Agenda - Council - 04/12/1994 - Laserfiche WebLink

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Any employee Who has worked for 12 months for at least 1,250 hours during the precedin§ I2 month period sh~dI be granted up to I2 weeks of leave during each calendar year. Leave may bc granted for the fdllowing reasons: · The birth or adopfion/fost~ care placement with an employee. · T~ care for a spouse, child or parent with a serious health condition. · TI~c serious health condition of the employee, which makes the employee unable'to p4~form the essential functions of their position. The 12 month pe~!od begins on the first day that the employee takes family leave. The entitlement of leave for birtl~adoption/foster care expires 12 months after the birch or placement. There is no maximum age li~i: 't for adoption or foster care placement. Employees who i~luest family leave based on a serious health condition may be required to submit a medical certific[ate outlining the dates on which treatment is expected and the expected duration of the treatment. ~.When requested for a spouse, child or parent, the medical certificate must specifically state ~hat the employee is needed to care for the relative. The City reserves the right ? request a second,pinion, at the expense of the City. If the opinion from the original employee, s certification and! City's certification differ, the City may obtain a third opinion, at the City s expense. Except in emergency, the employee is required to provide written notice to the employee's supervisor of not[less than 30 days before the date the leave is to begin. If the leave is to begin in less than 30 days] the employee shall provide such written notice as soon as practicable. Family leave may~ be ?ken intermittently, but the employee is expected to work with the City to the extent possible tolminirnize the disruption of their absence. The employee mpst use accrued vacation, sick leave or compensatory time before using unpaid leave for time off taken under this section. The medical certificate described above is required before sick leavekvill be authorized. The paid leave is considered to be taken simultaneously with the family leave. ! Health benefits ~ continue to be paid by the City for an employee who is absent on family leave at the same level ~s if the employee were working. Employees who contribute toward their health care coverage m~st continue to make that contribution while on leave, either through payroll deduction (if us~g paid leave) or by personal check (ff using unpaid leave). If the employee fails to return to wor~after the family/medical leave, the City may recover the premiums paid by the City for group h§alth and life insurance unless the serious health condition of the spouse, child, parent or cmploy~ continues or for other cite-instances beyond thc conn'ol of the employee. Vacation and siqk leave will not be earned during a period of unpaid family leave. Use of approved family~ave - whether paid or unpaid - will not constitute a break in service for purposes of computing yeat:s of service. ' The employee h~ the right to return to an equivalent position with equivalent benefits, pay and other terms and c,~nditions of employment upon return to work after a period of f~mily leave. Thc City may req :ire a medical certificate attes~ng to the employee's fitness for duty prior to return to work. The fitr ~ss for duty report must be based on the particular health condition(s) for which the leave was app,i'oved and must address whether the employee can perform the essential functions q!