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9 Local 21/SLCEA Memorandum of Understanding January 1, 2025 – December 31, 2029 • child (biological, adopted, foster, step, legal ward, child of a registered domestic partner, or child to whom the employee stands in loco parentis) • parent (biological, adoptive, foster, step, 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) • sibling • grandchild • grandparent • designated person, who the employee must identify at the time of the sick leave request. Employees are limited to one (1) designated person per twelve (12) month period. In accordance with California’s Healthy Workplaces, Healthy Families Act of 2014, sick leave may be used for an employee’s or family member’s diagnosis, care or treatment of an existing health condition or preventive care, which includes appointments that cannot be made outside of working hours, or for specified purposes for an employee who is a victim of domestic violence, sexual assault, or stalking. An employee absent for more than three (3) consecutive workdays on account of sickness or injury shall provide a medical certification of their inability to work. A. Call-In: To qualify for paid sick leave, an employee must notify their supervisor as soon as possible after the beginning of the workday, but no later than thirty (30) minutes after the start of the workday. Waiver of the foregoing reporting requirement can be made by the Department Head only in specified and unusual circumstances. In instances when an employee cannot report for work on a scheduled workday, such employee shall comply with call-in rules established by the department head for the employee’s work unit. B. Accrual: Sick leave with pay is accrued at the rate of eight (8) hours for each full calendar month of service beginning the first day of the calendar month following full-time probationary employment. Employees whose full-time probationary employment begins on the first workday of the month shall accrue sick leave upon completion of that month. Unused sick leave may be accumulated to a maximum of two thousand (2,000) hours. In the event employee absences from duty are deemed by the City Manager to be the result of concerted activity, any employee claiming sick leave with pay shall be required to provide a doctor's certificate stating the nature of the sickness or injury, the name and signature of the attending physician, the time and date the employee was examined by the physician, and a certification that the disability was of such severity as to prevent the employee from performing the job. The City Manager may also require that the evidence submitted by the employee by reviewed by a physician selected by the City and may require a physical examination by such physician at the City's expense. In those instances where the City Manager requires that this