Personnel Board members voted to move proposed revisions to Article 4 of the Personnel Policy Manual — covering holiday pay, observed holidays, special work schedules, sick leave accrual and use, and extended leave requests — to a public hearing for employee comment and subsequent City Council consideration.

Board members said the changes clarify that the holiday commonly called “President’s Day” is now a floating holiday, standardize holiday pay to 8 hours regardless of individual shift lengths, and spell out when holiday pay counts toward overtime for employees on nonstandard schedules. The proposal would allow employees working 10-hour or 12-hour shifts to receive the standard 8 hours of holiday pay and then make up any additional hours with supervisor approval or by using vacation or personal leave.

The board also advanced a provision to frontload new full-time employees with 48 hours of sick leave on their first day of employment (with part-time employees receiving a prorated amount for their probationary period). The draft clarifies that sick leave may be used for health-care appointments and that supervisors or department heads may request verification per existing documentation rules elsewhere in Article 4.

On extended leave, staff explained the proposal preserves the current maximum one-year limit for unpaid extended leave and confirms that such requests require city manager approval; the language unlinks some extended-leave provisions from FMLA so employees may request extended leave for reasons not covered by FMLA.

The board chair moved to forward the Article 4 and related Article 5 edits to a public hearing; a second was made and the motion passed by voice vote with no recorded opposition. Staff said a 10-day public-notice period is required and asked board members to reserve the June 13 meeting slot for the hearing and any subsequent action.

Board discussion included questions about where documentation requirements appear in the manual; staff pointed out the verification/documentation language is present elsewhere in Article 4 and noted it sits immediately below the sick-leave subsection in the draft. A board member asked that the electronic copy retain expandable sections to avoid confusion from minimized paper printouts.

Staff clarified next steps: publish the 10-day notice, conduct the public hearing (the board expects to hold it on June 13 at 10 a.m.), collect comments, and then return the item to the board before sending it to City Council for final consideration.

Less-critical details: the revisions also include minor cross-references to Article 5 where appropriate and editorial cleanups to align terminology with collective bargaining agreements and existing personnel policy formatting.