Laserfiche WebLink
16.5 Jury Duty <br /> Any employee whose name shall be selected from the list of trial jurors or serve as a juror in a civil or <br /> criminal action pending in a Superior, Municipal, or Justice Court of the State of California, or any Federal <br /> court convening in the State of California, or any employee required to report for the selection of a jury in <br /> any of these courts shall receive pay for the time such service requires his absence from work; provided, <br /> however, that the City may require proof of the time such service was required and any moneys received <br /> from jury service shall be turned into the City; provided, further, that the employee shall report to work <br /> whenever a reasonable portion of the workday or shift remains for completion. Any employee required to <br /> serve as a juror shall not have his or her regular starting or quitting time changed as a result of being called <br /> for jury service. <br /> 16.6 Parental Leave of Absence Without Pay <br /> 16.6.1 Parental leave of absence without pay shall be granted upon request to non-disabled, qualifying <br /> employees for the purpose of parent-child bonding following the birth of a child or the placement <br /> of a child in the employee's family for adoption or foster care fora period of up to one(1)year. <br /> 16.6.2 Parental leave shall be granted when the following conditions have been met: <br /> 16.6.2.1 The employee shall notify his or her immediate supervisor in writing no later than <br /> ninety (90) days prior to the tentative date on which the leave is to begin. Such <br /> notice shall include the tentative dates on which the leave shall begin and end. <br /> 16.6.2.2 Within thirty(30) days of the beginning of the parental leave, the employee shall <br /> submit to the Personnel Officer the specific date he or she intends to begin the <br /> leave,and a notice of intention to return to duty. <br /> 16.6.2.3 The Personnel Officer or his or her designee may designate the specific <br /> beginning and ending dates within the pay period requested by the employee to <br /> meet the needs of the employee and the City. <br /> 16.6.3 The employee on leave shall be returned to his or her original position. If that position has been <br /> eliminated,applicable layoff and reemployment rules shall apply. <br /> 16.6.4 A parental leave, absent physical disability, is granted without pay for the duration of leave. <br /> Where an employee has accrued paid vacation, administrative leave, compensatory time, or sick <br /> leave, that paid leave may be substituted for all or part of any unpaid parental leave. The City <br /> may also require use of paid accrued leave during parental leave in accordance with City policy <br /> and FMLA/CFRA regulations. <br /> 16.6.5 The employee may elect to continue medical and dental insurance coverage for up to one (1) <br /> year. Medical and dental insurance coverage during any unpaid portion of parental leave that <br /> does not run concurrently with California Family Rights Act leave shall be at the employee's own <br /> expense. <br /> 16.6.6 The foregoing Parental Leave provision shall be subject to applicable federal and state law, <br /> Pregnancy Disability Leave, Family Medical Leave and California Family Rights Act Leave will <br /> run concurrently with Parental Leave as permitted by law. <br /> 20 <br />