KC Skyline

City Clerk Web Search

Search the Ordinances:

Legislation #: 150432 Introduction Date: 6/4/2015
Type: Ordinance Effective Date: none
Sponsor: None
Title: Amending Article VIII of the Administrative Code of Kansas City, Missouri, “Classification and Compensation Plan,” by repealing Section 2-1104, Special leave, and enacting a new section of like number and subject matter that establishes a paid parental leave policy for eligible employees.

Legislation History
DateMinutesDescription
6/3/2015 Filed by the Clerk's office
6/4/2015 Referred to Finance, Governance & Ethics Committee
6/10/2015 Do Pass as a Committee Substitute
6/11/2015 Assigned Third Read Calendar as Substituted
6/18/2015 Councilmember Sharp (Second by Ford) Move To Hold On Docket
6/18/2015 Held on Docket (6/25/2015)
6/25/2015 Passed as Substituted

View Attachments
FileTypeSizeDescription
150432.pdf Authenticated 238K Authenticated
150432 fiscal note.xlsx Fiscal Note 16K revised fiscal note
150432com.docx Compared Version 27K compared version
fiscal note.pdf Fiscal Note 16K Fiscal Note
fact sheet.pdf Fact Sheet 187K Fact Sheet

Printer Friendly Version

COMMITTEE SUBSTITUTE FOR ORDINANCE NO. 150432

 

Amending Article VIII of the Administrative Code of Kansas City, Missouri, “Classification and Compensation Plan,” by repealing Section 2-1104, Special leave, and enacting a new section of like number and subject matter that establishes a paid parental leave policy for eligible employees.

 

BE IT ORDAINED BY THE COUNCIL OF KANSAS CITY:

 

Section 1. That Article VIII of the Administrative Code of Kansas City, Missouri, is hereby amended by repealing Section 2-1104, Special leave, and enacting a new section of like number and subject matter, to read as follows:

 

Sec. 2-1104. Special leave.

 

(a)   Jury duty.  An employee may receive special leave with pay when he or she is required to serve on a jury and the hours of jury duty conflict with the hours of his or her city work. Such employees may keep the County or State jury fee; however, employees must convey his or her Federal jury fee to the City through his or her department head. In case the employee serves on a jury during his or her nonworking hours or days, the employee shall be permitted to keep the jury fee. However, the employee must inform his or her supervisor of his or her jury service. Jury leave for all regular employees allocated to classes covered by a memorandum of understanding shall be governed by the appropriate memorandum of understanding. 

 

(b)   Training courses.  Special leave with pay may also be granted by a department head, with the approval of the director of human resources, for the purpose of allowing a regular employee to engage in official training courses or to participate in other official activities. 

 

(c)   Sabbatical leave for judges of municipal court.  Upon recommendation for approval by the presiding judge and approval by the city manager, judges of the municipal court shall be granted a sabbatical leave of up to six months for purposes of full-time study or teaching directly related to the profession of law. No judge shall be eligible for such leave unless he or she has served at least three years. No judge shall be granted such leave more than once during any five-year period. Not more than one judge per fiscal year shall take sabbatical leave. During any such leave a judge shall continue to be paid by the city at the rate of one-half the regular salary and shall continue to be eligible for participation in the city health and life insurance programs, pension program and other employment benefits. 

 

(d) Community Partnership Initiative. Each fiscal year, any regular employee may be allowed a maximum of eight hours paid leave to volunteer with area schools, including those of their children, or to volunteer with one of the City’s approved Combined Charity organizations. The employee must timely request this leave and leave shall be granted only when it will not cause undue or unnecessary imbalances in staffing levels. Employees not participating in activities for which this leave was granted to them shall have this paid leave time changed to absences without leave and appropriate disciplinary action will be taken. The department of human resources will monitor the use of the community partnership initiative and may promulgate additional requirements in its rules and regulations.

(e) Paid Parental Leave. All regular and appointed employees who are eligible to take leave under the City’s Family and Medical Leave Policy shall be granted paid parental leave due to the birth of the employee’s child or the placement within the employee’s home of an adopted child in accordance with the following provisions: 

(1)               An eligible employee will receive up to six (6) continuous weeks of pay at 100% of the employee’s base pay per birth or adoption event.

 

(2)               An eligible employee who is the birthing mother may receive an additional two (2) weeks of leave at 100% of base pay if it is deemed medically necessary for the birthing mother to recover from a cesarean section delivery and/or other documented medical complications associated with the birth.

 

(3)               If both parents are eligible employees, each will receive the leave available under sections (e)(1) and (e)(2) of this section.

 

(4)               Leave will be based on the employee’s certified normal rate of pay, not including premiums or overtime.

 

(5)               Leave will run concurrently with Family and Medical Leave under the City’s Family and Medical Leave Policy and must be utilized within twelve (12) weeks following the birth or adoption of a child.  Paid Parental Leave will not reduce eligibility for other types of paid and unpaid leaves such as sick leave, vacation, personal leave, holiday, and short-term disability.

 

(6)               An eligible employee must submit a completed Employee Request for Family and Medical Leave Form, requesting FML leave to the Human Resources Benefits Office at least thirty (30) days prior to the anticipated date of the leave. To the extent the 30 day notice is not possible, the employee must submit a completed Employee Request for Family and Medical Leave Form to the Human Resources Benefits Office as soon as possible.

 

(7)               Multiple births or adoptions do not increase the length of leave granted for the birth or adoption event. 

 

(8)               An eligible employee will be required to furnish appropriate medical documentation for the birth of a child.  If applicable, the medical certification requirements for FML leave will govern.  The medical documentation must be completed and signed by the individual’s health care provider.

 

(9)               An eligible employee will be required to furnish appropriate adoption documentation, such as a letter from an adoption agency, or from the attorney in cases of private adoptions.

 

(10)           Surrogate mothers and sperm donors are excluded from coverage under this policy, as are parents who elect to place their newborn child/children for adoption.

 

(11) A fraudulent request for Paid Parental Leave shall be grounds for serious disciplinary action, up to and including termination of employment.

 

(12) This policy is in effect for childbirths or adoptions occurring on or after May 1, 2016.

 

__________________________________________

 

  Approved as to form and legality:

 

 

_______________________________

Saskia C.M. Jacobse

Associate City Attorney