Resolution 5852

RESOLUTION NO. 5852
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHANDLER,
ARIZONA, AMENDING CITY OF CHANDLER PERSONNEL RULE 15,
LEAVES OF ABSENCE, SECTION 9, USE OF CITY SICK LEAVE
WHEREAS, the Human Resources Director is charged with preparing Personnel Rules for the
administration of the City's merit system, including any necessary amendments thereof; and
WHEREAS, the Human Resources Director proposes the amendment of Personnel Rule 15 to
update and clarify procedures and practices related to the adoption of the Parental Leave Program;
and
WHEREAS, the proposed amendment has been reviewed by the City Manager and referred for
action.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Chandler, Arizona,
as follows:
Section 1.
The amendment of Personnel Rule 15 attached hereto as Exhibit A is approved and
adopted.
Section 2.
All other Personnel Rules not amended hereby shall remain unchanged.
PASSED AND ADOPTED by the City Council of the City of Chandler, Arizona, this 12th day of
December 2024.
ATTEST:
CITY CLERK 
MAYOR
CERTIFICATION
I HEREBY CERTIFY that the above and foregoing Resolution No. 5852 was duly passed and
adopted by the City Council of the City of Chandler, Arizona, at a regular meeting held on the 12th
day of December 2024, and that a quorum was present thereat.
___________________________________
CITY CLERK
APPROVED AS TO FORM:
_______________________________
CITY ATTORNEY

Resolution 5852
Exhibit A
Rule 15 - LEAVES OF ABSENCE
Section 9. Use of City Sick Leave
A. 
City Sick Leave is not a benefit that employees may use at their discretion. Sick
leave is a privilege and shall be allowed only for the following purposes:
1.
For recovery from personal illness or injury. Minor ailments, which do not
affect the safety of employees, persons or property or endanger the health
of other persons while performing job duties, do not qualify an employee
for sick leave.
2.
For diagnosis, prevention and/or treatment of a personal illness or injury
including medical, dental, and optical treatments.
3.
When the employee needs health care treatment and examination when
prescribed or performed by a licensed health care practitioner.
4.
For an illness or injury of a family member (defined for purposes of City
Sick Leave as spouse, any parent or a child, including adoptive or foster
children, or any relative for whom the employee is responsible for providing
regular day-to-day care). The supervisor, after consultation with the
Human Resources Director, may request a medical certification from a
health care provider to verify that it is necessary for the employee to
provide physical or psychological care for a family member who is unable
to care for his/her own basic medical, hygiene, or safety needs, or is unable
to transport him or herself to the doctor or treatment facility. For FMLA-
qualifying leave, “family member” means spouse; parent (including
adoptive, foster, or stepparent, or individual who stood in loco parentis to
employee), or child (including adoptive, foster, or stepchild, or child of
employee standing in loco parentis).
5.
For an approved Family & Medical Leave for the birth of a child or for the
placement of a child with the employee for adoption or foster care, the an
eligible full-time employee may use Parental Leave as set forth in
Administrative Regulation CC Reg. CM-86, Parental Leave Program. up to
80 hours of sick leave (or the equivalent as computed under the Rule for
Fire employees assigned to more than a 40 hour week or the Rule for
regular employees who work less than full- time but 1,040 hours or more a
year in a part-time budgeted position) if supported by a birth certificate or
legal documentation of the placement of the adoptive or foster child. A
medical certification will be required for the use of sick leave for a serious
health condition in excess of Parental Leave. of 80 hours (or equivalent)

B.
Any absence of three (3) or more consecutive workdays due to a serious health
condition of an employee or employee’s family member as defined by the Family
Medical Leave Police and Family Medical Leave Act of 1993 (FMLA) must be
reported in accordance with the City’s Administrative Regulation CC Reg. CM-58,
Family and Medical Leave Policy.
C.
The Department Director, after the consultation with the Human Resources
Director, may require an employee to be medically evaluated by a health care
provider when there is reason to believe the employee is unable to perform the
requirements of his or her job safely or might pose a danger to the property or
health and safety of other persons while performing job duties.
D.
Employees shall be responsible for the cost of any required medical examinations
performed by their own health care provider using their personal health insurance.
Medical examination required by the City is to be performed by an independent
health care provider and will be at City expense.
E.
Should any employee fail to return to work or continue to use sick leave benefits
after a determination has been made that the employee is able to return to work,
the leave may be regarded as an unexcused absence. An employee who does
not return to work under these circumstances may be dismissed.
F.
The City Manager or designee will establish policies for the certification of City
Sick Leave usage.

G.
Nothing in these sections shall be construed to diminish the Department Director’s
authority to dismiss an employee in accordance with Rule 5, Section 5.
H.
When a laid off employee is re-employed from the register, the employee’s sick
leave balance at the time of lay-off shall be restored.
I.
All sick leave not designated by the employee as Statutory Sick Leave shall be
subject to the rules, policies, and procedures applicable to City Sick Leave.