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ANNUAL
LEAVE
Qualified employees of the City of Sarasota, upon request and
approval can take leave as follows:
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Years of Continuous
Service Completed
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Calendar Weeks of
Vacation |
Equivalent Working
Days |
| 1
thru 5 |
2
Weeks |
10 |
| 6 |
2
Weeks + 1 Days |
11 |
| 7 |
2
Weeks + 2 Days |
12 |
| 8 |
2
Weeks + 3 Days |
13 |
| 9 |
2
Weeks + 4 Days |
14 |
| 10 |
3
Weeks |
15 |
| 11 |
3
Weeks + 1 Day |
16 |
| 12 |
3
Weeks + 1 Day |
16 |
| 13 |
3
Weeks + 2 Days |
17 |
| 14 |
3
Weeks + 2 Days |
17 |
| 15 |
3
Weeks + 3 Days |
18 |
| 16 |
3
Weeks + 3 Days |
18 |
| 17 |
3
Weeks + 4 Days |
19 |
| 18 |
3
Weeks + 4 Days |
19 |
| 19 |
3
Weeks + 4 Days |
19 |
| 20 |
4
Weeks |
20 |
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Note:
Annual leave earned during an employment year must be used prior
to the end of the next employment year and does not "carry
over."
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Department
Heads will approve a maximum of one (1) week's vacation for
employees, when practical, after the employee has completed
the six-month probationary period.
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Prior
to completion of the first year, with approval, an employee
may be granted annual leave computed on the basis of one (1)
calendar day for each month of employment.
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INCENTIVE
AWARD DAYS
In conjunction with sick leave, an employee may be awarded an
additional day(s) of leave as an incentive not to use sick leave,
as prescribed below:
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| 1. |
One
(1) award day will be granted for each quarter (3-month
period of time) as of October 1st of each year in which
no sick leave is used. Each quarter is independent of
the others.
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| 2. |
Four
(4) Incentive Award Days may be earned during the fiscal
year at the rate of one per quarter (October 1 - December
31; January 1 - March 31; April 1 - June 30; July 1 -
September 30). If an employee maintains a perfect attendance
record for the fiscal year, without using any sick leave,
an additional (fifth day) Incentive Award Day is granted.
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| 3. |
Any
time sick leave is used during any quarter, no Incentive
Award Day will be earned in that quarter.
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| 4. |
New
employees employed by the City of Sarasota between fiscal
year quarters will accrue Incentive Award Days starting
with the first day of the next quarter. However, if the
employment date occurs during the first fifteen (15) days
of the fiscal quarter, the accrual period will be retroactive
to the first day of the quarter.
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COMPENSATORY
TIME
Compensatory time as applied to exempt employees may be accumulated
up to a maximum of 80 hours per fiscal year but must be taken
by the end of the fiscal year.
This benefit is intended to permit time off based on extra assigned
work hours, and does not qualify for payment when an employee
leaves the employment of the City.
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COURT
LEAVE
Employees who do not receive compensation/reimbursement by
the court when subpoenaed as a witness on behalf of a public
jurisdiction or when serving on a jury during their normal
working hours, will be compensated at a rate that is equal
to their
normal rate of pay for the hours they are in court. Proof of
jury service must be presented upon request.
However, if the employee receives pay for such service, the
compensation of the employee by the City will be at a rate that
is equal to the normal rate of pay less the court compensation.
Employees who are in court for only part of their normal work
day must report for work when released by the court, unless
the time remaining is not sufficient for resuming work.
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FAMILY
AND MEDICAL LEAVE ACT
It is the policy of the City of Sarasota to provide leave in
accordance with the Family and Medical Leave Act (FMLA). To
obtain information regarding employee entitlements and obligations
under FMLA, contact the Department of Human Resources.
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MILITARY
LEAVE
An employee who is called for active duty with the Armed Forces
of the United States will be granted a military leave of absence
upon presentation of orders from the proper military authority.
Your individual benefits under this plan will vary according
to your particular circumstances. For details, when you need
them, contact your supervisor or the Department of Human Resources.
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SICK
LEAVE
Sick leave with pay is granted by the City on a discretionary
basis to be used only in the case of actual illness, incapacity
or extreme family health emergency. Sick leave with pay is not
a right. Such leaves of absence may be granted by the Department
Head and require the approval of the City Manager or his or
her designee for more than nine (9) working days in any one
(1) employment year. Abuse of sick leave may affect an employee's
opportunities for promotion or may result in disciplinary action.
Verification of the illness by a doctor will be required for
absences in excess of three (3) consecutive calendar days.
An employee who fails to report to work and does not notify
his or her supervisor may be separated from City employment
after an absence of three (3) consecutive work days. Employees
are required to contact their supervisor or Department Head
if unable to report for work.
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BEREAVEMENT
LEAVE
Eligible employees, upon request, may be granted three (3)
days authorized bereavement leave with pay on the death of
a member
of the immediate family. Immediate family is defined to include
the spouse, grandparents, parents, stepparents, brothers,
sisters, stepbrothers, stepsisters, children, stepchildren
and grandchildren of both the employee and the spouse. The
employee may be granted up to five (5) days of authorized
bereavement
leave with pay for attending the funeral of such family member
out of the state.
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