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Policy 1007Santa Ana Police Department Santa Ana PD Policy Manual Copyright Lexipol, LLC 2025/02/26, All Rights Reserved. Published with permission by Santa Ana Police DepartmentSick Leave - 1Sick Leave 1007.1 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). 1007.2 POLICY It is the policy of the Santa Ana Police Department to provide eligible employees with sick leave benefits. 1007.3 USE OF SICK LEAVE Sick leave is intended to be used for qualified absences. Sick leave is not considered vacation. Abuse of sick leave may result in discipline, denial of sick leave benefits, or both. Employees on sick leave shall not engage in other employment or self-employment or participate in any sport, hobby, recreational activity or any other activities that may impede recovery from the injury or illness (see Outside Employment Policy). Qualified appointments should be scheduled during a member’s non-working hours when it is reasonable to do so. 1007.3.1 NOTIFICATION All members should notify the Station Supervisor, Watch Commander or appropriate supervisor as soon as they are aware they will not be able to report to work and no less than one hour before the start of their scheduled shifts. If, due to an emergency, a member is unable to contact the supervisor, every effort should be made to have a representative for the member contact the supervisor (Labor Code § 246 ). 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. Santa Ana Police Department Santa Ana PD Policy Manual Sick Leave Copyright Lexipol, LLC 2025/02/26, All Rights Reserved. Published with permission by Santa Ana Police DepartmentSick Leave - 21007.4 EXTENDED ABSENCE Members absent from duty for more than three (3) consecutive days may be required to furnish a statement from a health care provider supporting the need for the absence and/or the inability to return to work. Members on 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 (3) or fewer days after the first three (3) days of paid sick leave are used in a 12-month period. 1007.5 REQUIRED NOTICES The Human Resources Manager 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. 1007.6 SUPERVISOR RESPONSIBILITIES The responsibilities of supervisors include, but are not limited to: (a)Monitoring and regularly reviewing the attendance of those under their command to ensure the use of sick leave and absences is consistent with this policy. (b)Attempting to determine whether an absence of four (4) or more days may qualify as family medical leave and consulting with legal counsel or the Human Resources Division as appropriate. (c)Addressing absences and sick leave use in the member’s performance evaluation when excessive or unusual use has: 1.Negatively affected the member’s performance or ability to complete assigned duties. 2.Negatively affected department operations. (d)When appropriate, counseling members regarding excessive absences and/or inappropriate use of sick leave. (e)Referring eligible members to an available employee assistance program when appropriate.