Item 17 - Memorandum of Understanding with the Santa Ana Management Association and Resolution for Associated Unrepresented Classifcations

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forth in Section 8.6(C))for their regularly scheduled hours for each day they would otherwise have been scheduled to work. During this time period, per Section 8.1 December 24 (except if it falls on a Wednesday in which case December 26 is the holiday), December 25, and January 1 (or the days these holidays are observed) are City holidays. C. Additional Days Off During a Closure 1. Employees-will need to choose from the options in this subsection to cover any additional regularly scheduled work days which are not City observed holidays. 2. Employees may use any of the following accrued leaves they have available to cover any additional day(s) off which may be required by the closure: • Vacation • Management Vacation • Compensatory Time Off • Impact Holiday Leave • Floating Holiday 3. Employees are not permitted to use sick leave for a holiday closure day unless they produce a physician's certification for each day reported as sick leave. This additional certification is not required for employees with approved advance sick leave usage due to FMLA/CFRA/PDL(or any other protected leave). 4. Employees shall have the option of not using paid leave for any, or all, holiday closure day(s) and taking the day(s) off as an absence without pay. 5. Employees hired less than six (6) months prior to the Mandatory Holiday Closure shall have the option of using Management Vacation hours that will accrue in January of the following year as outlined in Article 9.5.Any hours used in advance of the January accrual will be deducted from the hours to be received in January. If an employee uses any Management Vacation hours during the Mandatory Holiday closure and separates from City service prior to accruing the annual management vacation, they will have the hours and pay deducted from their final paycheck.