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23 Local 21/SLCEA Memorandum of Understanding January 1, 2022 – December 31, 2024 Regular part-time employees shall, upon the completion of six (6) consecutive months of employment, commence to accrue paid leave, to be used for sick leave, holidays or vacation leave, at the rate of four (4) hours for each full segment of fifty (50) hours worked in the preceding calendar year. Exceptions may be approved at the sole discretion of the Human Resources Director for employees who do not meet the six (6) consecutive months of employment, upon recommendation by the department head. An eligible employee who has worked fewer than fifty (50) hours in a calendar year may carry over into the succeeding calendar year the fewer hours worked for purposes of accruing paid leave. Paid leave earned and accrued under this section is cumulative and may be carried over from one (1) calendar year to the following provided, however, that at the end of this following calendar year the maximum accrual does not exceed one hundred seventy (170) hours. If a part-time employee is separated from employment and is rehired after more than a one-year break in service, the employee must requalify for PTO by working 6 consecutive months. If a part-time employee is hired into a full-time position, their accrued PTO balance will be cashed out during the effective pay period. Section 26. Discipline 26.1 Discipline The City may discharge, suspend, demote or reduce the pay of any employee who has completed the specified probationary period, for cause including but not limited to dishonesty, insubordination, drunkenness on duty, incompetence, willful negligence, failure to perform work as required or failure to comply with the City's reasonable rules regarding safety, conduct and operations, or any conduct causing discredit to the City. In the event an employee feels the discharge or suspension is unjust, the Union shall have the right to appeal the case in accordance with the provisions of this section. A probationary employee may be discharged at any time during the probationary period, and such discharge shall not be subject to appeal or grievance. An employee's request for Union representation at all meetings and hearings related to their disciplinary action or discharge will be granted. 26.2 Presumption of Delivery Any written notice shall be conclusively presumed delivered to the employee on the date the written notice is personally served on the employee. In the event that any notice is sent to an employee by certified mail, return receipt requested, the notice shall be conclusively presumed delivered to the employee on the date the receipt was signed. In the event the certified mail is refused, or in the event the employee