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o Pregnancy: Any period of incapacity due to pregnancy, prenatal medical care or <br />childbirth; <br />o Absence Plus Treatment: A period of incapacity of more than three consecutive <br />calendar days that also involves continuing treatment by or under the supervision of a <br />health care provider. <br />o Chronic Conditions Requiring Treatments: An incapacity from a chronic condition <br />which requires periodic visits for treatment by a health care provider, continues over an <br />extended period of time, and may cause episodic rather than a continuing period of <br />incapacity; <br />o Permanent/Long-Term Conditions Requiring Supervision <br />o Multiple Treatments: Any period of absence to receive multiple treatments (including <br />any period of recovery therefrom) by a health care provider or by a provider of health <br />care services under orders of, or on referral by, a health care provider. <br />LENGTH AND AMOUNT OF LEAVE <br />The length of FMLA leave is not to exceed twelve (12) weeks in any twelve (12) month period. <br />The leave year is calculated based on a rolling backward basis. <br />HOW LEAVE MAYBE TAKEN <br />FMLA leave may be taken for 12 (or less) consecutive weeks, may be used intermittently (a day <br />periodically when needed), or may be used to reduce the workweek or workday, resulting in a <br />reduced hour schedule. In all cases, the leave may not exceed a total of 12 workweeks. <br />Intermittent leave may be taken when medically necessary for the employee's serious health <br />condition or to care for a seriously ill family member. Intermittent leave must be documented in <br />the medical certification form as medically necessary. <br />If an employee is taking intermittent leave or leave on a reduced schedule for planned medical <br />treatment, the employee must make a reasonable effort to schedule the treatment so as to not <br />disrupt the City's business. <br />In instances when intermittent or reduced schedule leave for the employee or employee's family <br />member is foreseeable or is for planned medical treatment, including recovery from a serious <br />health condition, the City may temporarily transfer an employee to an available alternative position <br />with equivalent pay and benefits if the alternative position would better accommodate the <br />intermittent or reduced schedule. <br />Intermittent/reduced scheduled leave may be taken to care for a newborn or newly placed adopted <br />or foster care child only with the City's approval. <br />PROCEDURE FOR REQUESTING LEAVE AND NOTICE <br />All employees requesting FMLA leave must provide written or verbal notice of the need for the <br />leave to Human Resources. <br />When the need for the leave is foreseeable, the employee must give verbal or written notice to <br />his/her supervisor at least thirty (30) days prior to the date on which leave is to begin. <br />401Page <br />