Los Angeles County Municipal Code Ch. 6.20 Leave of Absence

The following terms, when used in this Chapter 6.20 with initial capital letters, shall have the following meanings, unless the context clearly indicates otherwise:

A.

"Actual Work Day Hourly Rate" means the Semi-Monthly Pay Period Rate divided by the number of scheduled workday hours each pay period.

B.

"Calendar Hours" means the number of paid hours in a month for a monthly employee, based on eight hours per day times the number of days in the month. These hours are used for part-pay sick leave. Effective beginning on and after April 1, 2010, or such later date as may be determined by the Chief Administrative Officer when the human resources management system reflecting this provision is implemented, Workday Hours will replace Calendar Hours for part-pay sick leave purposes.

C.

"Calendar-Day Hourly Rate" means the monthly pay rate, exclusive of flat monthly dollar amounts, pay period or hourly adjustments to pay provided for a class by this Title 6, divided by the number of calendar day hours in the month.

D.

"Current Sick Leave" means that sick-leave time which has been earned and accrued in the current calendar year.

E.

"Carryover Sick Leave" means that sick-leave time which was earned and accrued during the preceding calendar year or earlier.

F.

"Sick-Leave Accrual Rate" means the fractional number of sick-leave hours that are earned for each Qualifying Hour.

G.

"A Sick-Leave Day" equals eight work hours of sick leave for a 40-hour employee or 12 work hours for a 56-hour employee.

H.

"Sick Leave Maximum Hours" means the maximum number of sick-leave hours that can be earned and accrued each calendar year.

I.

"Sick Leave Pay Period Rate," effective with the pay period ending April 15, 2012 and upon notification to the board of supervisors by the chief executive officer that the human resources management system implementing this provision is fully operational, means the maximum number of sick leave hours and minutes an employee is entitled to each pay period apportioned according to the number of Qualifying Hours.

J.

"Sick Leave Years of Service" means the number of years of county service that an employee has acquired for sick-leave accrual purposes. For permanent employees, Sick Leave Years of Service are determined by taking the difference between

the employee's leave progression start date and the current date and then rounding down to the nearest full year. For recurrent and temporary employees, the Sick Leave Years of Service are determined by taking the difference between the latest hire date and the current date and rounding down to the nearest full year.

K.

"Workday Hours" means the number of paid hours in a month for a monthly employee, based on eight (8) hours per day times the number of scheduled work days in the month.

(Ord. 2024-0044 § 5, 2024; Ord. 2012-0017 § 34, 2012; Ord. 2010-0014, § 47, 2010; Ord. 93-0019 § 24, 1993.)

A.

Except as provided in this section and Sections 6.20.010 through 6.20.060, any employee shall be considered eligible for sick leave as provided hereby, and may utilize such sick leave when compelled to be absent because of disability resulting from sickness, injury, or pregnancy. Payments made pursuant to this section and Sections 6.20.010 through 6.20.060, except subsections A1 and A2, B and F of Section 6.20.030 and subsection C of Section 6.20.040, shall be made solely on account of disability resulting from sickness, injury or pregnancy.

B.

Employees not eligible for sick leave pursuant to the provisions of this section and Sections 6.20.010 through 6.20.060 include those employed on an hourly basis, employed for less than one-half time, employed as a county officer pursuant to Section 6.28.020, or those employed in positions listed in Section 6.28.060 of this code.

(Ord. 93-0019 § 25, 1993.)

A.

Effective March 1, 1993, for persons hired on or after July 1, 1986, and effective January 1, 1994, for persons hired before July 1, 1986, employees who are eligible for sick leave pursuant to Section 6.20.015 begin to accrue sick leave on a pay- period basis. At the beginning of each succeeding pay period, such employees shall accrue sick-leave hours based on the qualifying hours they have recorded during the preceding pay period. For each qualifying hour recorded in the preceding pay period, a fraction of an hour of sick leave is earned and accrued based on the appropriate Sick Leave Accrual Rate, and subject to Sick Leave Maximum Hours limitations applied each calendar year. The accumulation of sick leave hours towards the calendar year maximum begins each January 1st. When an employee has accrued the maximum number of hours, the employee will not be entitled to accrue any additional hours until the next January 1st, when accrual starts anew. Sick leave accrued in one pay period is available for use in the following pay period.

B.

The maximum hours of sick leave that an eligible employee represented by an employee representation unit shall earn and accrue during a calendar year is specifically designated by the board of supervisors based on the employee's class, and expressed as a number of days or hours of sick leave. Any qualifying part-time permanent employee employed on a monthly basis shall be allowed sick leave in a manner set forth in Chapter 6.20, but in an amount equal to the item sub fractional amount, as defined by Section 6.28.020. The hours corresponding to an authorized number of days shall be adjusted as necessary to reflect assignment to 56-hour workweeks. For 56-hour assignments, employees shall be entitled to earn 12 hours for every eight hours that a 40-hour employee shall be entitled to earn.

C.

The maximum hours of sick leave that an eligible employee who is not represented by an employee representation unit shall earn and accrue is 64 hours per calendar year, if assigned to a 40-hour workweek, or 96 hours per calendar year, if assigned

to a 56-hour workweek.

D.

For employees assigned to a forty (40)-hour workweek who are authorized to accrue ninety-six (96) hours, or for employees assigned to a fifty-six (56)-hour shift who are authorized to accrue one hundred forty-four (144) hours, the maximum hours of sick leave that can be accrued each calendar year is also based on the employee's Sick Leave Years of Service, as reflected by the employee's leave progression start date, or, for an employee without a leave progression start date, the employee's latest hire date.

E.

On the anniversary of the date reflecting a change in the Sick Leave Years of Service as specified in Tables 4 and 5, below, additional hours of sick leave to which the employee is entitled as a result of the employee's length of service shall be applied during the remainder of the calendar year and renew at the beginning of the next calendar year.

F.

The following rules provide the accrual rates and maximum hours for the categories of employees described in the foregoing subsections B, C, and D:

Rule 1. The Sick Leave Accrual Rate is .050 for employees authorized 64 or 80 hours' sick leave per calendar year and assigned to a 40-hour workweek. Effective with the pay period ending April 15, 2012 and upon notification to the board of supervisors by the chief executive officer that the human resources management system implementing this provision is fully operational, the Sick Leave Pay Period Rate shall be four hours and 21 minutes (4:21) per pay period.

Rule 2. When the workweek of an employee authorized 64 hours of sick leave per calendar year is adjusted to reflect assignment to a 56-hour workweek, the Sick Leave Maximum Hours shall be 96 hours and the Sick Leave Accrual Rate shall be .075. Effective with the pay period ending April 15, 2012 and upon notification to the board of supervisors by the chief executive officer that the human resources management system implementing this provision is fully operational, the Sick Leave Pay Period Rate shall be six hours and 32 minutes (6:32) per pay period.

Rule 3. The Sick Leave Accrual Rate and Sick Leave Maximum Hours of employees authorized 96 hours' sick leave per calendar year and assigned to a 40-hour workweek shall be as follows:

Effective with the pay period ending April 15, 2012 and upon notification to the board of supervisors by the chief executive officer that the human resources management system implementing this provision is fully operational, the Sick Leave Pay Period Rate in the tabled situations above shall be four hours and 21 minutes (4:21) per pay period.

Rule 4. The Sick Leave Accrual Rate and Sick Leave Maximum Hours for employees authorized 96 hours' sick leave per calendar year whose Maximum Sick Leave Hours are adjusted to reflect assignment to a 56-hour workweek shall be:

Effective with the pay period ending April 15, 2012 and upon notification to the board of supervisors by the chief executive officer that the human resources management system implementing this provision is fully operational, the Sick Leave Pay Period Rate in the tabled situations above shall be six hours and 32 minutes (6:32) per pay period.

Rule 5. Any unpaid leave not constituting Qualifying Hours in the pay period will cause a proportionate reduction in the sick leave entitlement for that pay period.

G.

Effective May 1, 2005, any employee who forfeited any sick leave at full pay during the period beginning October 1, 2003 through May 31, 2005 due to then existing limits on the accumulation of such time shall be credited on a one-time-only basis with additional sick leave at full pay equal to the amount of the forfeited time.

H.

Except for the special, usage-only sick leave granted to certain employees on January 1, 1994, pursuant to Section 6.20.025 B, sick leave at full pay shall be deemed used in the reverse order in which it was earned; that is, the most recently earned sick leave time shall be used first.

(Ord. 2024-0044 § 6, 2024; Ord. 2012-0017 § 35, 2012; Ord. 2010-0014, § 48, 2010; Ord. 2005-0038 § 5, 2005; Ord. 2005- 0019 § 15, 2005; Ord. 93-0019 § 26, 1993.)

A.

For employees with a leave progression start date of July 1, 1986, or later, whose sick leave earnings are credited to them at the beginning of each month based on active service in the preceding month, the last such crediting shall be given on March 1, 1993. On that day, the accrual by pay period as set forth in Section 6.20.020A begins for these employees, and employees will be credited with such additional sick leave, if any, they would have received based on the application of the relevant Sick- Leave Accrual Rate to qualifying hours as if the accrual began on January 1, 1993.

B.

For employees with a leave progression start date earlier than July 1, 1986, who receive sick leave earnings in advance at the beginning of each year, the last such crediting shall be given on January 1, 1993. On January 1, 1994, the accrual by pay period as set forth in Section 6.20.020A begins for these employees. In addition, on January 1, 1994, each of these employees shall be granted a number of hours of special full-pay sick leave on a one-time-only basis. The number of hours to be granted shall be equal to the Sick Leave Maximum Hours approved for the employee's class pursuant to subsections B or C of Section 6.20.020 as of January 1, 1994. The special sick leave granted on January 1, 1994 pursuant to this section is usage-only sick leave, and any of it which remains unused when the employee terminates county service shall not be eligible for payment pursuant to Section 6.20.030B. Further, this special sick leave may not be used until all other one hundred (100) percent Current Sick Leave, and all one hundred (100) percent Carryover Sick Leave, other than that accumulated prior to January 1, 1971, has been exhausted.

(Ord. 2024-0044 § 7, 2024; Ord. 93-0019 § 27, 1993.)

A.

In addition to other authorized uses, with the prior approval of the department head, an employee may use accrued sick leave at full pay for:

Non-emergency medical or dental care; or

Effective January 1, 2000, any personal reason that does not interfere with the public-service mission of the department or the County to a maximum of 48 working hours in any one calendar year, or in the case of employees employed on a 56-hour workweek, to a maximum of 72 working hours in any one calendar year.

Effective January 1, 2004, any personal reason that does not interfere with the public-service mission of the department or the County to a maximum of 72 working hours in any one calendar year, or in the case of employees employed on a 56-hour workweek to a maximum of 108 working hours in any one calendar year.

Effective January 1, 2007, any personal reason that does not interfere with the public-service mission of the department or the County to a maximum of 96 working hours in any one calendar year, or in the case of employees employed on a 56-hour workweek to a maximum of 144 working hours in any one calendar year.

In the case of a person compensated on a monthly permanent 9/10 time basis (Item Sub "D"), any personal reason that does not interfere with the public-service mission of the department or the County to a maximum of 36 hours in any one calendar year.

B.

Upon termination from County service, an employee who holds a permanent full-time position and who has at least five (5) years of continuous service shall receive payment for accumulated sick leave at full pay to a maximum of seven hundred twenty (720) working hours, or in the case of employees assigned to a fifty-six (56)-hour workweek schedule, to a maximum of one thousand eighty (1,080) working hours. Such payment as provided in Section 6.24.040 shall be computed at the workday hourly rate of pay in effect on the employee's final day of County service, and shall be equal to the total time which results from the sum of:

All unused sick leave at full pay accumulated prior to January 1, 1971; plus either:

For an employee with a leave progression start date of July 1, 1986, or later: one-half of all unused sick leave at full pay accumulated on or after January 1, 1971; or

For an employee with a leave progression start date earlier than July 1, 1986:

a.

One-half of all Carryover Sick Leave at full pay accumulated on or after January 1, 1971, plus

b.

One-half of the Sick Leave Maximum Hours authorized for the employee's class at the time of termination, less any Current Sick Leave taken.

C.

When an employee who holds a permanent, full-time position and who has at least five years of continuous service is granted a maternity leave of absence, she may elect to receive all or part of the benefits set forth in subsection B of this section as if she were terminating.

D.

Any employee who is reemployed pursuant to the Civil Service Rules following a layoff from permanent status or a release from monthly recurrent status shall be entitled to have restored to him any previously earned and unused full-pay sick leave not previously paid for pursuant to subsection B or C of this section. This provision shall not apply to daily as-needed, daily recurrent, or part-time employees.

E.

Notwithstanding any other provision of this Chapter 6.20, persons on a leave of absence for union business pursuant to the rules of the civil service commission shall not be credited with sick leave during such leave of absence.

F.

Full-time, permanent employees who are approved by the board may be paid for unused, full-pay sick leave pursuant to the following:

An employee who elects to receive payment for unused sick leave as provided herein shall make his election known in a manner prescribed by management within one month following the date the employee qualifies for said payment. In all cases, a sick-leave "day" shall be adjusted as follows if the employee works other than an eight-hour day:

a.

For employees on a 56-hour-per-week basis, a sick-leave "day" shall mean 12 hours;

b.

For purposes of this subsection, employees represented by the Joint Council of Interns and Residents of Los Angeles County (Unit No. 323) shall be paid for unused full-pay sick leave as if they were full-time permanent employees.

For classes approved by the board of supervisors, following each six-month eligibility period defined in the table below, an eligible employee may, at his option, be paid for up to three sick-leave days in lieu of carrying such days if the employee used no sick leave for any reason during the six-month eligibility period and if by the last calendar day of such period he had completed at least 12 months of continuous service. Such payment shall be computed on the basis of the workday rate in effect on the last calendar day of the period.

G.

Upon termination from County service, an "F" item or "H" item employee shall receive payment for accumulated Sick Personal Leave (Payable) at full pay to a maximum of 48 working hours. Such payment as provided in Section 6.24.040 shall be computed at the workday hourly rate of pay in effect on the employee's final day of County service and shall be equal to the total time which results from: One-half of all carryover Sick Personal Leave (Payable) at full pay.

(Ord. 2024-0044 § 8, 2024; Ord. 2015-0063 § 33, 2015; Ord. 2012-0017 § 36, 2012; Ord. 2006-0084 § 23, 2006; Ord. 2005- 0019 § 16, 2005; Ord. 2004-0001 § 43, 2004; Ord. 2000-0074 § 16, 2000; Ord. 98-0076 § 34, 1998; Ord. 96-0003 § 5, 1996; Ord. 93-0074 § 3, 1993; Ord. 93-0019 § 28, 1993.)

A.

In addition to the sick leave at full pay provided for in Sections 6.20.010 through 6.20.030, a person who has completed six months or more of continuous service shall be granted sick leave at part pay in accordance with the table set forth in subsection E of this section during the remainder of the calendar year following completion of such six months' service and at the beginning of each subsequent calendar year, except as otherwise provided for in Section 6.20.060. Additional Calendar Hours of such part-pay sick leave which accrue as a result of an employee's length of service shall be allowed during the remainder of the calendar year and shall renew annually at the beginning of the calendar year, except as otherwise provided for in Section 6.20.060. Effective beginning on and after April 1, 2010, or such later date as may be determined by the Chief Administrative Officer when the human resources management system reflecting this provision is implemented, part-pay sick leave will only be granted and used as Workday Hours rather than Calendar Hours.

B.

Sick leave at part pay may not be used for nonemergency medical or dental care, and it may not be accumulated.

C.

Any person who is under quarantine imposed by legal authority shall be entitled to a leave under the same conditions and limitations as set forth in the tables below.

D.

Any person who is reemployed following layoff pursuant to the Civil Service Rules shall be entitled to part-pay sick leave based on his aggregate continuous service. The amount of part-pay sick leave shall be in accordance with the table set forth below in subsection E of this section, less any amount of such part-pay sick leave he may have used in that same calendar year. The provisions of this subsection D shall not apply to a person who returns to work or is otherwise reinstated following separation for any reason other than layoff.

E.

Table of Part-pay Sick Leave. Effective beginning on and after April 1, 2010, or such later date as may be determined by the Chief Administrative Officer when the human resources management system reflecting this provision is implemented, part- pay sick leave will be granted and used in Workday Hours rather than Calendar Hours. Part-pay sick leave Workday Hours are shown in the 65% Pay and 50% Pay columns under "Daily Basis" in Table A below.

(Ord. 2010-0014, § 49, 2010; Ord. 93-0019 § 29, 1993.)

A.

When an employee has exhausted all sick leave benefits to which he may be entitled under Sections 6.20.010 through 6.20.040, and in the event that he does not return to work, he shall not be entitled to additional sick leave benefits except as may be provided in Section 6.20.060.

B.

Sick leave at part pay shall not be allowed to any person until all full-pay sick leave has been used.

Effective January 1, 1980, sick leave at part pay shall not be used until after five consecutive calendar days, commencing with the first day of absence from work, due to any single illness or injury, unless such illness or injury results in hospitalization, in which case part-pay sick leave, subject to subsection C below, may be used from the first day of such hospitalization.

Effective beginning on and after April 1, 2010, or such later date as may be determined by the Chief Administrative Officer when the human resources management system reflecting this provision is implemented, sick leave at part pay shall be allowed commencing with the first day of absence from work due to any illness or injury, subject to subsection B.1 above and subsections C, D and E below.

C.

A person who is compelled to be absent because of sickness or injury, or for non-emergency medical or dental care, may elect to take time off on vacation, or compensatory time for overtime or holidays worked rather than sick leave, except that a person on part-pay sick leave must remain on such leave until it is exhausted, and may not elect any other types of leave unless authorized by his department head. Retroactive adjustments to previously used part-pay sick leave in order to accrue full-pay leave benefits are prohibited.

D.

No compensation shall be paid under this section and Sections 6.20.010 through 6.20.040 and 6.20.060 for any period in excess of the time such person has been in county service.

E.

Sick-leave compensation for persons employed on a daily basis shall be computed on a five-day workweek basis, unless such person actually works more than five days per week.

(Ord. 2016-0004 § 15, 2016; Ord. 2010-0014, § 50, 2010; Ord. 6222 Ch. 1 Art. 11 § 230(5), 1953.)

A.

Effective October 26, 1979, a person on a continuous absence because of sickness or injury which leave begins in one calendar year and extends into the next calendar year, and who is receiving compensation for part-pay sick leave to which he is entitled for the prior calendar year, shall continue to receive compensation for any remaining such part-pay sick leave in the next calendar year until such part-pay sick leave has been exhausted. Such person shall not be allowed additional newly accrued sick or part-pay sick leave until after returning to work.

B.

Effective October 26, 1979, in no case shall a person be compensated for sick leave at part pay in any one calendar year in excess of that number of days of part pay based on his length of service, as set forth in the Table of Part-pay Sick Leave set forth in Section 6.20.040.

(Ord. 2021-0020U § 22, 2021; Ord. 2018-0031 § 14, 2018; Ord. 6222 Ch. 1 Art. 11 § 230(6), 1953.)

A.

Applicability of This Section. The provisions of this section shall apply only to those industrial-injury cases which the director of personnel or the worker's compensation appeals board determines to be compensable, and only for such period of time as the worker's compensation laws of the state of California require payment of temporary disability, and shall cease when a person leaves county service other than by disability retirement.

B.

Eligibility Under This Section.

All county employees who have either satisfactorily passed the physical examination as required by the Civil Service Rules, or who have successfully completed their initial probationary period shall be eligible.

The eligibility of certain classes of employees designated in Section 4850 of the Labor Code shall be in accordance with the provisions of that section.

C.

Compensation and Benefits—Leaves of One Year or Less.

Injuries Occurring On or After January 1, 1981, Affecting Persons Not Covered by Section 4850 of the Labor Code. Any employee who is absent as a result of an industrial injury incurred on or after January 1, 1981, and deemed compensable by the director of personnel or the worker's compensation appeals board and who is not eligible for compensation under Section 4850 of the Labor Code, shall receive compensation pursuant to the following:

a.

To receive the difference between 70.0 percent of his base salary and the sum of the benefits prescribed by the worker's compensation laws of the state of California and earnings from other employment, when such earnings are less than 70.0 percent of his base salary. Employees shall be eligible to receive such compensation for a period of one year from the date of injury, but in no case shall such compensation be paid for a period of time in excess of the employee's continuous service immediately prior to such injury, except that any person employed on a daily recurrent basis as an Ocean Lifeguard (Item No. 2923E) or on an hourly recurrent basis as a Lake Lifeguard (Item No. 2953H) shall be entitled to receive the benefits set forth in this subsection C for a period not to exceed one year from the date of injury or a period equal to the employee's cumulative active service performed on or after July 1, 1985, whichever is less. Effective beginning on and after April 1, 2010, or such later date as may be determined by the Chief Administrative Officer when the human resources management system reflecting this provision is implemented, 70.0 percent of base salary as described in this section shall be calculated at the Calendar-Day Hourly Rate.

b.

Crediting Previously Used Time. In the event an employee is absent due to an injury incurred on or after January 1, 1981, and the absence is charged to any previously earned vacation, sick leave, nonelective annual leave, accumulated holiday time or accumulated overtime, and subsequently the injury is determined to be compensable by the director of personnel or the worker's compensation appeals board, 70.0 percent of such vacation, sick leave, nonelective annual leave, holiday time, or overtime shall be restored to the employee. The remaining 30.0 percent shall be lost. Restorable time shall be calculated to the nearest 15-minute increment, and such restoration shall be deemed full recovery of any overpayment resulting from the operation of this paragraph.

c.

Once the injury is determined to be compensable, no employee may use any previously earned vacation, sick leave, nonelective annual leave, accumulated holiday time, or overtime to supplement the compensation provided in this section except as provided in subsections D1 and D2 below.

Injuries Affecting Persons Covered by Section 4850 of the Labor Code. Persons employed in positions which are eligible for compensation under Section 4850 of the Labor Code shall, in lieu of the compensation set forth in subparagraph 1 above, be entitled to compensation as provided in said Section 4850. Effective beginning on and after April 1, 2010, or such later date as may be determined by the Chief Administrative Officer when the human resources management system reflecting this provision is implemented, compensation described in this section C.2 shall be calculated at the Actual Work Day Hourly Rate.

D.

Compensation and Benefits—After One Year. An employee, who is compelled to be absent as the result of a compensable industrial injury after one year from the date of injury or a period equivalent to his continuous service immediately prior to said date of injury, whichever is less, or, if Section 4850 of the Labor Code applies, after the termination of the time covered by that section, may elect one of the following:

To receive only those benefits provided under the worker's compensation laws of the state of California;

To use any full-pay or part-pay sick leave to which he would be entitled pursuant to Sections 6.20.010 through 6.20.060 if his injuries had not arisen out of or in the course of his employment in order to receive the difference between his sick-leave pay and the sum of his worker's compensation benefits and earnings from other employment, when such sum is less than said sick-leave pay. When sick leave has been exhausted, the employee may elect to receive the alternative set forth in paragraphs 1 or 3 of this subsection D;

To use any previously earned vacation, full-pay sick leave, nonelective annual leave, accumulated holiday time, or accumulated overtime in order to receive payment equal to the difference between his base salary and the sum of his worker's compensation benefits and earnings from other employment when such sum is less than his base salary. Upon expiration of all such benefits, the employee may elect to receive the alternatives set forth in paragraphs 1 or 2 of this subsection D.

E.

The benefits provided in the worker's compensation laws of the state of California as referred to in this section shall not include payments made for hospital, surgical and medical expenses, or payments received as a result of permanent injury awards.

F.

Limitations on Earning and Carryover of Vacation, Sick Leave, Holiday, and Overtime.

Except for safety fire fighting personnel employed in the Fire Department or as otherwise approved by the Board of Supervisors, no provision of Division 1 of this title limiting the carryover of vacation and overtime shall apply to employees during the time they are absent under the provisions of this section or Section 4850 of the Labor Code, nor shall they apply to overtime at the end of the first calendar year, or to vacation at the end of the first vacation anniversary year of such employee's return to duty.

Employees who are absent under provisions of subsection D1 of this section shall not earn any vacation, sick leave, nonelective annual leave or holiday for the duration of such absence.

G.

Leave with Pay for Medical Treatment. Leave with pay for medical treatment authorized by the director of personnel may be permitted for short periods of time when temporary disability payments pursuant to this section or Section 4850 of the Labor Code are not made.

(Ord. 2015-0063 § 34, 2015; Ord. 2014-0005 § 10, 2014; Ord. 2010-0014, § 51, 2010; Ord. 2005-0038 § 6, 2005; Ord. 6222 Ch. 1 Art. 11 § 231, 1953.)

Except as provided in subsection B of Section 6.09.060, the accrued sick-leave benefit provided herein for any employee shall be reduced by one-half hour for each one-half hour of sick leave taken by the employee.

(Ord. 93-0019 § 30, 1993.)

A.

Bereavement Leave. Any person employed in a full-time permanent position who is compelled to be absent from duty because of death of the employee's parent, stepparent, parent-in-law, sibling, sibling-in-law, spouse, child, stepchild, grandparent, great grandparent, grandchild, domestic partner or domestic partner's parent, stepparent, child, stepchild, or grandchild, shall be allowed the time necessary to be absent from work at his regular pay for not more than five (5) working days, or in the case of employees employed on a 56-hour workweek in the Probation Department, not more than sixty (60) working hours, and all other employees employed on a 56-hour workweek not more than fifty-five (55) working hours. Notwithstanding any other provisions of this Section A, any person employed on a monthly permanent 9/10 time position (Item Sub "D") shall receive forty (40) hours of bereavement leave.

B.

Civil Service Examinations. Any employee shall be allowed time necessary to be absent from work at his regular pay to participate in civil service examinations for positions with any public entity as defined in Section 6.04.080 of this Code.

C.

Military Leave.

Any employee shall be allowed a military leave of absence with pay in accordance with the applicable provisions of law, including, but not limited to, those contained in the County Charter, the California Military and Veterans Code, and the Federal Uniformed Service Employment and Reemployment Rights Act of 1994.

Definitions. The following terms when used within this section with initial capital letters, unless the context clearly indicates otherwise, shall have the following respective meanings:

a.

"Active Military Service" means full-time active duty within a branch of the United States armed forces.

b.

"Regular County Pay" means the compensation an employee would have otherwise received from the County during a period of Active Military Service if the employee had remained continuously at work during said period. Regular County Pay shall include an employee's base rate of pay plus any other compensation provided by this Code or by memorandum of understanding approved by the Board of Supervisors for the position and assignment the employee would have held with reasonable certainty if not for absence due to Active Military Service. Regular County Pay shall not include overtime pay

unless such pay is for regular recurring overtime work incorporated into an employee's regular work schedule for at least 60 days immediately prior to the commencement of Active Military Service. Regular recurring overtime work for this purpose may include overtime work on a second County position if such second position was held by the employee on a continuous basis for a period of at least 60 days immediately prior to the commencement of Active Military Service. The Chief Executive Officer shall issue all necessary instructions and administrative guidance relating to the determination and calculation of Regular County Pay.

c.

"Military Pay" means the sum of an employee's estimated basic military pay and estimated basic allowance for housing unless the employee, at his or her initiative, provides proof that the sum of his or her actual basic military pay and actual basic allowance for housing is lower than the estimated sum, in which case, Military Pay shall be the sum of the actual amounts. All estimates of military pay shall be prepared in accordance with the instructions issued by the Chief Executive Officer. Proof of actual military pay amounts, where applicable, shall take the form of military pay records or such other information as may be determined appropriate by the Chief Executive Officer.

Except as provided in subsection 4 of this section, any employee who, as a member of the California National Guard or a United States military reserve organization, is called into Active Military Service, shall be allowed a military leave of absence for a period not to exceed 720 days at his or her Regular County Pay offset by the Military Pay received for such military service. If such employee is entitled to receive benefits pursuant to Section 395.01 or 395.02 of the California Military and Veteran's Code, the provisions of this section shall be in addition to and shall follow the termination of those benefits.

Notwithstanding subsection 3 of this section, the 720-day limit provided for in said subsection may be suspended by specific action of the Board of Supervisors for such period or periods specifically designated by the Board of Supervisors.

In addition to the compensation provided by Sections 395.01 and 395.02 of the California Military and Veteran's Code, any employee who is on a continuous military leave of one year or more shall, commencing with the second continuous year of such leave, be entitled to up to 30 days per year of paid military leave calculated in the manner otherwise authorized by said sections. Compensation provided by this subsection 5 shall be calculated at the Regular County Pay rate with no reduction or offset for Military Pay and shall be in lieu of the compensation otherwise provided by this Section 6.20.080C for the same period of leave.

Any period during which an individual receives paid military leave pursuant to this Section 6.20.080C shall be deemed a period of "active service" within the meaning of Section 6.04.010 of this Code.

Any individual who receives paid military leave pursuant to this Section 6.20.080 who does not return to County service within the timeframe set forth within the Uniformed Service Employment and Reemployment Rights Act of 1994, unless said individual is unable to return due to disability or death, shall have that compensation deemed a loan payable with interest at the rate not to exceed 50 basis points higher than that earned by the County Treasury Pool as of the quarter repayment begins.

D.

Jury Duty. Any employee in a permanent position who is ordered to serve on a jury shall be allowed the necessary time to be absent from work at his regular pay, provided he deposits any fees received for such jury service with the County treasurer. Further, upon prior notice from the employee, and subject to receipt of a "certificate of jury service," the department head

will, when appropriate, and in accordance with regulations issued by the Chief Administrative Officer, convert the employee's usual shift to the department's regular five-day (40 hours per week), Monday through Friday day shift, during the period of time he is subject to reporting to the court for jury duty.

E.

Witness Leave.

Any full-time permanent employee who is required to be absent from work by a subpoena properly issued by a court, or an agency or commission legally empowered to subpoena witnesses, which subpoena compels his presence as a witness, except as a party or as an expert witness, shall be allowed the time necessary to be absent from work at his regular pay to comply with such subpoena, provided he deposits his fees received for such service with the County treasurer.

Any full-time permanent employee who is required by ordinance, rule, or the Charter to be absent from work to represent himself at an administrative proceeding at which his individual employment or pay status is at issue shall be allowed the time necessary to be absent from work at his regular pay.

F.

"Time necessary to be absent from work" as used in this section, does not include any time during which the employee is "on-call" or his presence in a proceeding is not required.

G.

Notwithstanding any other provision of this Title 6, in lieu of other vacation and holiday allowances, persons employed as a Physician, Post Graduate (First Year) (Item 5408), Physician, Post Graduate, (Second through Seventh Year) (Item 5411), Dental Intern (Item 4757), Dental Resident (Item 4760), or Supervisor of Residents, MD (Item 5415) who are assigned to a County hospital for any one contractual period of at least two months, or its equivalent (four months for those employees on half-time items), shall earn two working days of paid leave per month, of which 10 working days may be deferred each year. Upon completion of their term as Physician, Post Graduate (First Year) or Dental Intern, a lump-sum payment may be made for such accrued time. Further, upon completion of their term as Physician, Post Graduate (Second through Seventh Year), Dental Resident, or Supervisor of Residents, MD, a lump-sum payment may be made for such accrued time. Whenever the sum of an employee's current and deferred vacation exceeds 40 days, that portion in excess of 40 days may be deferred for no more than one year. If, at the end of that year, an employee still has current and deferred vacation in excess of 40 days, he shall lose that portion in excess of 40 days.

Notwithstanding the above, any employees in such classifications who are not scheduled to work on a County holiday as defined in Section 6.12.040 shall not be charged a working day of paid leave for such day, unless such day falls within a period for which they have taken leave.

For those employees on half-time positions, the number of days referred to above shall be prorated accordingly.

H.

Iraq-Kuwait Crisis.

Subject to the provisions of subsections H2 and 3 of this section, any employee who, as a member of the California National Guard or a United States Military reserve organization, is called into active duty as a result of the Iraq-Kuwait crisis and is allowed military leave, shall be entitled to receive, for a period not to exceed 360 days, his regular pay offset by the military pay received for such duty. If such employee is entitled to receive benefits pursuant to Sections 395.01 or 395.02 of the Military and Veteran's Code, the provisions of this section shall be in addition to and shall follow the termination of those benefits.

Any individual who receives compensation pursuant to subsection H1 of this section who does not return to county service within 60 days of being released from active duty, unless said individual is unable to return due to disability, shall have that compensation deemed a loan payable with interest at the rate not to exceed 50 basis points higher than that earned by the County Treasury Pool as of the quarter repayment begins.

The provisions of this subsection shall not apply to any active duty served voluntarily after the close of the Iraq-Kuwait crisis and shall be repealed effective July 1, 1992.

I.

Bosnia.

Subject to the provisions of subsections I2 and I3 of this section, any employee who, as a member of the California National Guard or a United States Military reserve organization, is involuntarily called into active duty as a result of Operation Joint Guard or other NATO missions in Bosnia and is allowed military leave, shall be entitled to receive, for a period not to exceed 360 days, his regular pay offset by the military pay received for such duty. If such employee is entitled to receive benefits pursuant to Section 395.01 or 395.02 of the Military and Veteran's Code, the provisions of this section shall be in addition to and shall follow the termination of those benefits.

Any individual who receives compensation pursuant to subsection I1 of this section who does not return to County service within 60 days of being released from active duty, unless said individual is unable to return due to disability, shall have that compensation deemed a loan payable with interest at the rate not to exceed 50 basis points higher than that earned by the County Treasury Pool as of the quarter repayment begins.

The provisions of this subsection shall not apply to any active duty served voluntarily and shall be repealed effective July 1, 1999.

J, K.

Reserved.

L.

Family Medical Leave. Effective January 1, 2004. Subject to the provisions of the Federal Family and Medical Leave Act and the California Family Rights Act, spouse shall be deemed to include a domestic partner as defined in Chapter 2.210 of the Los Angeles County Code. Nothing in this section is intended to provide additional benefits beyond that which is mandated by Federal or State law, except that a domestic partner and his or her children may qualify an employee as eligible for Family Medical Leave/California Family Rights Act.

M.

Extension of Equivalent Expanded Family and Medical Leave Act under the Families First Coronavirus Response Act Provisions.

All qualified employees with a minimum of 30 days of employment are granted, from January 1, 2021 through March 31, 2021 (or sooner as directed by the Chief Executive Officer), leave time identical to the leave provided under the expanded qualifying reason for FMLA as stipulated under the FFCRA for Emergency Family and Medical Leave Expansion Act. An employee qualifies for this leave if the employee is unable to work or telework because the employee is caring for a child whose school or place of care is closed or the childcare provider is unavailable due to the COVID-19 pandemic. The provisions are as follows:

Allowance of up to 12 weeks of leave, of which 10 weeks are paid, up to a cap of $200 per day. The first 2 weeks are unpaid and may be covered by vacation, sick leave, sick personal leave, holiday, or compensatory time off.

Employees who have previously exhausted the County's discretionary COVID Leave within the previous 12 months are not eligible for any additional allotment or extension.

N.

Bone Marrow and Organ Donation Leave.

Definitions. "Bone marrow" means bone marrow or peripheral blood stem cells. An "organ" means a human kidney, liver, heart, lung, pancreas, or any other human organ or nonrenewable or nonregenerative tissue, except plasma and sperm.

Any employee shall be allowed the time necessary to be absent from work at regular pay for testing, harvesting, and recovery time to donate bone marrow, for up to five working days, to a maximum of 40 working hours, or in the case of employees employed on a 56-hour workweek, to a maximum of 60 working hours, in any one-year period.

Any employee shall be allowed the time necessary to be absent from work at regular pay for testing, harvesting, and recovery time to donate an organ, for up to 30 working days, to a maximum of 240 working hours, or in the case of employees employed on a 56-hour workweek, to a maximum of 360 working hours, in any one-year period.

An additional unpaid leave of up to 30 working days, to a maximum of 240 working hours, or in the case of employees employed on a 56-hour workweek, to a maximum of 360 working hours, may be granted to any employee compelled to be absent from work due to recovery from donating an organ.

The one-year period is measured from the first date of the employee's leave and shall consist of 12 consecutive months.

Written verification that the employee is a bone marrow or organ donor, the medical necessity for the bone marrow or organ donation and the time off required to complete the testing, donation, and recovery process shall be submitted to the Department Head.

Time off to be tested for or to donate bone marrow or an organ taken in accordance with this section shall not be taken concurrently with leave taken pursuant to the Federal Family Medical and Leave Act or the California Family Rights Act.

(Ord. 2025-0039 § 3, 2025; Ord. 2022-0048 § 1, 2022; Ord. 2021-0020U § 23, 2021; Ord. 2018-0047 § 24, 2018; Ord. 2015- 0063 § 35, 2015; Ord. 2012-0043 § 14, 2012; Ord. 2005-0019 § 17, 2005; Ord. 6222 Ch. 1 Art. 11 § 240, 1953.)

A.

Purpose. A two-year Paid Family Leave Pilot Program is hereby established whereby eligible employees may elect to purchase family leave benefits providing income replacement equal to seventy percent (70%) of compensation for leave needed due to the birth or placement of a child, to care for a qualifying family member with a serious health condition, or due to a qualifying exigency related to active military duty.

B.

Definitions. As used in this section:

"Child" means a biological, adopted, or foster child; a stepchild; a legal ward; a child of a domestic partner; or a person to whom the employee stands in loco parentis.

"Compensation" means the base rate, as established in Title 6 of this Code, as amended, plus any monthly bonus established as a designated percentage of the base rate in the Level Percentage Conversion Table contained in Title 6 or established as a percentage of the base rate pursuant to Part 3 of Chapter 6.08 of Title 6. "Compensation" shall not include any of the following:

a.

Overtime compensation;

b.

Any lump-sum payoff or reimbursement for unused accumulated overtime, vacation, holiday time, or sick leave benefits;

c.

Compensation pursuant to Section 6.16.010 of this Code; or

d.

Any hourly bonus.

"County" means the County of Los Angeles.

"Designated person" means an individual related by blood or whose association with the employee is the equivalent of a family relationship. An eligible employee may select only one designated person per rolling 12-month period during the Program Period.

"Director" means the Director of Personnel or their designee.

"Domestic partner" means any of the following:

a.

A domestic partner as defined in section 297 of the Family Code;

b.

A domestic partner identified in a domestic partnership statement filed in accordance with Chapter 2.210 of this Code; and

c.

A person identified as the eligible employee's domestic partner in the Declaration of Domestic Partnership form filed by the employee with the County.

"Effective Pay Period" means the first pay period beginning on the first day of the month that follows an eligible employee's election of family leave benefits under this section.

"Elected family leave" means the family leave benefits that an eligible employee elects to purchase in accordance with Subsection C of this section.

"Eligible employee" means an employee who:

a.

Is appointed to an "A," "N," or "Z" item pursuant to Title 6 of this Code;

b.

Is a non-represented employee, as defined in Section 6.04.055 of this Code; and

c.

Participates in the County's Flex cafeteria plan (Subdivision 1 of Chapter 5.27 or 5.28 of this Code) or MegaFlex cafeteria plan (Subdivision 2 of Chapter 5.27 or 5.28 of this Code).

"Eligible employee" does not include an employee of the Los Angeles County Superior Court or a member of the Grand Jury.

"Family leave" or "family leave benefits" means the paid leave benefits made available under this section.

"Grandchild" means a child of the eligible employee's child.

"Grandparent" means a parent of the eligible employee's parent.

"Parent" means a biological, foster, or adoptive parent; a parent-in-law; a stepparent; a legal guardian; or other person who stood in loco parentis to the eligible employee when the employee was a child.

"Program" means the Paid Family Leave Pilot Program established pursuant to this section.

"Program Period" means January 1, 2025, through December 31, 2026.

"Program Administrator" means the person or entity, if any, to whom the County delegates the administration of claims for family leave benefits under this section.

"Serious health condition" means an illness, injury, impairment, or physical or mental condition that involves either of the following:

a.

Inpatient care in a hospital, hospice, or residential health care facility; and

b.

Continuing treatment or continuing supervision by a health care provider.

"Sibling" means a person related to another person by blood, adoption, or affinity through a common legal or biological parent.

C.

Election to Purchase Family Leave Benefits.

Election Period. An eligible employee may elect to purchase family leave benefits during the following periods:

a.

An employee who is eligible as of October 31, 2024, will be able to elect family leave benefits from November 1, 2024, through November 15, 2024; and

b.

An employee who becomes eligible after October 31, 2024, will have sixty (60) calendar days following their appointment to the eligible position to make an election. However, under no circumstances may any election be made after September 30, 2026.

Election Amount. During the election period specified in this subsection, an eligible employee may elect to purchase family leave benefits in one of the following amounts: one workweek (40 hours), two workweeks (80 hours), three workweeks (120

hours), four workweeks (160 hours), five workweeks (200 hours), six workweeks (240 hours), seven workweeks (280 hours), or eight workweeks (320 hours).

Partial Income Replacement. The family leave benefits elected and used by an eligible employee pursuant to this section will be paid to the employee in an amount equal to the employee's compensation multiplied by seventy percent (70%).

Employee Contribution. An eligible employee shall be responsible for contributing fifty percent (50%) of the cost of the family leave benefits elected pursuant to this subsection. Such contribution shall be deducted from the employee's pay, on an after- tax basis, during the Program Period. Beginning with the Effective Pay Period, the amount deducted from the employee's pay each pay period shall be equal to the employee's fifty percent (50%) share of the cost of the elected family leave benefits divided by the total number of pay periods from the Effective Pay Period through the last pay period of the Program Period.

County Contribution. The County shall contribute fifty percent (50%) of the cost of the elected family leave benefits elected by an eligible employee pursuant to this section. The County contribution paid to an employee pursuant to this section will be included in the employee's taxable income and subject to applicable federal and State tax withholding.

Limitation. Notwithstanding any other provision of this section, an employee may not elect or use more than eight workweeks (320 hours) of family leave.

Irrevocability of Election. Once an eligible employee has made an election pursuant to this subsection, such election shall be irrevocable during the Program Period so long as the employee continues to hold an eligible position.

D.

Use of Family Leave Benefits.

Qualifying Reasons. During the Program Period, commencing with the Effective Pay Period, an eligible employee may utilize elected family leave when the employee is unable to work because of any of the following:

a.

The birth of a child of the employee or the placement of a child with the employee in connection with the adoption or foster care of the child by the employee; however, family leave benefits may not be used where the eligible employee is unable to work due to pregnancy;

b.

The employee is caring for a child, parent, grandparent, grandchild, sibling, spouse, domestic partner, or designated person who has a serious health condition; and

c.

A qualifying exigency related to the covered active duty or call to covered active duty of the employee's spouse, domestic partner, child, or parent in the Armed Forces of the United States, as specified in section 3302.2 of the Unemployment Insurance Code.

Procedure.

a.

To qualify for family leave under this subsection, the eligible employee must:

i.

Submit a claim to the Program Administrator in accordance with timeframes and procedures established by the Director; and

ii.

Submit to the Program Administrator documentation supporting the need for family leave in accordance with requirements established by the Director.

b.

The Program Administrator will review the eligible employee's claim and supporting documentation and render a decision in accordance with this section and any guidelines established by the Director.

Incremental Usage. Family leave under this subsection may be taken on a continuous, intermittent, or reduced schedule basis, except that:

a.

An eligible employee taking family leave due to the birth, adoption, or foster care placement of a child may take such leave in increments of less than two workweeks (80 hours) on no more than two occasions; and

b.

A Salaried Employee, as defined in Section 6.09.020 of this Code, shall use family leave in increments of one full workday.

E.

Cessation of Eligible Status. Upon the cessation of an employee's status as an eligible employee, the County shall reimburse the employee in an amount equal to the employee's contribution towards the cost of the family leave benefits that the employee purchased but did not use.

F.

Termination of Program. The Program established by this section will be in effect through December 31, 2026, and family leave benefits may not be used or carried over beyond such date. Upon termination of the Program, the County shall reimburse an employee in an amount equal to the employee's contribution towards the cost of the family leave benefits that the employee purchased but did not use.

G.

Where an employee separates from County employment before having paid fifty percent (50%) of the cost of the family leave benefits they have used, the outstanding balance shall be collected from the employee's final pay.

H.

The Director may promulgate additional requirements and/or guidelines to implement this section.

I.

Exclusive Obligations and Rights. The County and the Program Administrator do not have any obligation or duty other than as stated in this section and, except as specified in this section, no one has a right to benefits or a legal or equitable right against the County, the Board of Supervisors, the Director, or the Program Administrator.

J.

No Employment Rights. Nothing contained in this section shall be construed as a contract of employment between the County and any employee, or as the right of any employee to continue in the employment of the County, or to be employed by the County for any specific period of time.

K.

Misrepresentation or Fraud. An employee who receives a benefit as a result of false or incomplete information or a misleading or fraudulent representation shall repay all benefit amounts paid due to such information or representation and shall be liable for all collection costs including attorneys' fees and court costs.

L.

Legal Action.

Exhaustion of Administrative Procedures. Before pursuing legal action, a person claiming benefits or seeking redress related to the Program shall first exhaust all claim and review procedures provided by the Program. No action at law or in equity may be brought to recover Program benefits or seek redress related to the Program until the procedures contained in this section have been exhausted.

Necessary Parties. Unless otherwise required by law, the County and the Program Administrator are the only necessary parties to any action or proceeding that involves the Program or its administration. No employee, employer or other person or entity is entitled to notice of any legal action, unless a court with appropriate jurisdiction orders otherwise.

M.

Governing Law. This section and the Program established pursuant thereto, including the actions of the parties involved, shall be construed and enforced according to applicable California laws unless preempted by federal law.

N.

Severability. Nothing in this section shall be interpreted or applied so as to create any power or duty in conflict with any applicable federal or California law. If any provision of this section or the application thereof to any person or circumstance is held invalid, the remainder of this section or the application of such provision to other persons or circumstances shall not be affected thereby.

(Ord. 2024-0058 § 1, 2024.)

A.

Notwithstanding any other provision of Title 6, a person employed not less than 40 hours per week whose status is defined by Section 6.28.020 as "monthly recurrent" (B), "monthly temporary" (O), "monthly temporary training" (M), or "monthly temporary, CETA participant" (K), and who, in the judgement of his department head, meets the qualifications set forth below, shall receive the following benefits.

B.

Bereavement Leave. If compelled to be absent for the reasons specified in subsection A of Section 6.20.080, he shall be allowed to be absent a maximum of one working day (eight hours) with pay in any one year if he completed at least 200 days of active service in the preceding calendar year; or a maximum of one-half working day (four hours) with pay in any one year if he completed less than 200 days of active service in the preceding calendar year.

C.

Jury Duty. If such employee serves on a jury under the terms and conditions specified in subsection D of Section 6.20.080, he shall receive a maximum of two working days with pay in any one year if he completed at least 200 days of active service in the preceding calendar year; or maximum of one working day with pay in any one year if he completed less than 200 days of active service in the preceding calendar year.

D.

Witness Leave. If such employee serves as a witness pursuant to subpoena and under the terms and conditions specified in subsection E of Section 6.20.080, he shall be allowed to be absent a maximum of one working day (eight hours) with pay in any one year if he completed at least 200 days of active service in the preceding calendar year; or a maximum of one-half working day (four hours) with pay in any one year if he completed less than 200 days of active service in the preceding calendar year.

(Ord. 6222 Ch. 1 Art. 11 § 243, 1953.)

A.

In the event an employee is ordered to absent himself from the job based on probable cause, and it is subsequently determined by a finding of both the department or district head and the chief administrative officer that cause did not exist for the ordered absence, the employee shall have restored to him any paid leaves of absence against which such absence may have been charged, and he shall be granted a retroactive leave of absence with pay for the time during which he was prohibited from performing the duties of his position, less any compensation paid to him by the county during such ordered absence.

B.

In the event an employee is reduced, suspended and/or discharged, and upon appeal the civil service commission or a court having jurisdiction does not sustain such reduction, suspension and/or discharge, the employee shall be entitled to his base rate of salary, vacation and sick leave as if such unsustained reduction, suspension or discharge had not been invoked. However, in no event shall an employee be entitled to any salary or credit for vacation and sick leave for any period of time covered by a suspension which is sustained or for any period of time waived by an employee as a condition to the granting of a continuance of his civil service or judicial hearing.

C.

If, during an absence for which an employee is paid pursuant to this section, he received any compensation which he would not have received had he continued to perform the duties of his position, such sum shall be deducted from the salary otherwise payable to him pursuant to this section.

(Ord. 6222 Ch. 1 Art. 11 § 245, 1953.)

A.

The duties of a person on leave of absence, with or without pay, shall be performed with no change in compensation by any competent departmental employee designated by the department head.

B.

After 30 days, the department head may transfer or appoint any eligible person to a substitute position at an equal or lower level in the same classification or series. Such person shall receive the compensation for the substitute position until the incumbent returns.

C.

The department head shall report all transfers or appointments to substitute positions as required by the chief administrative officer.

D.

The department head may waive the 30-day waiting period if he finds that it is impractical or would cause harm or inconvenience to the public, provided that no budgetary overexpenditure will result.

E.

A substitute position may not be used to perform the duties of a person on accrued overtime leave of absence. It is the intent of this provision that the duties of such a person shall be performed without additional cost to the county.

(Ord. 6222 Ch. 1 Art. 11 § 251, 1953.)

Any employee absent due to sickness, injury, pregnancy, quarantine, nonemergency medical or dental care, or on any of the leaves provided for in Section 6.20.080 of this code, may be required, before such absence is authorized or payment is made, to furnish a doctor's certificate or other proof satisfactory to his department head that his absence was due to such causes.

(Ord. 6222 Ch. 1 Art. 11 § 250, 1953.)