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1. Except in cases of disability retirement, upon non -disciplinary termination of <br />employment and at least ten (10) years of cumulative full-time service with the <br />City, an employee shall be entitled to receive a portion of or their total <br />accumulated and unused sick leave balance, depending on their years of <br />cumulative full-time service with the City, upon the effective date of such <br />termination, at the rate of pay effective on the date of such termination. <br />Upon termination of employment with the City, employees may deposit their <br />accumulated, but unused sick leave hours into their Retirement Health Savings <br />(RHS) account, subject to the following: <br />• For employees who had less than ten (10) years of service with the City <br />as of September 30, 2010, the maximum sick leave eligible, after ten (10) <br />years of full-time service, shall be equal to one third (1/3) of the total sick <br />leave accumulated, up to a maximum of three hundred and twenty-five <br />(325) hours. <br />• For employees who have at least ten (10) years of full-time service with <br />the City prior to October 1, 2010, the maximum sick leave eligible, after <br />ten (10) years of full-time service, shall be equal to one third (1/3) of the <br />total sick leave accumulated, up to a maximum of four hundred and <br />twenty-seven (427) hours. <br />• For employees with at least fifteen (15) years of full-time service with the <br />City, they may convert up to one hundred percent (100%) of their unused <br />sick leave to the RHS up to a maximum of one thousand six hundred <br />(1,600) hours. <br />For employees hired as new employees from outside the City into this <br />bargaining unit on or after the date of City Council approval of this 2022-2025 <br />MOU, there shall be no conversion of sick leave to RHS at termination. Per <br />Section 10.D above, these employees shall have their sick leave above seven <br />hundred (700) hours converted to the RHS in the first full pay period in January <br />of each year if employed by the City. Sick leave has no cash value at <br />termination. <br />2. A lump sum payment of the amount shall be made to the beneficiaries of any <br />eligible employee whose death occurs while such employee is an active <br />employee of the City. Such payment shall be in the amount as described above <br />and at the rate of pay in effect on the date of death. <br />10.2 Bereavement Leave <br />A. An employee shall be granted up to three (3) working days per incident of paid <br />bereavement leave in case of death of a member of the employee's immediate <br />family. <br />2022-2025 MOU City of Santa Ana & SEW Full -Time Employees Unit Page 54 <br />