Policy Text
Policy
1009Fremont Police Department
Sick Leave
1009.1 PURPOSE AND SCOPE
This policy provides general guidance regarding the use and processing of sick leave. The accrual
and terms of use of sick leave for eligible employees are detailed in the City personnel manual
or applicable collective bargaining agreement.
This policy is not intended to cover all types of sick or other leaves. For example, employees may
be entitled to additional paid or unpaid leave for certain family and medical reasons as provided
for in the Family and Medical Leave Act (FMLA) (29 USC § 2601 et seq.), the California Family
Rights Act, leave for victims of crime or abuse, or for organ or bone marrow donor procedures (29
CFR 825; Government Code § 12945.2; Government Code § 12945.8; Labor Code § 1510).
1009.2 EMPLOYEE RESPONSIBILITIES
Sick leave may be used for absences caused by illness, injury, diagnosis, care or treatment for
existing health conditions, temporary disability (including pregnancy/maternity), or for medical,
dental or vision exams or medical treatment of the employee or the employee's immediate family
when it is not possible to schedule such appointments during non-working hours.
Sick leave is not considered vacation, and abuse of sick leave may result in discipline and/or denial
of sick-leave benefits. Employees on sick leave shall not engage in other employment or self-
employment, or participate in any sport, hobby, recreational or other activity which may impede
recovery from the injury or illness.
Upon return to work, employees shall complete and submit a leave request describing the type of
leave used and the specific amount of time taken.
1009.2.1 NOTIFICATION
Employees are encouraged to notify the Communications Unit or appropriate supervisor as soon
as they are aware that they will not be able to report to work. At a minimum, employees shall make
such notification no less than one hour before the start of their scheduled shift. If an employee is
unable to contact a supervisor in the case of an emergency, every effort should be made to have
a representative contact a supervisor.
When the necessity to be absent from work is foreseeable, such as planned medical appointments
or treatments, the member shall, whenever possible and practicable, provide the department with
no less than 30 days' notice of the impending absence (Labor Code § 246).
Upon return to work, members are responsible for ensuring their time off was appropriately
accounted for, and for completing and submitting the required documentation describing the type
of time off used and the specific amount of time taken.
1009.3 EXTENDED ILLNESS
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Fremont Police Department
Sick Leave
Employees on extended absences shall, if possible, contact their unit supervisor at three-day
intervals to provide an update on their absence and expected date of return. Employees absent
from duty due to personal illness in excess of three consecutive days may be required to furnish
a statement from their health care provider supporting the use of sick leave and/or the ability to
return to work.
Nothing in this section precludes a supervisor from requiring, with cause, a health care provider’s
statement for an absence of three or fewer days after the first three days of paid sick leave are
used in a 12-month period.
1009.4 EXTENDED ABSENCE
Members absent from duty for more than three consecutive days may be required to furnish a
statement from a health care provider supporting the need to be absent and/or the ability to return
to work. Members on an extended absence shall, if possible, contact their supervisor at specified
intervals to provide an update on their absence and expected date of return.
Nothing in this section precludes a supervisor from requiring, with cause, a health care provider’s
statement for an absence of three or fewer days after the first three days of paid sick leave are
used in a 12-month period.
1009.5 REQUIRED NOTICES
The Human Resources Director shall ensure:
(a)Written notice of the amount of paid sick leave available is provided to employees as
provided in Labor Code § 246.
(b)A poster is displayed in a conspicuous place for employees to review that contains
information on paid sick leave as provided in Labor Code § 247.
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