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When medically necessary, and upon receipt of a medical certificate from an employee's treating <br />physician, the City Administrator may approve a request for a medical leave extension of up to <br />three months due to the employee's serious medical condition or to care for a spouse, parent or <br />child who has suffered a serious medical condition. <br />Before using unpaid leave under this section, the employee must use all paid leave except a <br />combined total of forty hours of accrued vacation leave, sick leave, holiday pay, and/or <br />compensatory time off. <br />The medical certificate described herein is required before sick leave will be authorized. <br />Health and life insurance benefits will continue to be paid by the City for an employee who is on <br />extended medical leave at the same level as if the employee were working. Employees who <br />contribute toward their health care coverage must continue to make that contribution while on <br />leave, either through payroll deduction (if using paid leave) or by personal check (if using unpaid <br />leave). If the employee fails to return to work after taking extended medical leave, the City may <br />recover the premiums paid by the City for group health and life insurance unless the serious health <br />condition of the spouse, child, parent or employee continues or for other circumstances beyond the <br />control of the employee. <br />Vacation, sick, and paid holiday leave will not be earned during a period of unpaid extended <br />medical leave. Use of approved extended medical leave will not constitute a break in service for <br />purposes of computing years of service. The cityCity of Ramsey does not guarantee job restoration <br />after a period of extended medical leave. <br />The City requires a medical certificate attesting to the employee's fitness for duty prior to the <br />employee being allowed to return to work. The fitness for duty report must be based on the <br />particular health condition(s) for which the leave was approved and must address whether the <br />employee can perform the essential functions of the job. The Human Resources Manager may <br />consult with a physician or other expert to determine reasonable accommodations for any <br />employee who is a "qualified disabled" employee under the Americans with Disabilities Act. If a <br />fitness for duty certification is required, the City may deny reinstatement until it is provided. <br />6.6 � L o <br />The City G an i�S-xs,y g nt— y mgular , ployee a leave of without . , f r , ,.a rot <br />exceeding 90 :>�L»ku: ky3 mend xick L v 't a pXs 1 :If one year <br />in care t i imploy. i is disabled or whori Mntr*orditut7 circrltustitrar13, in its judgrrutat, a *rr*rVi <br />Si12111 lrLtI rias . I`la vacation leave, sick loavi kali*i / leave or componntarj tint( off bonofit3 <br />hall be usoi ar *rrtrtad during it la Rya nf-alEsint wtad Ai City will taut cotatribr►ta to insurance <br />prc :\m'.a All avc-km3 paid leave will be pai3 ip ayn Fig ter sn,playae <br />`\t\C 3f-abr.X» L dLta\:• -mg entitlement to ;;cniority based <br />rights and bonofitas t a ravioli of absence km arrapluyrrurat du►a tow laiv i of absence constitutes a <br />break in airvira. T1u City of Ramsey dons not gut*r*rata I job ri urwtius& utkir * 1 r i of *bronco. <br />Bone Marrow Donation Leave <br />- - 4 Formatted: Heading 2 <br />4 Formatted: Font: Arial, 14 pt <br />Formatted: Font: 12 pt <br />4 Formatted: Footer, Line spacing: single <br />22IPago (/' <br />