Employee Manual 2025 - Flipbook - Page 37
head to the city manager, the absentee shall be removed from City service;
provided, that if at any time within ten days the person so absenting themselves
shall make satisfactory written explanation to their department head and to the
city manager of the cause of their absence, they may be reinstated to their
position, at the sole discretion of the City.
6.
Leave Due to Inclement Weather: In the event that weather conditions
preclude the operation of a normal work day, all attempts will be made to
inform employees prior to the beginning of that work day. However, when in
doubt as to a City closing, it is the responsibility of the employee to contact the
City to determine whether or not City offices will be open. In the event that
City offices are scheduled to be open during inclement weather, an employee
must use either sick, personal, compensatory or vacation leave if they are
unable to arrive to work.
Paid Sick Time:
Sick time, with pay, shall be granted to each employee.. Employees will receive the equivalent of 1
sick day per month of sick time per year. Sick time shall be used only in case of necessity as
follows:
1.
The employee's mental or physical illness, injury, or health condition; medical
diagnosis, care, or treatment of the employee's mental or physical illness, injury, or health
condition; or preventative medical care for the employee.
2.
For the employee's family member's mental or physical illness, injury, or health
condition, medical diagnosis, care, or treatment of the employee's family member's mental
or physical illness, injury, or health condition or preventative medical care for a family
member of the employee.
3.
If the employee or the employee's family member is a victim of domestic violence or
sexual assault, for medical care or psychological or other counseling for physical or
psychological injury or disability, to obtain services from a victim services organization, to
relocate due to domestic violence or sexual assault, to obtain legal services, or to
participate in any civil or criminal proceedings related to or resulting from the domestic
violence or sexual assault.
4.
For meetings at a child's school or place of care related to the child's health or
disability, or the effects of domestic violence or sexual assault on the child.
5.
For closure of the employee's place of business by order of a public official due to a
public health emergency, for an employee's need to care for a child whose school or place
of care has been closed by order of a public official due to a public health emergency, or
when it has been determined by the health authorities having jurisdiction or by a health
care provider that the employee's or employee's family member's presence in the
community would jeopardize the health of others because of the employee's or family
member's exposure to a communicable disease, whether or not the employee or family
member has actually contracted the communicable disease.
As used in this section, “family member” includes all of the following:
City of Plymouth Employee manual - Page 37 – May 2025
