Agenda - Council - 12/09/2025 - Laserfiche WebLink

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All employees in full-time regular positions are entitled to time off with full pay on designated holidays. The City shall be closed for business on these holidays, though employees may be required to work due to the nature of their duties or other conditions. Regular part-time employees are eligible for paid holidays in proportion of what full-time employees earn, based on the hours worked during the pay period in which the holiday occurs. If a holiday falls on a non-scheduled workday for a part-time employee, the employee must take the paid holiday within the same period. Employees may be required to work on paid holidays when the nature of their duties or other conditions require them to do so. Non-exempt, non -union employees required to work on a holiday shall receive their full pay for the holiday, as well as a minimum of two hours pay at a rate of 1.5 times the employee's base hourly pay rate for the time worked on such holiday. All holidays specified will be paid in dollars or as earned compensatory time off. Duty Crew Firefighters assigned to the Duty Crew schedule on a holiday shall be paid at time and a half for holiday hours worked. When New Year's Day, Juneteenth, Independence Day, Veterans Day, or Christmas Day falls on a Sunday, the following Monday is observed as the holiday. If these days fall on a Saturday, the preceding Friday will be observed as the paid holiday. When Christmas Eve falls on Sunday, the preceding Friday is observed as the holiday. Each holiday commences at the beginning of the first shift on the holiday date and continues for 24 hours. Eligible employees shall receive pay at their normal rate if they are at work or on paid leave the last regular shift before and the first shift after the holiday. New employees hired after December 1 are not eligible for the floating holiday in the year they were hired. Floating holidays may not carry over to the next calendar year. If an employee separates from the City without using their Floating Holiday, it will be forfeited. 6.4 Family and Medical Leave Eligibility To qualify for FMLA leave under this policy, an employee must meet all the following conditions: • The employee must have worked for the City for at least 12 months (or 52 weeks) prior to the start date of the leave. The 12 months or 52 weeks do not need to be consecutive; however, the City will not count any service occurring more than seven years before the employee's most recent hire date, unless the break was due to National Guard or Reserves military service obligation. • The employee must have worked at least 1,250 hours during the 12-month period prior to the date when the leave is requested to commence. The principles established under the 34