HomeMy WebLinkAboutORD 2024-63 - Add Sec 3.01.323 to code for Parental LeaveORDINANCE NO.2024- (o
AN ORDINANCE OF THE CITY COUNCIL OF THE CITY
OF GEORGETOWN, TEXAS ADDING SECTION 3.01.323
TO CHAPTER 3.01 OF THE CODE OF ORDINANCES TO
PROVIDE PAID PARENTAL LEAVE; REPEALING CON-
FLICTING ORDINANCES AND RESOLUTIONS; INCLUD-
ING A SEVERABILITY CLAUSE; AND ESTABLISHING AN
EFFECTIVE DATE.
WHEREAS, the City of Georgetown seeks to be a family -friendly community that sup-
ports all families to build safe, stable, and nurturing environments for young children; and
WHEREAS, childcare and other caretaking costs can be one of the most significant house-
hold expenses, impacting economic opportunity and affordability for Georgetown families; and
WHEREAS, the federal Family and Medical Leave Act (FMLA) provides a framework
for employees to take time away from their job to care for family members, but does not ensure
pay for that time; and
WHEREAS, the City wishes to recruit and retain talented employees, and must compete
for qualified employees with surrounding cities that offer paid parental leave; and
WHEREAS, for the above -stated reasons, the City Council desires to provide paid parental
leave as set forth below.
NOW THEREFORE, BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY
OF GEORGETOWN, TEXAS, THAT:
Section 1. The meeting at which this ordinance was approved was conducted in compli-
ance with the Texas Open Meetings Act, Texas Government Code, Chapter 551.
Section 2. The facts and recitations contained in the preamble of this ordinance are hereby
found and declared to be true and correct and are incorporated by reference herein and expressly
made a part hereof, as if copied verbatim.
Section 3. Section 3.01.323 is hereby added to Chapter 3.01 of the Code of Ordinances as
shown in Exhibit A.
Section 4. All ordinances or resolutions that conflict with the provisions of this ordinance
are hereby repealed, and all other ordinances or resolutions of the City not in conflict with the
provisions of this ordinance shall remain in full force and effect.
Section 5. If any provision of this ordinance, or application thereof, to any person or cir-
cumstance, shall be held invalid, such invalidity shall not affect the other provisions, or application
thereof, of this ordinance, which can be given effect without the invalid provision or application,
and to this end the provisions of this ordinance are hereby declared to be severable.
Section 6. The Mayor is hereby authorized to sign this ordinance and the City Secretary to
attest. This Ordinance shall become effective and be in full force and effect immediately in ac-
cordance with the provisions of the City Charter of the City of Georgetown". "
PASSED AND APPROVED on First Reading on the I � of 1 �gi?.I , 2024.
PASSED AND APPROVED on Second Reading on the �f LIK, 2024.
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CITY 0F/"EORGETOWN, TEXAS
Josh S
ATTEST:
Robyn De smore, City Secretary
APPROVED AS TO FORM:
SkyeMasson, City Attorney
EXHIBIT A
Sec. 3.01.323. — Paid parental leave.
A. Purpose: To enable eligible employees to receive time away from work with pay
following the birth of an employee's child or the placement of a child with an employee
in connection with adoption or foster care. The purpose of paid parental leave is to enable
the employee to care for and bond with a newborn or a newly adopted or newly placed
child.
B. Scope: Paid parental leave is available to eligible employees for the birth of the
employee's child or the placement of a child with the employee for adoption or foster
care.
C. Policy:
1. Eligibility: To be eligible for paid parental leave, the employee must be in a
regular, full-time budgeted position and qualify for Family and Medical Leave
(see Family and Medical Leave #322). Paid parental leave will run concurrently
with FMLA leave when FMLA eligibility requirements are met.
2. Parental leave must be taken within the first six-month period after the date of the
birth or placement of a child for adoption or foster care.
3. Eligible employees shall receive up to thirty (30) working days of paid leave, for
a maximum of two -hundred forty (240 hours) (six weeks) for employees
scheduled to work 40 hours per work week or 360 hours for fire employees on
shift.
a. Such leave shall be compensated at the employee's regular rate of pay.
b. Any unused paid parental leave shall be forfeited at the end of the
approved six-month period.
c. Any remaining balance of parental leave will not be paid out at separation.
4. Employees are not entitled to take parental leave intermittently or on a reduced
leave schedule unless approved by the City Manager.
5. If the employee fails to return to work at the end of the approved leave, the City
may recover from the employee the cost of any payments made to maintain the
employee's benefits coverage, unless the failure to return was beyond the
employee's control.
6. This policy will be in effect for births, adoptions, or placements of foster children
on or after January 1, 2025