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<br /> <br />00059814-1 <br /> 28 <br />start of their eight (8) hour shift on the day of the week that corresponds to the employee’s <br />alternating regular day off. <br /> <br />The parties acknowledge that FLSA exempt employees in the bargaining unit may be required to <br />perform hours of work outside of their regular work schedule. <br /> <br />17. 2 Remote/ Hybrid Work <br />The parties agree to the following: <br /> <br />17.2.1 Any denial of a request for remote working will be in writing and will set forth the reasons for the <br />denial of the request. Requests may be denied only on the basis of legitimate operational needs; <br />and <br /> <br />17.2.2 Employees may appeal the denial of a remote working request to the Director of Human <br />Resources. Denial of a remote working request is not subject to the grievance procedure. <br /> <br /> <br />ARTICLE 18 - LEAVE PROVISIONS <br /> <br />Effective January 1, 2022, use and cash out of all paid leaves provided by the City will be calculated by <br />rounding to two (2) decimal places rather than three (3) decimal places (i.e., .XX instead of .XXX). <br /> <br />18.1 Sick Leave <br /> <br /> 18.1.1 Sick leave with pay shall be granted to all regular full-time employees, except as hereinafter <br />provided, at the rate of one (1) working day for each full calendar month of service from the <br />commencement of their employment with the City. <br /> <br />Pursuant to Article 18.9, a qualifying employee may also request Ffamily and Mmedical <br />lL eave/California Family Rights Act leave if he or she isthey are unable to perform his or hertheir <br />job because of a serious health condition, or needs to care for a child, following birth or <br />placement, or needs to care for a spouse, domestic partner, child , or parent, grandparent, <br />grandchild, sibling or designated person who is seriously ill. Leave shall be in accordance with <br />the City’s Family Medical Leave Act Policy. <br /> <br /> 18.1.2 Sick leave is paid leave from work that can be used for the following purposes: <br />1. diagnosis, care, or treatment of an existing health condition of, or preventative care for, an <br />employee or any of the following of the employee’s family members: <br />o child of any age or dependency status (including biological, adopted, or foster child, <br />legal ward, or child to whom the employee stands in loco parentis); <br />o parent (including biological, adoptive, or foster parent, stepparent, or legal guardian <br />of an employee, or a person who stood in loco parentis when the employee was a <br />minor child); <br />o parent-in-law (the parent of the employee’s spouse or registered domestic partner); <br />o spouse; <br />o registered domestic partner; <br />6.I. - Page 42 of 119 <br />456