Skip to main content
Loading…
This section is included in your selections.

A. Jury Duty Leave. The city will grant an employee administrative leave for jury duty. Fees paid by the court (other than travel and subsistence allowances) will be turned in for deposit to the city’s general fund.

B. Short-Term Military Leave with Pay.

1. A regular, full-time employee who has served with the city for six months or more immediately preceding an application for military leave and who is a member of the National Guard or a reserve component of the armed forces of the United States is entitled to a leave of absence from their duties for a period not exceeding 15 calendar days in any calendar year.

2. Such leave shall be granted without loss of time, pay, or benefits to which they are entitled.

3. Employees receiving short-term military leave pay shall tender pay received from the military.

4. Military leave with pay may be granted only when an employee receives bona fide orders to active or training duty for a temporary period and shall not be paid if the employee does not return to their position immediately following the expiration of the period for which they were ordered to duty.

5. Military leave with pay shall not be granted to employees entering the service for extended and indefinite period of active duty.

C. Extended Military Leave without Pay.

1. An employee serving in the Guard or Reserve who is called to active duty for an extended tour of duty is eligible for an extended military leave of absence, which may continue up to five years.

2. Upon return from active duty service, they shall return to a position in the same range as their last position at the salary step prevailing for such position without loss of seniority or employment rights.

3. If it is established that they are not physically qualified to perform the duties of their former position by reason of such service, he or she shall be reinstated in other work that they are able to perform at the nearest appropriate level of the pay of their former position.

4. Such employees shall make application for reinstatement within 45 days of discharge or return and shall report to work within three months following separation from active duty.

5. Failure to comply will terminate the extended military leave.

6. When an employee voluntarily reenlists or extends his or her period of military service, this military leave shall be deemed canceled.

7. This rule shall apply so long as it does not violate 38 USC 2021 – 2026 pertaining to reinstatement of city employees returning from active duty. Only to the extent necessary to comply with 38 USC 2021 – 2026, those provisions shall prevail over this rule. (Ord. 12-001 § 3, 2013)