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HomeMy WebLinkAbout03-159RESOLUTZON NO. 03-159 A RESOLUTZON AMENDZN6 RESOLUT]:ON NO. ~16-173, AS AMENbED, BY AMENDZN6 THE EMPLOYEE HANbBOOK FOR EMPLOYEES OF S-. LU¢:T.E COUNTY, FLOI~DA WHEREAS, the Boa~d of County Commissioners of St. Lucia County, Florida, has made the following determinations: 1. By Resolution No. ~36-173, adopted September 16,1986, and subsequently amended, the Board of County Commissioners adopted the Employee Handbook for employees of 51. Lucia County in order to upc ate personnel policies to reflect changes in the federal and state law and provide each emplcyee with essential information regarding personnel policies and benefits. 2. Tt is necessa~/1o further amend Resolution No. 86-173 to update Section 3.10, "Shared Sick Leave", of th~. Employee Handbook. NOW, THEREFORE, BE ZT RESOLVED by the Board of County Commissioners of St. Lucie County, Florida: 1. Resolution No. 86-173, as amended, is hereby further amended to incorporate the amendments to Section 3.10, "Shared Sick Leave", of the Employee Handbook, attached hereto and incorporated herein os Exhibit "A". 2. This resolution shall be effective for all non-bargaining unit employees on .Tune 24, 2003. After motion and second the vote on this resolution was as follows: Chairman Cliff Barnes Vice Chairman Poula A. Lewis Commissioner Douglas Coward Commissioner Fronnie Hutchinson Commissioner John D. Bruhn PASSED AND DULY ADOPTED this c~cl day of ATTEST: DEPUTY CLERK AYE AYE AYE ABSENT ABS~T ,2003. ',BOARD OF COUNTY COMMISSIONERS ~. LUCJ:E -~ BY: CH~Z~RMAN g:\atty\rcsoltn\2003\O3-19.wpd APPROVED A5 TO LEGAL FORM AND CORRECTNESS: 3.10 1. SHARE[:: SICK LEAVE This is a volurtary program to provide income for those County employees who have extended medical problems, but are not eligible for disability, workers compensation or retirement benefits. County employees mus- have successfully completed their initial evaluation period to be eligible to receive donated sick leave. Eligibility to receive program benefits is contingent upon the exhaustion of all individually accrued sick leave and vacation time. The employee or someone on his behalf may request sick leave benefits from this program which will be substantiated by a verified physician's certifl:ation which shall include a cause of the illness or injury certifying the existence of the illness which prevents the employee from performing assigned duties and stating the anticipated duration of the illness. Department Directors may recommend an employee to rece ve such donated sick leave subject to the approval of the County Administrator or designee. The County Administrator or designee may request a certification from a second physician at any time and at the 9mployee's expense. Written Certification from any physician may be required every thirty (30) calendar days or less often. An active employee may donate sick leave hours to the program at any time and must spgcify the employee to be the recipient of the donation. Sick leave contributions to the program are irrevocable and cannot be returned to the donating employee. The donating employee must have over fourteen (14 sick leave days after the donation of sick leave. Any donated sick tim9 will be deducted from the employee's sick leave accumulation in increments of eight (8) hours or ten (10) hours and will not be reflected as time used by the employee. The recipient must be on leave at the time of the donation. The maximum number of workdays if available in the shared sick leave program, which can be used by an employee during his employment, is 240 days. An employee is limited to 120 workdays (if available) for one period of absence from work during a twelve (12) month period. An employee will nct be eligible for donated sick leave while receiving disability, retirement or Social Security. The following are exclusions, limitations and termination of benefits: a. Any occupationally related accident or illness for which workers compensation benefits are payable. Rev. 08.02 Section 3- 10 . b. Horseplay or intoxication by alcohol or drugs while at work, or a failure to obey instructions or use a safety device while at work. c. Intentionall'/self-inflicted injuries. d. Injury occu'ring in the course of committing a felony or assault. e. Active duty in the armed forces. f. War, insurrection, rebellion, or active and illegal participation in a riot. g. Cosmetic surgery or treatment deemed medically unnecessary by a physiciar. h. Confinement to a penal or correctional institution as a result of conviction -'or a criminal or other public offense. A participating employee will immediately lose the right to use Shared Sick Leave Program benefits because of the following: a. Terminat on of employment. b. During a suspension without pay. c. Failure to provide the required physician certification and any abuse or misuse of the Sick Leave Policy for which the employee has been disciplined within twelve (12) months of the commencement of the disability, exhaustion of maximum Shared .~ick Leave Program days; fraud or misrepresentation in requesting or use of the Shared Sick Leave Program benefits. An employee who was using donated sick leave will not be paid for any unused donated sick 16ave upon retirement. If a designated critically ill or disabled employee does not use all of the donated sick leave, th6 donors cannot recover their sick leave donation. Normal sick leave and vacation leave will not accrue while an employee is using paid donated sic~ leave. Rev. 08.02 Section 3- 11 Employees who resign, terminate or retire may not donate unused sick time to an employee. Rev. 08.02 Section 3-12 3.10 1. SHARED SICK LEAVE This is a voluntary program to provide income for those County employees who have extended medical problems, but are not eligible for disability, workers compensation or retirement benefits. County employees must have successfully completed their initial evaluation period to be eligible to receive donated sick leave. Eligibility to receive program benefits is contingent upon the exhaustion of all individually accrued sick leave and vacation time. The employee or someone on his behalf may request sick leave benefits from this 3rogram which will be substantiated by a verified physician's certification which shall include a cause of the illness or injury certifying the existence of the illness which prevents the employee from performing assigned duties and stating the anticipated duration of the illness. Department Directors may recommend an employee to receive such donated sick leave subject to the approval of the County Administrator or designee. The County Administrator or designee may request a certification from a second physician at any time and at the employee's expense. Written Certification from any physician may be required every thirty (30) calendar days or less often. An employee may :~onate sick leave hours to the program at any time and must specify the employee to be the recipient of the donation. Sick leave contributions to the program are irrevocable and cannot be returned to the donating employee. The donating employee must have over fourteen (14) sick leave days after the donation of sick leave. Any donated sick time will be deducted from the employee's sick leave accumulation in increments of eight (8) hours or ten (10) hours and will not be reflected as :ime used by the employee. The maximum number of workdays if available in the shared sick leave program, which can be used by an employee during his employment, is 240 days. An emp oyee is limited to 120 workdays (if available) for one period of absence from work during a twelve (12) month period. An employee will not be eligible for donated sick leave while receiving disability, retireme~ or Social Security. The following are exclusions, limitations and termination of benefits: a. Any occupat'onally related accident or illness for which workers compensatio'~ benefits are payable Rev. 08.02 Section 3- 10 b. Horseplay or intoxication by alcohol or drugs while at wo~:k, or a failure to obey instructions or use a safety device while at work. c. Intentionally self-inflicted injuries. d. injury occurring in the course of committing a felony or assault. e. Active duty iq the armed forces. f. War, insurrection, rebellion, or active and illegal participation in a riot. g. Cosmetic sLrgery or treatment deemed medically unnecessary by a physician. h. Confinemem to a penal or correctional institution as a result of conviction for a criminal or other public offense. A participating employee will immediately lose the right to use Shared Sick Leave Program benefits 3ecause of the following: a. Termination of employment. b. During a suspension without pay. Failure to provide the required physician certification and any abuse or misuse of the Sick Leave Policy for which the employee has been disciplined within twelve (12) months of the commencement of the disability, exhaustion of maximum Shared S ck Leave Program days; fraud or misrepresentation in requesting or use of the Shared Sick Leave Program benefits. An employee who was using donated sick leave will not be paid for any unused donated sick leave upon retirement. If a designated critically ill or disabled employee does not use all of the donated sick leave, the ¢ onors cannot recover their sick leave donation. Normal sick leave and 'vacation leave will not accrue while an employee is using paid donated sick eave. Rev. 08.02 Section 3- 11