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<br /> <br /> 58 <br />June 2025 <br />236096v1 <br />(e) How Leave May be Taken <br />FMLA leave may be taken for 12 (or less) consecutive weeks, may be used intermittently <br />(a day periodically when needed), or may be used to reduce the workweek or workday, <br />resulting in a reduced hour schedule. In all cases, the leave may not exceed a total of 12 <br />workweeks. <br /> <br />Intermittent leave may be taken when medically necessary for the employee’s serious <br />health condition or to care for a seriously ill family member. Intermittent leave must be <br />documented in the medical certification form as medically necessary. <br />If an employee is taking intermittent leave or leave on a reduced schedule for planned <br />medical treatment, the employee must make a reasonable effort to schedule the treatment <br />so as to not disrupt the Utilities business. <br /> <br />In instances when intermittent or reduced schedule leave for the employee or employee's <br />family member is foreseeable or is for planned medical treatment, including recovery <br />from a serious health condition, the Utilities may temporarily transfer an employee to an <br />available alternative position with equivalent pay and benefits if the alternative position <br />would better accommodate the intermittent or reduced schedule. <br /> <br />Intermittent/reduced scheduled leave may be taken to care for a newborn or newly placed <br />adopted or foster care child only with the Utilities approval. <br /> <br />(f) Procedure for Requesting Leave and Notice <br />All employees requesting FMLA leave must provide written or verbal notice of the need <br />for the leave to Human Resources. <br /> <br />When the need for the leave is foreseeable, the employee must give verbal or written <br />notice to his/her supervisor at least thirty (30) days prior to the date on which leave is to <br />begin. <br /> <br />If thirty (30) days’ notice cannot be given, the employee is required to give as much <br />notice as practicable, including following required call-in procedures. <br /> <br />The Utilities requires an employee on FMLA leave to report periodically on the <br />employee’s status and intent to return to work. <br /> <br />(g) Certification and Documentation Requirements <br />For leave due to an employee’s serious health condition or that of an employee’s family <br />member, the Utilities will require the completion of a Medical Certification form by the <br />attending physician or practitioner. The form must be submitted by the employee to <br />Human Resources within fifteen (15) calendar days after leave is requested. If the form is <br />not submitted in a timely fashion, the employee must provide a reasonable explanation <br />for the delay. Failure to provide medical certification may result in a denial or delay of <br />the leave. <br /> <br />125