8.0. SR 11-25-1996 - Laserfiche WebLink

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As a condition of reinstatement, the city may require a certification from the employee's health care provider that the employee is able to resume work. Family Care Leave The city understands the need for employees to maintain the health and security of their families and will comply with the Family and Medical Leave Act of 1993. The city will grant eligible employees an unpaid leave so that the employee may care for a spouse, child, or parent who has a serious health condition or is unable to care for his or her own hygienic or nutritional needs or safety due to medical impairment. For the definition of "Serious Health Condition, "see Medical Leave of Absence discussed above, "Child" includes a biological, adopted or foster child, a stepchild, legal ward or a child for whom the employee stands in loco parents, who is under 18 years of age, or 18 years of age or older and incapable of self care because of a mental or physical disability." Spouse" is the legally recognized marital partner of the employee, "Parent" means the biological parent or an individual who stands or stood in loco parentis to an employee when the employee was a child; the term does not include in-laws. Accrued time off may not be used to extend a family care leave beyond 12 weeks. The city will require medical certification to support a claim for leave to care for a seriously ill child, spouse, or parent. The certification must include an estimate of the amount of time the employee is needed to provide care. When the need for a Family Care Leave is foreseeable based on planned medical treatment, the employee must give the city at least 30 days' notice before the date the Family Care Leave is to begin. When the need for a Family Leave is unforeseeable, the employee must provide notice as soon as practicable. All other policies for Family Care Leave, including eligibility, continued insurance, and return to work, are identical to those for a Medical Leave discussed above, except that no medical certification will be required to return to work. Parental Leave Eligible employees will be provided an unpaid leave of absence of up to 12 work-weeks for the birth or adoption of a child, or for the placement of a child in foster care, in accordance with the Minnesota Parenting Leave Act and the Family and Medical Leave Act of 1993. The Parental Leave may begin at a time designated by the employee but must start within 12 months of the date of the birth, adoption or placement of the child. Accrued time off may not be used to extend a Parental Leave beyond 12 weeks. When the need for a Parental leave is foreseeable, such as the expected birth, adoption or placement of a child, the employees must provide the city with at least 30 days' notice. If the exact date of the birth, adoption or placement is unforeseeable, the employee must provide notice as soon as practicable.