3.10. SR 06-19-2006 - Laserfiche WebLink

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parent with a serious health condition; or because of the employee's own serious health condition. Employees returning from FMLA Leave will be able to return, at the discretion of management, either to the previous position or an equivalent one. The employee on FMLA Leave will not be eligible for reinstatement, however, ifhe or she would have been subject to a work force reduction or lay-off if working during the leave period. To be eligible for FMLA Leave, employees must have been employed at the City for at least twelve months and have worked at least 1250 hours at the City in the twelve months preceding the Leave. The twelve weeks ofleave will be calculated on a rolling year basis measured backwards from the time the employee uses leave. FMLA Leave should be scheduled with the employee's supervisor as far in advance as possible. If leave is foreseeable, at least thirty (30) days advance notice should be given. If employees are eligible for both unpaid FMLA Leave and any paid leave (such as vacation, compensatory time, sick leave, or short-term disability benefits), they are required to use such paid leave concurrent with their unpaid FMLA Leave, except that employees on leaves due to birth or adoption need not use their accrued sick leave or vacation during the first six weeks of their leave if they choose not to. Further, employees receiving workers' compensation benefits during their FMLA leave are not required to, and may not elect to, use other paid leave concurrent with FMLA leave during the period they are receiving workers' compensation benefits. IfFMLA Leave is taken due to the serious health condition of the employee or family member, medical certification will be required. Certification will be required before the leave begins or soon afterward, while on leave if necessary, and upon return to work. The City may, at its own discretion and expense, require a second opinion. Unless the employee makes special arrangements and is granted permission, FMLA Leave for the birth or adoption of a child or for foster care placement must be taken all at one time. FMLA Leave taken because of the employee's or another's serious health condition may be taken intermittently, all at one time, or in the form of a reduced work schedule, depending upon what is medically necessary. Leave taken by part-time employees in the form of a reduced schedule will be pro-rated to the number of hours worked during the last twelve months. While on leave, health insurance benefits will continue in the same manner as prior to leave. Employee co-payments must be made in a timely manner to avoid jeopardizing continued coverage. If you have questions about your leave entitlements, please contact the Ifuman Resource Representative. 18