06.09.04 Communicable Disease Sick Leave Policy Emerg. Dec.
CITY OF BOYNTON BEACH, FLORIDA ADMINISTRATIVE POLICY MANUAL CHAPTER: 06 Personnel Policies Policy No. 06.09.04 SECTION: 09 Sick Leave Page: 1 of 2 SUBJECT: 04 Communicable Disease Sick
Leave Policy Pursuant to an Emergency Declaration for Pandemic Events PURPOSE: The City of Boynton Beach’s (herein City) policy regarding the impact of communicable illnesses and diseases
is intended to prevent the spread of illness and diseases between City employees and the public with whom the employees come in contact. In this regard, the interest of the entire workforce
and the public may outweigh the interest of the individual. The primary goals of action on the part of the City when dealing with situations concerning communicable illness and disease
are prevention and containment. Diseases under this policy include influenza, measles, leprosy, Severe Acute Respiratory Syndrome (SARS), tuberculosis and any other identified pandemic
illness. The City may choose to broaden this definition within its best interest and in accordance with information received through the Centers for Disease Control and Prevention (CDC).
PROCEDURE: The City reserves the right to temporarily exclude a person that displays the symptoms of a communicable illness or disease from the workplace facilities, programs and functions
if the organization finds that, based on a medical determination, such restriction is necessary for the welfare of the person who has the communicable disease and/or the welfare of others
within the workplace. Department Heads shall rendered decisions based on the best available medical information from sources such as local, state and federal agencies which monitor contagious
illness and disease. The City will comply with all applicable statutes and regulations that protect the privacy of persons who have a communicable disease. Every effort will be made
to ensure procedurally sufficient safeguards to maintain the personal confidence about persons who have communicable diseases. SICK LEAVE POLICY Employees who manifest the symptoms of
illness or disease shall not report to work and must use accrued sick leave until the symptoms are eliminated or until the employee has obtained a written medical opinion that the employee
is not contagious and does not present a risk to co-workers or the public. If suffering from allergies or some other ailment with no associated threat of contagion, then the employee
may come in to work or stay home on sick leave. However, an employee who comes to work and displays the symptoms of illness or disease shall immediately be sent home by the employee’s
supervisor following consultation with a Division or Department Manager. If not attending work, the employee should follow current procedures in compliance with their collective bargaining
agreement, if applicable, the City’s Personnel Policy Manual or the Departments notification policy to alert his/her superior of the absence and the reason for the absence. TRAVEL RESTRICTIONS
The City will follow local, state, and federal travel recommendations during any communicable disease emergency. The City may restrict travel to affected domestic and international sites,
recalling non-essential staff working in or near an affected site if an outbreak begins, and may distribute health information to persons who are returning from affected areas.
CITY RESPONSE PLAN Set procedures will be established for activating the City’s response plan when a pandemic event is declared by public health authorities altering the City’s operations
accordingly. SICK LEAVE PAY POLICY Sick leave will be paid at the employee’s regular rate of pay and charged against accrued sick leave. If sick leave is exhausted, then the absence
will be charged against vacation, compensatory, or other accrued leave, in that order. Employees will accrue sick time each pay period in accordance with their collective bargaining
agreement or if they are regular employees in accordance with the City’s Personnel Policy Manual and the City’s pay plan. They may take the time as needed upon accrual. Pay and benefits
during sick leave: Sick leave pay will be based on the employees regular work schedule at straight time and at the employee’s base rate. Medical insurance premiums will continue to be
paid if the employee remains in a paid status for at least 24 hours weekly, or in accordance with their respective collective bargaining agreement. Certification of illness: Certification
of illness by a physician will only be required in accordance with the collective bargaining agreements and the City’s Personnel Policy Manual. LEAVE OF ABSENCE Eligible employees, who
have completed their probationary period, may request unpaid leave after using all applicable paid leave (including sick and vacation leave). Requests for leave must be in writing. Leaves
of absence without pay of up to 30 calendar days can be approved by the employee’s Department Head and the Human Resources Director. Leaves of absence in excess of 30 calendar days must
be approved by the City Manager. While on leave without pay, employees are expected to pay for any benefit premiums, including their own personal coverage, while on leave without pay
by sending premium payments to the Finance Department. Creditable pension service time may also be impacted. UNAUTHORIZE ABSENCE Unauthorized absence is defined as failure to meet the
assigned work schedule and/or failure to notify the department as required. If an unauthorized absence continues for a period of three (3) working days, the Department Director may consider
the employee as having abandoned the job and given a voluntary resignation. Dismissal due to an unauthorized absence shall not be considered a disciplinary separation unless referenced
in an employee’s respective collective bargaining agreement. EFFECTIVE DATE: August 2009 Kurt Bressner Kurt Bressner City Manager