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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 /> If thirty(30)days'notice cannot be given,the employee is required to give as much notice as <br /> practicable,including following required call-in procedures. <br /> The City requires an employee on FMLA leave to report periodically on the employee's status and <br /> intent to return to work. <br /> CERTIFICATION AND DOCUMENTATION REQUIREMENTS <br /> For leave due to an employee's serious health condition or that of an employee's family member, <br /> the City may require the completion of a Medical Certification form by the attending physician or <br /> practitioner.The form must be submitted by the employee to Human Resources within fifteen(15) <br /> calendar days after leave is requested.If the form is not submitted in a timely fashion,the <br /> employee must provide a reasonable explanation for the delay.Failure to provide medical <br /> certification may result in a denial or delay of the leave. <br /> When leave is due to an employee's own serious health condition,a fitness for duty certification <br /> (FFD)may be required before an employee can return to work.Failure to timely provide such <br /> certification may eliminate or delay an employ.eight to reinstatement under the FMLA. <br /> If an employee is using intermittent leave and reasonable safety concerns exist regarding the <br /> employee's ability to perform his or her duties,a FFD certificate may be required as frequently as <br /> every 30 days during periods when the employee has used intermittent leave. <br /> Recertification of leave may be required if the employee requests an extension of the original <br /> length approved by the City or if the circumstances regarding the leave have changed• <br /> Recertification may also be required if there is a question as to the validity of the certification or if <br /> the employee is unable to return to work due to the serious health condition. <br /> REINS TA TEMENT <br /> Employees returning from Family and Medical Leave will be reinstated in the same position or a <br /> position equivalent in pay,benefits,and other terms and conditions of employ <br /> GROUP HEALTH INSURANCE AND OTHER BENEFITS, CONCURRENT <br /> LEAVE AND SUBSTITUTION OF PAID LEAVE <br /> An employee granted leave under this policy will continue to be covered under the City's group <br /> health and dental insurance plan under the same conditions and at the same level of City <br /> contribution as would have been provided had the employee been continuously employed during <br /> the leave period.The employee will be required to continue payment of the employee portion of <br /> 401Page <br />