(a) Eligible employees working on a full-time basis in the City service shall be granted a paid vacation leave, to be accrued at the approved rates specified in Provo City Personnel Policy. Any changes to the approved accrual rates must be accomplished within the existing authorized budget or be brought to the Council for appropriation. Vacation accrual for eligible employees shall be prorated based on accounting for a full eighty (80) hours, or one hundred six (106) hours for Fire Service personnel on a modified work schedule, of paid time in a biweekly pay period. Employees may use accrued vacation leave from the date of employment, including during the probationary period.

(b) An employee shall accrue vacation leave as set forth in Provo City Personnel Policy, but shall reduce total accrued leave to three hundred twenty (320) hours, or four hundred eighty (480) hours for Fire Service personnel on a modified work schedule, no later than the last day of each calendar year. The employee may accrue leave in excess of this limit after the reduction deadline, but must again reduce to the limit by the next reduction deadline. Accrued leave that is unused and in excess of the limit as of reduction deadline shall be forfeited. The use of vacation leave accruals shall be approved by the department head. The department head will provide opportunity for each employee to use vacation leave each year at least to the extent of the employee’s rate of accrual.

(c) Upon termination of employment, for any cause, an employee shall be entitled to vacation leave accumulated through the last day worked, provided the employee has successfully completed the original appointment probationary period.

(a) Eligible employees working on a full-time basis shall accrue sick leave at the approved rate specified in Provo City Personnel Policy. Any change to the approved accrual rate must be accomplished within the existing authorized budget or be brought to the Council for appropriation. Sick leave accrual for eligible employees shall be prorated based on accounting for a full eighty (80) hours, or one hundred six (106) hours for Fire Service personnel on a modified work schedule, of paid time in a biweekly pay period. Each employee of the City service may use accrued sick leave from the date of employment, including during the probationary period.

(b) Except as otherwise provided in this Subsection (2), each employee shall be paid annually, on or before the twentieth day of December, fifty percent (50%) of sick leave accrued and unused during the previous twelve (12) month period ending the twenty-third pay period of the calendar year. In figuring the payment under this Section, any sick leave used, other than for on-the-job injuries, funeral, and donated leave, shall be considered as coming from the current twelve (12) month period and not from previous years’ accrued sick leave. An employee with less than two hundred (200) hours of accrued sick leave as of the annual buyout calculation date may elect to not be paid any accrued and unused sick leave during the time period described above. The election shall be made by notifying the Human Resources Division in writing prior to the calculation date.

(c) An employee with less than twenty (20) full-time years of City service who voluntarily leaves the City’s service shall receive payment of a sum equal to twenty-five percent (25%) of the employee’s unused sick leave accruals at the employee’s base rate of pay on the date of termination.

(d) An employee who is laid off due to a reduction in force, or an employee with twenty (20) or more full-time years of City service who voluntarily leaves the City’s service, shall receive payment of a sum equal to fifty percent (50%) of the employee’s unused sick leave accruals at the employee’s base rate of pay on the date of termination.

(e) In the event of a full-time employee’s death, the employee’s beneficiaries shall be entitled to receive payment of a sum equal to fifty percent (50%) of the employee’s unused sick leave accruals at the employee’s base rate of pay on the date of death.

(f) Employees discharged for cause, or who have not successfully completed the original appointment probationary period for reasons other than the employee’s death, shall not be eligible for any sick leave buyout.

(a) Extended Leave without Pay. Provo City may grant extended leaves of absence to qualified employees under circumstances that will not be adverse to the interests of the City, and shall grant such leaves as may be required by law. Leaves of absence without pay, other than extended military leave, will not exceed one (1) year in duration unless otherwise specified and approved by the Mayor. Leaves shall not be regarded as an acquired right by employees unless specifically granted by law. The procedure to request extended leave, and any associated conditions of the leave, shall be outlined in Provo City Personnel Policy.

(b) Military Leave. In addition to extended military leave provided for by law, any full-time employee who is a member of a reserve unit of the United States Armed Forces or State National Guard shall be permitted up to an equivalent maximum of three (3) work weeks of paid leave per calendar year at an annual encampment or training, and is authorized to retain the compensation received from the military for the same period. Such leave does not apply to active duty or extended leave.

(c) Other Leave Categories. Employees may be eligible for other leaves granted by law or approved by the Mayor. Provo City Personnel Policy shall define eligibility requirements and conditions for the following types of leave: parent, family medical, organ donor, court, education, time off to vote, and funeral. Any changes to employee leaves must be accomplished within the existing authorized budget or be brought to the Council for appropriation.