Policy Text
Revisions or additions are highlighted 1 (04/21/2022) ST. PETERSBURG POLICE DEPARTMENT
GENERAL ORDER
Subject: LEAVE DUE TO ILLNESS
Index as: Absenteeism Reintegration
Attendance Related Offenses Scheduled Leave
Extended Illness Leave Serious Chronic Medical Condition
Medical Information Serious Health Condition
Medical Leave Sick Leave
Progressive Discipline Sick While on Vacation
Recuperation Unscheduled Leave
Accreditation Standards: 22.1.2
Cross Reference : G.O. II -13, Court Appearances
G.O. II -37, Check On/Off Procedures
G.O. III -29, Family Medical Leave Act (FMLA)
G.O. III -30, Domestic Violence Leave
V.6:1, Injury Reporting/Worker s’ Compensation
City of St. Petersburg Rules and Regulations of the Personnel Management System ,
Section 6 -2; Section 6 -3; Section 7 -5
Replaces : G.O. III -13, Leave Due to Illness (April 10, 2020 )
This Order explains procedures for employees using leave due to personal illness or that of a family member. It also
establishes criteria for disciplinary action due to abuse of leave or chronic absenteeism.
I. Policy
II. Definitions
III. Unscheduled Leave Notification
IV. Scheduled Illness Leave Notification
V. Notifications for Leave Due to Illness
VI. Access to Accrued Leave
VII. Privacy of Medical Information
VIII. Abusive and Chronic Absenteeism
IX. Return to Work and Reintegration
I. POLICY
A. The St. Petersburg Police Department is responsible for the safety and security of the citizens of St. Petersburg
and, thus, must maintain an adequately staffed police force. When employees become ill or need to care for an ill parent,
child or spouse, the Department has a duty to comply with federal law governing family medical leave. At these times, the
Department must balance the rights of its employees with its staffing requirements. Therefore, it will monitor absences to
ensure requested illness leave is necessary and appropriate.
B. Supervisors shall monitor leave taken by employees to identify and document patterns of abuse and/or chronic
absenteeism. If a pattern of chronic absenteeism is documented, the offending employ ee will be subject to the Department’s
policy of progressive discipline. DATE OF
ISSUE EFFECTIVE DATE NUMBER
April 2016 Immediately III-13
Distribution: All Employees
General Order III -13
Revisions or additions are highlighted 2 (04/21/2022) C. Supervisors must evaluate leave situations for possible Family Medical Leave Act (FMLA) implications. FMLA leave
is considered protected leave under the provisions of this Act. An employee may not suffer any negative work
consequences, such as an adverse performance evaluation or discipline, for any absence covered by FMLA.
D. Forms required to document leave due to illness and FMLA absences are available on the network at
J:\Forms \FMLA_Injury Reporting_Workers' Compensation \FMLA .
II. DEFINITIONS
A. Extended Illness Leave – A benefit providing a full -time employee with basic salary continuation during temporary
periods of extended illness or injury, during which the employee is medically incapacitated and unable to perform their job.
B. Medical Information – Any information fr om an employee, healthcare provider or other source which states an
employee’s diagnosis, prognosis or medical condition.
C. Progressive Discipline – Formal action designed to afford the employee an opportunity to correct the recognized
deficiency. The pro cess often starts with a Memorandum of Counseling but may progress to include suspension or
termination.
D. Recuperation – Time spent at the employee’s home or another approved location, actively trying to overcome the
malady causing the employee’s absence fro m work.
E. Scheduled Leave – An absence that has been both planned by the employee and approved by the employee’s
supervisor at least twenty -four (24) hours in advance, excluding vacation leave less than two weeks , or time that has been
approved through the shift bid process. (See al so G.O. II -37, Time Validation.)
F. Serious Chronic Medical Condition – A serious and continuing medical condition or chronic illness; disability related
to pregnancy; or surgical procedure from which the employee is expected to ultimately recover; including pre-operative and
post-operative office visits and care.
G. Serious Health Condition – An illness, injury, impairment or mental condition that involves one of the following :
hospital care, absence plus treatment, pregnancy, chronic conditions requiring treatments, permanent/long -term conditions
requiring supervision, or multiple treatments (non -chronic conditions).
H. Unscheduled Leave – An absence where the employee has given less than twenty -four (24) hours’ notice to their
supervisor.
III. UNSCHEDULED LEAVE NOTIFICATION
A. When unable to report to work, employees shall make personal notification of their absence , according to the
procedure(s) set forth by their respective Bureau Commander, a minimum of one (1) hour before the employee’s scheduled
check -on time.
1. An Employee who is unable to follow the designated procedure shall:
a. Personally contact the on-duty Watch Commander if assigned to the Uniform Services Bureau.
b. Personally contact a supervisor within their respective Bureau if assigned to any other Bureau.
c. Strive to give supervisors as much notice as possible to assist the supervisor and the emplo yee’s
colleagues.
d. If assigned to TRU and working in a light -d