Agmt19 MOU Service Employes International Union Local 521

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20.1.2 Sick leave is paid leave from work that can be used for the following purposes: diagnosis, care, or treatment of an existing health condition of, or preventative care for, an employee or any of the following of the employee's family members: child of any age or dependency status (including biological, adopted, or foster child, legal ward, or child to whom the employee stands in loco parentis); parent (including biological, adoptive, or foster parent, stepparent, or legal guardian of an employee, or the employee's spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child); parent -in-law; spouse; registered domestic partner; grandparent; grandchildren; or sibling; or 2. for an employee who is a victim of domestic violence, sexual assault, or stalking to: i) obtain or attempt to obtain a temporary restraining order or other court assistance to help ensure the health safety or welfare of the employee or his or her child; or ii) obtain medical attention or psychological counseling; services from a shelter; program or crisis center; or participate in safety planning or other actions to increase safety, with appropriate certification of the need for such services. 20.1.3 To request to use sick leave if the need for leave is foreseeable, an employee must give the immediate supervisor reasonable advance written or oral notice. If the need for sick leave is not foreseeable, the employee shall provide written or oral notice of the need for the leave as soon as practicable. If the employee is required to be absent on sick leave for more than one day, the employee must keep the immediate supervisor informed each day as to the date the employee expects to return to work and the purpose of the leave. Failure to request sick leave as required by this Policy without good reason, may result in the employee being treated as absent without leave. 20.1.4 Sick leave may be accrued to a maximum of Nine Hundred and Sixty (960) hours. Accrual of sick leave shall cease when the maximum accrual level has been reached. 20.1.5 In the event an employee has accrued the maximum sick leave of Nine Hundred and Sixty (960) hours, and the employee becomes so severely ill that he/she exhausts his/her sick leave, the Personnel Officer may, upon written recommendation of the employee's Department Head, authorize additional sick leave to include any sick leave in excess of the Nine Hundred and Sixty (960) hours maximum which may have been lost due to the maximum limitation; provided, however, that sick leave did not accrue for a period of six (6) months or longer. 20.1.6 An employee may elect to receive compensation in lieu of sick leave credits for any calendar year (based on the first twenty-six [26] pay periods ending that year) by requesting payment of unused sick leave in writing to the Director of Finance on or before December 31 of the prior year. Payment shall be made at twenty-five percent (25%) of the unused sick leave hours accrued in the calendar year, or fifty percent (50%) of the unused sick leave hours accrued in the calendar year when no more than ten (10) hours of sick leave have been used (12.5 hours for Dispatchers) for the first (26) pay periods of the calendar year in which the leave is earned. In years that contain twenty-seven (27) pay periods, sick leave accrued in the twenty-seventh (27ul) pay period shall not be paid out, nor shall leave used in that pay period count toward the calculation of the payout percentage. Payment shall be made after December 31 of the year in which leave is earned, at the employee's hourly regular straight -time rate of pay as of December 31. There shall be no payment in lieu of accumulated sick leave benefits for years prior to such calendar year. Use of Personal Business Leave in accordance with Section 20.9 is excluded from the definition of sick leave for the purposes of this section. 35