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An eligible husband and wife couple employed by the City are permitted to take a combined total of <br />12 work weeks of FMLA leave in a single 12-month period if the FMLA leave is: (1) due to the birth <br />of a son or daughter of the employees. (2) due the placement of a son or daughter with the employees <br />for adoption or foster care, or (3) in order to care for a parent of the elieible employee. <br />Employees may request leave under this policy based on: (1) their own, Birth or <br />aaoptiorif Gt tacc i t with cm amp1oyee <br />arc `�� ���✓irr, child or parcnt with a serious health condition: (2) to care for a <br />parent, spouse, or child's <br />Ths serious health condition: or (3) military caregiver leave, or, (4) or any another <br />elieible circumstances contingent upon the FMLA. Employees of the cmploycc, <br />,l:ka to perform thc of their <br />pe-sitioft <br />Tlai 12 month p triad begins on the «rot iwy thwt the twiny' a twhuo family leave. Th. irrtitlimirrt <br />of leave far birt1.Jaapti%mac v.p;.cz l Ms" Ftrr VAN- bbitl.. ar placement. Thcrc is no <br />age limit for adoption or f rta:xx` p a2cmcnt. <br />Employees who :w]rtco! a- e rder thiG policy b..Ged hod..th condition are required to <br />submit a completed medical certification that complies with the requirements of the FMLA. <br />Medical certification forms are available from Human Resources. Employees who request leave <br />under this policy are required to submit medical certificate outlining the dates on which treatment <br />is expected and the expected duration The City of the treatment. Whirr ri opus -Lod for a spouse, <br />child or pwrlht, tlaa medical cArtificitti main up I cificwlly otwti tlawt tlaa employe' is hi I di I to aaro <br />for the relative. The City reserves the right to request a second opinion, at the expense of the City, <br />to the extent permitted by the FMLA.- If the results of the employee's certification differs from the <br />results of the City's certification, the City may obtain a third opinion at the City's expense. The <br />City also reserves the right to require periodic recertification, to the extent allowed by the FMLA <br />and to contact the certifying medical provider to authenticate or clarify the medical certification in <br />lieu of seeking a second opinion. <br />Separate certification may also be required regarding the nature of the family member's military <br />service and/or the existence of a qualifying exigency, if leave is requested for that purpose. <br />Except in emergency situations, the employee is required to provide written notice of the need to <br />take leave to the employee's supervisor not less than 30 days before the date the leave is to begin. If <br />the leave is to begin in less than 30 days, the employee shall provide such written notice as soon as <br />practicable. <br />Employees are required to use all accrued sick leave, vacation leave, Family and any other accrued <br />paid leave,modical loavi miry b a teliva iritiirrrti tiritly, but tha employee is expected to wort with tha <br />City to the extent p000iblt to mirrintioa Wray Ilimiptiorr of their absence. <br />Before using unpaid leave undatilhiz c3tian, thc cmploycc must use all paid leave except a combined <br />total of forty hours of accrued paidvacation leaverich Is ay', kolirlrry pity, and/or compensatory time <br />oft concurrently with leave provided under the FMLA., The combined paid and unpaid leave cannot <br />exceed the applicable 12 week or 26 week maximum FMLAmodical certificate doscriba d kiriirr it <br />22IPage <br />- - -f Formatted: Justified <br />Commented [CRS1]: We typically recommend requiring <br />employees to use all available leave concurrently. Allowing <br />employees to keep a bank of leave could lead to difficulty with <br />terminating an employee after the exhaustion of FMLA leave. <br />Formatted: Font: 12 pt <br />Formatted: Footer, Line spacing: single <br />