8.0. SR 11-25-1996 - Laserfiche WebLink

Home Browse Search

the date the leave is to begin, or, in cases where such notice is not possible, as soon as is practicable. When medically necessary, a Medical Leave may be taken intermittently or on a reduced work schedule. In such cases, the city may require the employee to temporarily transfer to an available alternative position which better accommodates recurring periods of absence or part-time schedule, provided that the position has equivalent pay and benefits. The city may require periodic reporting from the employee as to their status and intention to return to work. The city may also require periodic medical recertifications on a reasonable basis. Continued Insurance The city will continue to make group insurance coverage available to eligible employees during an approved Medical Leave of Absence. The employee is still responsible for the usual co-payment, if any. If a Medical Leave extends beyond the approved period, the employee becomes responsible for the full amount of their insurance premiums with no co-payment from the city. In the event an employee elects not to return to work upon completion of an approved unpaid leave of absence, the city may recover from the employee the cost of any payments made to maintain the employee's insurance coverage. If an employee is laid off during the Medical Leave and employment is terminated, the city's responsibility to maintain medical insurance ceases at the time of the layoff. Please contact the finance department for additional information regarding benefit continuation. Return to Work As a general rule, an employee who is granted a Medical Leave under this policy will be reinstated to the position the employee held when the leave commenced or to an equivalent position with equivalent pay, benefits, and other terms and conditions of employment. However, if the employee on leave is a salaried employee who is among the highest paid 10% of the city's employees, and keeping the job open for the employee would result in substantial economic injury to the city, reinstatement may be denied in accordance with the Family and Medical Leave Act of 1993. If during the leave, the city experiences a layoff and the employee would have lost his or her position had the employee not been on leave, the employee is not entitled to reinstatement in the former or comparable position. An employee returning from a Medical Leave of Absence of more than one month should notify their immediate supervisor at least two weeks in advance of returning to work. Upon approval of the employee's immediate supervisor, an employee may return to part-time work at any time during the leave period. An employee shall commence normal working hours when the leave period has ended.