk of court so the city will be able to determine the <br />amount of compensation due for the period involved. <br />Temporary and seasonal employees are generally not eligible for compensation for absences due to <br />jury duty but can take a leave without pay subject to department head approval. However, if a <br />temporary or seasonal employee is classified as exempt, they will receive compensation for the <br />jury duty time. <br />Any employee who is required to servo as a juror or who io under subpoena as a witne/so in court <br />for job related purpos-e3, shall be granted a leave of absence with pay while serving in ouch <br />cfapaoity. Once the employee has received notice from a court system they should notify both <br />Human Resources and their supervisor. An employed cannot receive more than the employee's <br />ftormal take home pay as a result of any omployer pay supplemented to Jury Duty pay. Jury -duty <br />pay excluding transportation reimbursement, must be remitted to the City within 30 days after <br />receipt of payment from judicial agency. When employees are excused from jury duty or serving as <br />a witness during their regular working hours, they are expected to return to work if practicable. <br />6.12 Funeral Leave <br />511Page <br />