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health condition, the City may temporarily transfer an employee to an available alternative <br />position with equivalent pay and benefits, if the alternative position would better accommodate <br />the intermittent or reduced schedule. <br />Intermittent/reduced-scheduled leave may be taken to care for a newborn or newly placed <br />adopted 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 <br />leave to Human Resources. If the need for leave is foreseeable, the employee must give notice to <br />their supervisor at least thirty (30) days prior to the date on which leave is to begin. If thirty (30) <br />days' notice cannot be given, the employee is required to provide as much notice as practicable, <br />including following required call -in procedures. Additionally, the City requires employees on <br />FMLA leave to periodically report their status and intent to return to work.Human Resources <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 <br />or practitioner. The form must be submitted by the employee to Human Resources within fifteen <br />(15) calendar days after the leave is requested. If the form is not submitted in a timely fashion, <br />the 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 employee's right 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 their duties, a FFD certificate may be required as frequently as <br />every thirty (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 <br />if the employee is unable to return to work due to the serious health condition. <br />Reinstatement <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 employment. <br />381Page <br />