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permitted by the FMLA, the City places the following restrictions on eligible employees' use <br /> of FMLA leave: <br /> The City has designated a "rolling" 12 month period for purposes of determining employees' <br /> entitlement to FMLA leave. The "rolling" 12 month period begins on the date the employee uses <br /> "any"FMLA leave. <br /> 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 eligible employee. <br /> Employees may request leave under this policy based on: (1) the birth of a son or daughter of the <br /> employee; (2) the placement of a son or daughter with the employee for adoption or foster care; (3) <br /> their own serious health condition; (4) to care for a parent, spouse, or child's serious health <br /> condition; (5) military caregiver leave; (6) a qualifying military exigency as defined in the FMLA <br /> or, (7) or any another eligible circumstances contingent upon the FMLA. Employees are required <br /> to 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 reserves the right to request a second opinion, at the <br /> expense of the City, to the extent permitted by the FMLA. If the results of the employee's <br /> certification differs from the results of the City's certification, the City may obtain a third opinion <br /> at the City's expense. The City also reserves the right to require periodic recertification, to the <br /> extent allowed by the FMLA and to contact the certifying medical provider to authenticate or <br /> clarify the medical certification in 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, and any other accrued paid <br /> leave, except a combined total of forty hours of accrued paid leave and/or compensatory time off, <br /> concurrently with leave provided under the FMLA. The combined paid and unpaid leave cannot <br /> exceed the applicable 12 week or 26 week maximum FMLA leave time. FMLA leave may run <br /> concurrently with a worker's compensation absence if the on-the-job injury or illness also qualifies <br /> as a serious health condition under the FMLA. <br /> Subject to the terms, conditions, and limitations of applicable plans, eligible employees are entitled <br /> under the FMLA to the same health insurance benefits provided by the City while on FMLA leave <br /> to the same extent as if the employee were not on FMLA leave. Employees who contribute toward <br /> their health care coverage must continue to make that contribution while on leave, either through <br /> payroll deduction (if using paid leave) or by personal check(if using unpaid leave). If the <br /> employee fails to return to work after taking family or medical leave, the City may recover the <br /> premiums paid by the City for group health and life insurance unless the serious health condition of <br /> 321Page <br />