1 RESOLUTION NO. 2022 - XX
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF MARYSVILLE, STATE OF CALIFORNIA, AMENDING A PORTION OF TITLE 5 OF THE MARYSVILLE ADMINISTRATIVE
CODE PERTAINING TO THE ADMINISTRATION OF A PERSONNEL SYSTEM
AND EMPLOYMENT RELATIONS POLICY
At a regular meeting of the City Council of the City of Marysville, State of California held on the 4
th day of January 2022.
WHEREAS, on October 1, 2013, City Council adopted Ordinance No. 1355 establishing the Marysville Administrative Code (MAC); and
WHEREAS, the MAC is a companion to the Marysville Municipal Code, intended for operational policies, rules and regulations, rather than for ordinances carrying fines and penalties for violation; and
WHEREAS, on January 21, 2014, Title 5 was added to the MAC, relating to the administration of a personnel system and employment relations policy for the City government; and NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Marysville that Title 5 of the Marysville Administrative Code is hereby amended as follows:
Section 7557 is added to Title 5, Part 1, Chapter 3, Article 7 to read as follows:
“Section 7557 Sick Leave for Non-Permanent, Temporary or Extra-Help Employees. Nonpermanent, temporary, or extra-help employees who work more than thirty (30) days within a twelve-month period (defined as “eligible employees” for purposes of this section) shall be entitled to earn and accrue paid sick leave at rates and under conditions specified in this section, as generally required by the Healthy Workplaces, Healthy Families Act of 2014. (a) All eligible employees will have 24 hours of paid sick leave front loaded every January 1at the rate of one hour of leave for every thirty (30) hours worked, beginning on the first day of employment.
(b) Any unused sick leave will be cleared or ‘zeroed’ out every December 31 Paid sick leave hereunder ceases to accrue after the leave balance available to an eligible employee reaches fortyeight (48) hours; provided, however, all unused, accrued hours may be carried over from one year to the next, but shall and will not be paid upon separation from City employment. (c) Accrued sick leave hours may not be used until eligible employees have worked at least ninety (90) days as non-permanent, temporary, or extra-help employees of the City. 2 (c) Eligible employees shall be allowed to use a maximum of twenty-four (24) hours of accrued paid sick leave within a twelve-month period, and only for the following reasons:
(1) For eligible employees’ own diagnosis, care, or treatment of an existing health condition or preventive care;
(2) For the diagnosis, care or treatment of an existing health condition or preventive care for eligible employees’ family members, defined as any of the following:
(a) Child, including a biological, adopted, or foster child, stepchild, legal ward, or a child to whom the eligible employee stands in loco parentis; (b) Spouse or registered domestic partner;
(c) Parent, including biological, adoptive, or foster parent, stepparent or legal guardian of the eligible employee or the eligible employee’s spouse or registered domestic partner or a person who stood in loco parentis when the eligible employee was a minor child; (d) Grandparent;
(e) Grandchild;
(f) Sibling.
(3) To obtain relief or services related to being a victim of domestic violence, sexual assault, or stalking, including the following services, when supported with appropriate certification(s) of the need for such services:
(a) A temporary restraining order or restraining order; (b) Other injunctive relief to help ensure the health, safety, or welfare of themselves or their children;
(c) To seek medical attention for injuries caused by domestic violence, sexual assault or stalking;
(d) To obtain services from a domestic violence shelter, program, or rape crisis center as a result of domestic violence, sexual assault or stalking; (e) To obtain psychological counseling related to an experience of domestic violence, sexual assault or stalking;
(f) To participate in safety planning and take other actions to increase safety from future domestic violence, sexual assault, or stalking, including temporary or permanent relocation. (d) Eligible employees must provide reasonable notice of their need to use accrued paid sick leave, as provided in relevant part in Section 7409.
3 (e) Each occurrence of paid sick leave pursuant to this section shall be a minimum charge of two hours, and additional leave is charged in multiples of one hour per occurrence. (f) Time spent on paid sick leave hereunder shall not be considered hours worked. (g) If an eligible employee separates from City employment and is re-hired by the City in the same or another non-permanent, temporary, or extra-help position within one year of the date of separation, previously accrued but unused sick leave hours earned pursuant to this section shall be reinstated.”
I HEREBY CERTIFY that the foregoing resolution was duly and regularly introduced and adopted by the City Council of the City of Marysville, County of Yuba, State of California, on the 4 th day of January 2022, by the following vote:
Ayes:
Noes:
Absent:
Abstain:
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of said City this 4
th day of January 2022.
By: ________________________________
Nicole Moe, City Clerk
City of Marysville, California
By its City Council
By:__________________________________
Chris Branscum, Mayor