Laserfiche WebLink
The 12 weeks of leave will be calculated on a rolling year basis measured backwards from <br />the time the employee uses leave. <br />FMLA Leave should be scheduled with the employee's supervisor as far in advance as <br />possible. If leave is foreseeable, at least thirty (30) days advance notice should be given. <br />If employees are eligible for both unpaid FMLA Leave and any paid leave (such as <br />vacation, compensatory time, sick leave, or short-term disability benefits), they are <br />required to use such paid leave concurrent with their unpaid FMLA Leave, except that <br />employees on leaves due to birth or adoption need not use their accrued sick leave or <br />vacation during the first six weeks of their leave if they choose not to. Further, employees <br />receiving workers' compensation benefits during their FMLA leave are not required to, <br />and may not elect to, use other paid leave concurrent with FMLA leave during the period <br />they are receiving workers' compensation benefits. <br />If FMLA Leave is taken due to the serious health condition of the employee or family <br />member, medical certification will be required. Certification will be required before the <br />leave begins or soon afterward, while on leave if necessary, and upon return to work. The <br />city may, at its own discretion and expense, require a second opinion. <br />Unless the employee makes special arrangements and is granted permission, FMLA Leave <br />for the birth or adoption of a child or for foster care placement must be taken all at one <br />time. FMLA Leave taken because of the employee's or another's serious health condition <br />may be taken intermittently, all at one time, or in the form of a reduced work schedule, <br />depending upon what is medically necessary. Leave taken by part-time employees in the <br />form of a reduced schedule will be pro-rated to the number of hours worked during the last <br />12 months. <br />While on leave, health insurance benefits will continue in the same manner as prior to <br />leave. Employee co-payments must be made in a timely manner to avoid jeopardizing <br />continued coverage. <br />If you have questions about leave entitlements, contact Human Resources. <br />Sick or Injured Child Care Leave Policy <br />Employees who have worked at least half time during the 12 months preceding a leave are <br />entitled to use accrued personal sick leave benefits for absences due to an illness of or <br />injury to the employee's minor child, or a child under 20 years of age attending secondary <br />school. <br />School Activities Leave Policy <br />Employees who have worked at least half time during the preceding 12 months are entitled <br />to up to 16 hours leave during any 12-month period to attend school conferences or <br />classroom activities related to the employee's child, provided the conferences or classroom <br />activities cannot be scheduled during non-work hours. If an employee's child receives <br />child care services or attends apre-kindergarten regular or special education program, the <br />employee may use the leave time to attend a conference, or activity related to the <br />