HomeMy WebLinkAbout1992-06-23 - RESOLUTIONS - PERSONNEL RULES AMEND (2)RESOLUTION NO. 92-108
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF SANTA CLARITA
AMENDING THE PERSONNEL RULES
WHEREAS, Section 5 of Ordinance 88-52, adopted January 10, 1989, of the
City of Santa Clarita requires the City Council to adopt and amend as
necessary Personnel Rules;
WHEREAS, Section 5 of Ordinance 88-52 of the City of Santa Clarita
requires that these rules establish regulations governing the personnel system;
NOW, THEREFORE, BE IT RESOLVED, by the City Council of the City of Santa
Clarita as follows:
SECTION 1: Personnel Rule XIV, Sections 10 i it attached hereto as
Exhibit 1 is hereby amended.
SECTION 2: That the City Clerk shall certify the adoption of this
resolution.
PASSED, APPROVED, AND ADOPTED by the City Council of the City of Santa
Clarita at a regular meeting held on the 23rd of _June_, 1992.
ATTEST: Mayor
Ci Clerk
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES) SS
CITY OF SANTA CiARITA)
I HEREBY CERTIFY that the foregoing Resolution was duly adopted by the
City Council of the City of Santa Clarita, at a regular meeting thereof, held
on the 23rd day of June , 1992 by the following vote of the Council:
AYES: COUNCILM MBERS Boyer, Darcy, Beidt, Pederson, Rlajic
NOES, COUNCILMEMBERS None
,.., ABSENT: COUNCILMEMBERS None
Ci y C1erk
0�
EXHIBIT 1
Rule XIV SEC. 10.
Maternity Leave
Female employees shall be granted a leave of absence not to exceed
four (4) calendar months upon presentation of proof of 'a pregnancy
disability.
Sick leave pay may be used for any pregnancy disability leave of
absence. Once the employee has exhausted all sick leave, the
employee must use available vacation time before being placed on an
unpaid pregnancy disability leave during the remainder of the
disablement period.
After the employee has been medically released from disability
leave, the employee may then request a family care leave to care for
the newborn child.
Maternity leave may be extended beyond four (4) months upon the
request of the employee and the approval of the City Manager.
Rule XIV SEC. 11.
Family Care Leave Law
Family care leave may be used for the birth or adoption of a child
•"` of the employee or to care for a seriously ill child, spouse, or
parent. This law works in conjunction with the Maternity Leave rule
addressed in Section 10. However, the maximum time off available
under both of these rules combined for pregnancy, child birth and
child care is five months.
Employees with more than one year of continuous service may request
up to a total of four months in a 24 -month period for family care
leave. The family care leave does not need to be consecutive, but
it is'cumulative within the 24 -month period.
Employees must request a family care leave as much in advance of the
date for the leave as possible. Employees may be required to submit
a doctor's certificate to verify the need for family care leave.
A request for family care leave may not be granted if (1) the
employee's spouse is taking a family care leave or is unemployed,
(2) it would create an undue hardship on the employer, or (3) the
employee is among the top paid employees in the organization.
Employees will be required to exhaust all accrued vacation time
before becoming eligible for an unpaid leave. Employees may be
entitled to use their accrued sick time during a family care leave.
Benefits during the leave period are to be handled in the same
manner as benefits for employees on any other type of leave of
absence.