PTO Use for Illness. Bargaining Unit Employees may use paid time off for an illness or to care for family members who are ill.
PTO Use for Illness. PTO is available for use for the illness of the employee or the employee’s immediate family. If PTO use for illness exceeds two (2) consecutive scheduled working days, or is on the employee's last scheduled working day before and/or first scheduled working day after the employee's vacation, or exceeds five (5) scheduled working days per year, the City may require the employee to present the certificate of a medical doctor certifying the nature of the illness or injury which necessitated the absence and certifying the employee's ability to return to work. In lieu thereof, if the employee indicates in writing that he/she was not under the care of a doctor, the City may require a written, signed statement from the employee setting forth the reasons for the absence.
PTO Use for Illness. PTO is available for use for the illness of the employee or the employee’s immediate family. If PTO use for illness exceeds two (2) consecutive scheduled working days, or is on the employee's last scheduled working day before and/or first scheduled working day after the employee's vacation, or exceeds five (5) scheduled working days per year, the City may require the employee to present the certificate of a medical doctor certifying the nature of the illness or injury which necessitated the absence and certifying the employee's ability to return to work. In lieu
PTO Use for Illness. Bargaining unit employees may use sick leave for qualifying events, as is defined by the Oregon Sick Leave Law (OSLL) and this CBA. Covered family members, for the purpose of sick leave use (as defined by the OSLL) include a spouse, same-gender domestic partner, biological child, adopted child, stepchild, xxxxxx child, same-gender domestic partner’s child, parent, adoptive parent, stepparent, xxxxxx parent, parent-in-law, same-gender domestic partner’s parent, grandparent, grandchild, and any individual with whom an employee has or had an in loco parentis* relationship. In “loco parentis” means in the place of a parent - that is, people with day-to-day responsibilities to care for or financially support a child, or who had such responsibility for the employee when the employee was a child. The provisions listed below are a summary of rights provided by the OSLL:
1. To care for yourself or your family member with a mental or physical illness, injury, or health condition, need for medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition, or need for preventive medical care
2. To care for an infant or newly adopted child under 18 years of age, or for a newly placed xxxxxx child under 18 years of age, or for an adopted or xxxxxx child older than 18 years of age if the child is incapable of self-care because of a mental or physical disability, completed within 12 months after birth or placement of the child
3. To recover from or seek treatment for a health condition that renders you unable to perform at least one of the essential functions of your regular position
4. Absences associated with the death of a family member by:
a. Attending the funeral or alternative to a funeral of the family member
b. Making arrangements necessitated by the death of the family member
c. Xxxxxxxx the death of the family member
5. Absences related to domestic violence, harassment, sexual assault or stalking
a. To seek legal or law enforcement assistance or remedies to ensure the health and safety of yourself or your minor child or dependent, including preparing for and participating in protective order proceedings or other civil or criminal legal proceedings related to domestic violence, harassment, sexual assault or stalking
b. To seek medical treatment for or to recover from injuries caused by domestic violence or sexual assault or harassment or stalking that you or your minor child or dependent experienced
c. To obtain, or to assist a mi...
