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All other provisions of the FMLA policy,including Use of Paid Leave,Employee Status and <br /> Benefits During Leave,Procedure for Requesting Leave,and Benefits During Leave and <br /> Reinstatement,are outlined above in the FMLA policy. <br /> Questions should be directed to Human Resources. <br /> 6.4 Family and Medical Leave Formatted:Highlight <br /> Eligible employees may be entitled to take unpaid leave pursuant to the Family and Medical <br /> Leave Act("FMLA")for the purposes described in 29 U.S.C. e 26�12(as amended). All such <br /> leave, including the responsibilities of the City and its employees related to such leave, is <br /> subject to the conditions prescribed in the FMLA and the Department of Labor's regulations <br /> implementing the FMLA. <br /> For additional information regarding FMLA leave, including the circumstances in which <br /> such leave may be taken, employees should consult the posted notices. In addition, as <br /> 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 employ <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;QA <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 qualifyin mg ilitary 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 be i nIf <br /> 441Page <br />