10.2. SR 09-02-2014 - Laserfiche WebLink

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taki an „ai lea-ve unless their medical condition/injury is covered by wWorker's c-Compensation or the absence qualifies under the state Parental Leave law (see Parental Leave Policy). Additional Leave Employees who cannot return from an approved FMLA leave at the end of the approved leave period may request an extension (up to the maximum of twelve (12) weeks allowed under FMLA). -If the twelve (12) FMLA weeks have already been used, the employee can request to go on a regular unpaid leave of absence. If approved, before unpaid leave begins the employee must use any accrued sick leave, compensatory time, or vacation leave that remains. If the leave is approved and unpaid, the employee will be required to pay the full cost of all group insurance, as provided under COBRA, in order to continue coverage. If the unpaid leave of absence is not approved or the employee fails to request additional leave, the employee will be considered to have voluntarily resigned. If circumstances beyond the employee's control prevented the employee from requesting additional leave, a retroactive leave request may be allowed, subject to the City Council's approval. FMLA— Qualified Exigency and Military Caregiver Leave Qualified Exigency Eligible employees whose spouse, son, daughter or parent either has been notified of an impending call or order to covered active military duty or who is already on covered active duty may take up to 12 weeks of leave for reasons related to or affected by the family member's call-up or service. The qualifying exigency must be one of the following_ 1) 4)-§Short-notice deployment 2) :::' Military events and activities 3) T3) eChild care and school activities} 4) Ffinancial and legal arrangements ) 5) Ceounseling 6) Rrest and recuperation 7) -Ppost-deployment activities 8) 8)—Aadditional activities that arise out of active duty, provided that the employer and employee agree, including agreement on timing and duration of the leave. Military Caregiver Leave An employee eligible for FMLA leave (described above) who is the spouse, son, daughter, or parent, or next of kin of a covered servicemember may take LIP to 26 weeks in a single 12-month period to take care of leave to care for that servicemember. The family member must be a current member of the Armed Forces, including a member of the National Guard or Reserves, or a member of the Armed Forces, the National Guard or Reserves who is on the temporary disability retired list, who has a serious injury or illness incurred in the line of duty on active duty for which he or she is undergoing medical 19