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Employees shall not engage in activities that conflict with the best interests of the cit�-. Such conduct will <br />result in disciplinary action up to and including termination. <br />Use of Accrued Paid Leave or Compensatory Time during FMLA <br />Paid leave runs concurrently with FMLA leave. The use of sick leave shall be for reasons allowed <br />according to the Sick Leave Policy. Prior to taking unpaid FMLA leave, employees must use all but 40 <br />hours of accrued sick leave (unless use is not applicable to policy), all but 40 hours of accrued vacation <br />lea�=e, and all compensatory time unless their medical condition/injury is co�=ered by Worker's <br />Compensation. <br />Additional Leave <br />Employees who cannot return from an approved FMLA leave at the end of the approved leave period <br />may request an extension up to the ma�mum of twelve (12) weeks allowed under FMLA. If the twelve <br />(12) FMLA weeks have already been used, the employee can request General Leave. If approved, before <br />General Leave begins the employee must use any accrued sick lea�re, compensatory time, or vacation <br />leave that remains. If the leave is approved the employee will be required to pay the full cost of all group <br />insurance, as provided under COBRA, in order to continue coverage. <br />If the General Leave is not appro�=ed or the employee fails to request additional leave, the employee will <br />be considered to have voluntarily resigned. If circumstances beyond the employee's control prevented the <br />employee from requesting additional leave, a retroactive leave request may be allowed, subject to the city <br />administrator's approval. <br />FMLA — Qualified Exigency and Military Caregiver Leave <br />Qualified Exigency <br />Eligible employees (described above) whose spouse, son, daughter, or parent either has been notified of <br />an impending call or order to co�rered active military duty or who is already on covered active duty may <br />take up to twelve (12) weeks of leave for reasons related to or affected by the family member's call-up or <br />service. <br />The qualifying e�gency must be one of the following: <br />1. Short-notice deployment <br />2. Military events and activities <br />3. Childcare and school activities <br />4. Financial and legal arrangements <br />5. Counseling <br />6. Rest and recuperation <br />7. Post-deployment activities <br />8. Parental care <br />9. Additional activities that arise out of active dut�-, pro�=ided that the employer and employee agree, <br />including agreement on timing and duration of the leave. <br />Military Caregiver Leave <br />An employee eligible for FMLA leave (described above) who is the spouse, son, daughter, or parent, or <br />next of l�in of a covered servicemember may take up to 26 weeks in a single 12-month period to care for <br />that servicemember. <br />Page 28�66 <br />