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SLPMA 20 - 22 7 <br /> <br />4.3 Administrative Leave: Effective January 1 of each year, SLPMA members will <br />receive 50 hours of Administrative Leave to be used during the calendar year. These <br />hours cannot be carried over from year to year. Any hours not used within the <br />calendar year will be lost and cannot be cashed out. <br /> <br />Employees hired or promoted into SLPMA after July 1 shall receive Administrative <br />Leave prorated based on the number of pay periods remaining in the calendar year. <br /> <br />4.4 Funeral Leave. In the event of death in the immediate family of a full-time <br />management employee, the employee shall, upon request to the supervisor, be <br />granted such time off with pay as is necessary to make arrangements for the funeral <br />and attend same, not to exceed a total of five (5) working days. This provision does <br />not apply if the death and/or funeral occurs during the employee's paid vacation, or <br />while the employee is on leave of absence, layoff, sick leave, or any other leave <br />status. <br /> <br /> The immediate family of an employee includes wife, husband, child, stepchild, father, <br />mother, sister, brother, grandchildren, grandparents, mother-in-law, father-in-law, or <br />step-parent where there is a child-rearing relationship. <br /> <br /> Funeral leave applies only in instances in which the employee attends the funeral or <br />is required to make funeral arrangements, but is not applicable for other purposes <br />such as settling the estate of the deceased. It is understood, however, that leave as <br />provided in the preceding paragraph may be granted to commence prior to the death <br />of a member of the employee’s immediate family or where death appears imminent. <br /> <br />4.5 Family Medical Leave Act/California Family Rights Act (FMLA/CFRA). <br />Employees may be eligible for leave under the Family Medical Leave Act (FMLA) <br />and/or the California Family Rights Act (CFRA). The administration of any FMLA or <br />CFRA leave provided for under this provision shall be in accordance with the <br />provisions of the FMLA and the CFRA. Leave provided under this provision may run <br />concurrently with other leaves provided under this agreement, as designated by <br />Human Resources. Additional information regarding available leave benefits is set <br />forth in City Administrative Procedure 1600, Family and Medical Leave Request <br />Process and applicable State and/or Federal law. <br /> <br />4.6 Pregnancy Disability. Employees may be eligible for leave under the California <br />Pregnancy Disability Leave Law (PDLL). The administration of any leave given under <br />the PDLL shall be in accordance with the provisions of the PDLL. Leave provided <br />under this provision may run concurrently with other leaves provided under this <br />agreement. Additional information regarding available leave benefits is set forth in <br />City Administrative Procedure 1630. <br /> <br />Section 5.0 Holidays <br /> <br />Employees shall receive a 7% holiday pay premium in lieu of holiday overtime and accruing <br />holiday time. This pay is in recognition that SLPMA members work in positions that require <br />30