Effective Date: 9/18/2013
This policy applies to all employees using or recording sick leave.
1. Department Employees Keep Medical Information Confidential
Employee medical information is treated as confidential under City personnel rules, policies and applicable law.
Completed employee Medical Absence Reports (form 2.11) are confidential personnel records.
Employee sick leave includes paid and unpaid time taken for qualified reasons as defined by City Personnel Rules:
3. Employees May Use Sick Leave for an Eligible Family Member
Eligible family member is defined by SMC 4.24.005.
Employees may file a subsequent Affidavit of Marriage/Domestic Partnership for domestic partnerships after 90 days has elapsed from the termination of the prior partnership.
4. The City of Seattle Follows the Sick and Safe Leave Law
5. Employees Will Not Use Sick Leave Under Specific Conditions
Employees will not use sick leave when they are:
- On leave without pay
- Laid off
- On any other non-pay status
- Injured or disabled while working for an employer other than the City of Seattle
- On a regular furlough day, holiday or time outside their regular work schedule.
Exception: Employees may use sick leave if they become ill or injured while on a scheduled trip and provide the Payroll Unit with documentation from a doctor.
6. Employees Will Not Work Secondary Employment While Using Sick Leave
Exception: The Chief of Police may grant exceptions on a case-by-case basis.
7. Employees Contact a Sergeant/Supervisor When Taking Sick Leave
Employees will contact a sergeant/supervisor before the start of their regularly assigned shift on the first day of using sick leave.
8. Employee Sick Leave is Recorded on the Electronic Time Sheet and the Medical Absence Report (form 2.11)
Sergeants/supervisors will record their employees’ sick leave on the electronic time sheet and complete a Medical Absence Report (form 2.11).
Employees returning to work after using sick leave will verify the information on the Medical Absence Report (form 2.11) and sign it.
Sergeants/supervisors will sign the completed, FINAL Medical Absence Report (form 2.11) and submit it to Payroll.
9. Employees Will Use Earned Sick Leave for a Medical Absence
Sergeants/supervisors/employees will not substitute discretionary leave for requested sick leave if an employee has an insufficient sick leave balance.
- Employees may be subject to disciplinary action for being absent from work without sufficient leave.
If the employee does not have sufficient sick time to cover their absence, sergeants/supervisors/employees will mark the timesheet “WS” for time not covered by the employee’s sick leave balance.
10. Employees on Sick Leave for Over Two Weeks Are Placed on a 5-2 Schedule
Sergeants/supervisors will notify the Employment Services Lieutenant and their chain of command if an employee is expected out on sick leave for over two weeks. The sergeant/supervisor will place the employee on a 5-2 schedule.
11. Employees Require Permission to Leave Their Place of Recovery
Employees on sick leave wishing to leave their place of recovery will contact the Employment Services Lieutenant for approval.
The employee will provide the Employment Services Lieutenant with certification from their health care provider stating the employee cannot work but their recovery from the illness/injury is not impeded by the employee leaving their place of recovery.
Exceptions: Medical appointments, sudden unexpected personal emergencies, attendance at religious services, and voting do not require prior approval.
Sworn LEOFF II employees and non-sworn employees will send the Employment Services Lieutenant a completed APF signed by their sergeant/supervisor and their health care professional when returning to work after taking over four consecutive days of sick leave, including Family and Medical Leave.
Sworn LEOFF I employees will send the Employment Services Lieutenant a completed APF signed by their sergeant/supervisor and their health care provider if they take over five consecutive days of sick leave.
The APF will certify the employee could not work due to illness and/or injury during the requested sick leave and that the employee is cleared to resume duty without restrictions on the date they return to work.
13. LEOFF II Sworn Employees and Non-Sworn Employees May Use Disability Benefits
14. A Bureau Chief May Refer an Employee for Psychological Fitness for Duty Evaluation
A Bureau Chief may contact the Human Resources Director to request an employee psychological fitness for duty evaluation. The Bureau Chief will provide documentation of the behavior affecting an employee’s ability to perform their duty.
15. Sworn Employees Surrender Their Department Issued Firearm While Using Sick Leave for Mental-Health Illness
Sworn employees will surrender their Department-issued firearms to their immediate supervisor when using sick leave for a mental health illness.
The Employment Services Lieutenant will take possession of the firearm(s) from the immediate supervisor.
Sworn employees will not take police action while using sick leave for mental health illness.
16. The Employment Services Lieutenant Investigates Sick Leave Abuse
The Employment Services Lieutenant will report sick leave abuse cases to the Human Resources Director. The Human Resources Director will notify the employee's Bureau Chief.
17. The Human Resources Director May Place an Employee on the Mandatory Reporting Program for Sick Leave Abuse
Employees using sick leave while on the mandatory reporting program will provide an Insurer Activity Prescription Form (APF) signed by a health care provider before returning to work.