Discussion and possible directions to staff on any and all matters regarding Resolution No. 2012.  A resolution of the Mayor and City Council of the City of San Luis, Arizona amending the Personnel Policies Sections HR-4-01 and HR-4-05 on sick leave benefits.  (Olivia Jenkins, Director of Human Resources)

The Arizona State Legislature passed new statutes requiring employers to provide "Paid Sick Time" for part-time employees up to 40 hours per fiscal year and other related "Paid Sick Time" benefits.  The city has been providing this benefit effective July 1, 2017. However, the Personnel Policies need to be in line with the new state law requirements.  The fiscal impact to the departments that hold part-time positions will vary depending on the number of part-time (which includes seasonal, temporary, and emergency) hires.  An estimated fiscal impact is $18,948.00 per fiscal year.  This estimate uses a current listing of part-time employees and assuming that all of these part-time employees were to accrue and use the 40 hours Paid Sick Time.
 
Some key points:

• The full-time employees' sick time accrual rate does not change.
• The full-time employees' sick time, for the first 40 hours, will follow the new state law called "Paid Sick Time" (PST). (See HR 4-05(B)).
• Sick time used for "employee’s family member’s illness, injury, examination, or treatment by a licensed health care practitioner, which shall not exceed 40 hours per fiscal year, except in the case of FMLA leave" (See HR-4-05(C)(3)).
• The full-time and part-time employees on sick leave including PST under the new law  ". . . .may be required, after being absent for three consecutive work days, to provide documentation verifying the need for leave."(See  HR-4-05(D)(2)).
• The part-time employees sick time accrual rate is 1 hour of sick time for 30 hours.  The maximum hours which may be accrued are 40 hours per fiscal year.  Any unused sick time is not cumulative.
• Part-time employees may not use PST for the first 90 days of employment.

Human Resources took advantage of the revision to have the Risk Pool Attorney rewrite the provisions that were unclear in the existing sick leave policy.  Attached is (1) the Resolution,  (2) final draft policy, (3) a quick fact sheet summarizing the new state law, (4) current policy HR-4-01 and (5) current policy HR-4-05.  The amendment has been thoroughly reviewed by HR and the City Attorney.

Staff recommends approval of the amendments.