Generally, the City observes the following 11 paid holidays, plus two supplemental days are given to non-union regular full-time employees to use at a time of their choosing. Union eligible regular full-time employees get two additional personal days in lieu of supplemental days.

  • New Year's Day
  • Martin Luther King Jr. Day
  • President's Day
  • Memorial Day
  • Juneteenth
  • Independence Day
  • Labor Day
  • Veterans Day
  • Thanksgiving
  • Day after Thanksgiving
  • Christmas Day

When a holiday falls on a Saturday, it will generally be observed on the preceding Friday. If a holiday falls on a Sunday, it will generally be observed on the following Monday.

The two Supplemental Leave days may be taken at any time during the year. Supplemental days may only be used in full day increments.

Vacation/Annual Leave

Annual Leave is granted to all regular, full-time employees. Vacation time is accrued based on the employee's length of service and is calculated on a calendar year basis. Employees will accrue vacation as follows:




 Years of Service

  Monthly Accrual 

 Yearly Accrual

 Less than 5 year

  .83 days

  10 days

 5-15 years

  1.25 days

  15 days

 15-20 years

  1.66 days

  20 days

 Over 20 years

  1.91 days

  23 days

Employees may carry a maximum of 30 days of Annual Leave into a new calendar year. Any Annual Leave in excess of 30 days will be lost on January 1st each year. Annual Leave accrues from the first day of employment, but may only be accessed upon the successful completion of the probationary period (six  months from date of hire).

Personal Leave

If an employee was hired as a regular full-time employee in a non-union eligible position after July 1, 1988, that employee is eligible for six Personal Leave days per year in lieu of sick leave accrual. If the employee is hired as a regular full-time employee in a union eligible position, that employee is eligible for eight Personal Leave days per year in lieu of sick leave accrual. Personal Leave days will be pro-rated for new hires based on hire date. Personal Leave may be used for medical reasons. Personal Leave may be used in any time increments. Employees are allowed to carryover a combined 80 hours of Personal and Supplemental Leave into the next year. Any hours accrued above the 80 hours will be lost on January 1st. All employees covered under this option may purchase up to two additional Personal Leave days a year.

Bereavement Leave

Regular full-time employees are eligible immediately upon hire for up to four paid leave days for the death of an immediate family member. Members of the immediate family include spouse, mother, father (step-parent), brother, sister, son, daughter, (step or adopted), mother/father-in-law, son/daughter-in-law, grandparent or other relative residing in your household for which you are legally or financially responsible.

Jury Duty/Court Leave

The City will excuse those employees called to jury duty for the day(s) or portion of the day(s) required for jury duty. Employee should provide supervisor with a copy of the summons for jury duty.

Employees summoned to appear in court to testify in a case that is not related to the employee's own personal business may use Court Leave. Employee should provide a copy of the court summons to the supervisor. Also, employees testifying as a witness in a judicial proceeding related to City business may also use Court Leave.

Employees who must testify in a judicial proceeding relating to personal matters (i.e. divorce, criminal case) may use their own vacation, personal or supplemental leave or leave without pay for any work days missed.

Medical Leave of Absence

In accordance with the Family and Medical Leave Act (FMLA), the City will grant a family/medical leave of absence of up to 12 weeks unpaid leave per year to any regular full-time employee with at least one year of service. Eligible employees may take family/medical leave for any of the following reasons:

  1. The birth of your child and to care for such child;
  2. The placement of a child with you for adoption or foster care and in order to care for the newly placed son or daughter;
  3. To care for a spouse, your child or parent with a serious health condition; and
  4. Your own serious health condition that renders you unable to perform the duties of your position.