Potential Holiday Closure. The City may close some offices to the public between December 24 and January 1 in each year of the term of the MOU. The City will notify employees and the bargaining unit by July 1 each year if a holiday closure will occur and which City functions and employees will be affected. It is anticipated that some functions will not be closed in order to provide essential service to the public. In the event the employee’s function is closed, employees requesting to work over the holiday closure period will inform and work with their supervisor to develop a list of projects and tasks to be completed during the closure period by the second Friday in November each year. An employee’s request to work during the closure period shall not be unreasonably denied. If an employee is requesting time off during the holiday closure, but has been recently hired by the City or returning from an authorized medical leave and has exhausted all leave balances prior to or during the holiday closure, the City may authorize the employee to use vacation leave that will be accrued in subsequent payroll periods to ensure the employee remains on paid status during the holiday closure. Such requests will need to be approved by the Department Head and given to the Human Resources Manager by December 1.
Potential Holiday Closure. The City may close some offices to the public between December 24 and January 1 in each year of the term of the MOU. The City will notify employees and the bargaining unit by August 1 each year if a holiday closure will occur and which City functions and employees will be affected. It is anticipated that some functions will not be closed in order to provide essential service to the public. In the event that City offices are closed between December 24 and January 1, employees will have the opportunity to discuss with their supervisor whether the employee can work during the closure period. A final schedule will be provided by September 1. With the approval of their supervisor, employees may work during the closure period. If the employee's regular responsibilities can be utilized and/or are needed as part of reduced operations, approval shall not be unreasonably denied and under no circumstances shall any employee be required to take this time off without pay if they do not have sufficient vacation/comp hours to cover the closure time. If it is not operationally feasible for an employee to work during the closure period, they will be granted one eight (8) hour paid day off during the closure period (prorated for regular part time employees). This paid day off may be used in conjunc- tion with other paid leave during the closure period. If members are on a flex or 4/10 schedule, they may use other paid leaves (vacation, comp time, floating holiday, personal day) to supplement the time on the paid day off to bring them to their scheduled amount of hours (for example, 9/80 sched- ule: 8 hours unpaid + 1 hour of comp time, or 4/10 schedule: 8 hours of paid day + 2 hours of floating holiday). If an employee is required to work during the closure period, they may use the eight (8) hour paid day off on another day before the end of the same fiscal year. The paid day off may not be cashed out, and may not be carried over to another fiscal year.
