HomeMy WebLinkAbout8.a. Request to Extend Personal Leave of Absence CITY OF ROSEMOUNT
EXECUTIVE SUMMARY FOR ACTION
CITY COLJNCIL MEETING DATE: JULY 20, 1999
AGENDA ITEM: REQUEST TO EXTEND PERSONAL LEAVE AGENDA SECTION:
OF ABSENCE OLD BUSINESS
PREPARED BY: THOMAS D. BURT AGEND���� � Q �
CITY ADMII�TISTRATOR ���
ATTACHMENTS: LETTER OF REQUEST;POLICY APPROVED BY��
On October 6, 1998, the City Council approved a medical leave of absence for Tom Murphy. This leave expires
on July 26, 1999, and Mr. Murphy is requesting an extension of his leave to August 25, 1999. Section 37 of the
Personnel Policy, entitled Personnel Leave of Absence without Pay, states the Council can approve a leave of
absence up to one year.
Although the City Council concurred the ice arena manager position was no longer an essential position in the
organizational structure of the parks and recreation department and directed staff to exclude this position from
the proposed budget for the Year 2000,the Council may wish to consider Mr. Murphy's request. The personal
leave policy states: "When personal leave ends, every reasonable effort will be made to return the employee to
the same position, if it is available, or to a similar available position for which the employee is qualified."
Approving Mr. Murphy's request would give the City additional time to consider Mr. Murphy for other
positions within the City that Mr. Murphy may be interested in pursuing. The personal leave policy also states
that"Requests for personal leave will be evaluated based on a number of factors, including anticipated work
load requirements, reasons for the requested leave and staffing considerations during the proposed period of
absence. Approval would be granted only when it is in the best interest of the City." Since a decision has been
made to eliminate the arena manager position and there are no anticipated work load requirements, there are no
factors for denying his request. In fact the Council may want to extend his leave until October 6, 1999 which
would allow Mr. Murphy to have a one-year leave of absence as provided by the policy.
RECOMMENDED ACTION: MOTION TO EXTEND TOM MURPHY'S LEAVE OF ABSENSE TO
OCTOBER 6, 1999 .
Thomas J. Murphy
- � 12865 Bengal Ave.
Rosemount, MN. 55068
July 13, 1999
Susan Waish
Rosemount City Hall
2875— 145th St. West
Rosemount, MN. 55068
Dear Susan Walsh:
As you know, i am on a 12-month medical leave which is dated July 26, 1999. As
of Friday, July 9, 1999 I was asked to take a employer/doctor requested test. I
was able to get scheduled far this test for Friday, July 16th, 1999. I am pushing
the doctor to get the results of this test ASAP to Dr. Ormiston's office (my
neurologist) as he can review it for my return to my job at Rosemount Ice Arena.
As we are in a tight time frame for the date of July 26, 1999, I am asking for a
possible 2 —4 week extension (August 25�', 1999) of this medical leave. I am
asking this of you not for more medical time but as to allow for any unforeseen
doctor: delay's/vacations/requests that have currently arisen for my release to
return to my current job at the ice arena.
I am making big improvements in myself and will continue to do so.
Thank you,
o� �
- Tom Murphy
Section 37. PERSONAL LEAVES OF ABSENCE WITHOUT PAY
. The City may provide leaves of absence without pay to regular full-time employees who wish to
take time off from work duties to fulfill personal obligations such as family or medically related
circumstances not covered by e�cisting law. �
� � A leave of absence may be granted to an employee requesting such leave in writing. A .
department head may approve a personal lea�re of absence for a maximum of five(5) days. Upon
affirmative recommendation from the depaYhnent head,the City Administrator may approve a
personal leave of more than five (5) days,up to and including ninety(90) days. Leave of
absence beyond ninety(90)days must be for extenuating circumstances. Personal leave of up to
one(1)year requires City Council action. Requests for personal leave will be evaluated based on
a number of factors,including anticipated work load requirements,reasons for the requested `
leave, and staffing considerations during the proposed period of absence. Approval would be .
granted only when it is in the best interest of the City.
Vacation leave, sick leave and compensatory time must be exhausted prior to approval of any
unpaid personal leave. Leaves authorized by Section 37 shall be reduced by any unpaid leave
taken under Sections 35 or 36. _
Benefit accruals, such as vacations, seniority,�sick leave, city contributions toward employee
insurance coverages or holiday benefits will be suspended during any unpaid leave of absence
. exceeding ten(10) days and will resume upon return to active employment. Insurance benefits
will continue if fully subsidized by the employee. If the employee chooses not to continue
insurance coverage during an unpaid leave of absence,reinstatement into the group insurance
program will be subject to any conditions imposed by the insurance provider. When personal
leave ends, every reasonable effort will be made to retum the employee to the same position,if it
is available, or to a similar available position for which the employee is qualified. However,the
City cannot guarantee reinstatement in all cases.
If an employee fails to report to work promptly at the expiration of the approved leave period,the �
City will assume the employee has resigned.
Section 38. UNAPPROVED ABSENCES
An employee must receive prior approval for an absence from work. An employee absent from
duty without approval of the employee supervisor may be subject to disciplinary action up to and
including discharge. An employee who is absent from work,without approval, for five(5)
consecutive days shall be considered to have voluntarily resigned from employment with the
City.
Section 39. SEVERE WEATHER CONDITIONS
When severe weather conditions prohibit an employee from reporting for the employee's normal
work shift, a non-exempt employee shall be paid only for those hours actually worked. Absences
. due to weather conditions may be char�ed to accrued vacation or compensatory time or the time
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