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Procedure for Requesting Leave and Notice <br />NOTICE <br />All employees requesting FMLA leave must provide written or verbal notice of the need for leave <br />to Human ResourcesHuman Resources. If the need for leave is foreseeable, the employee must <br />give notice to their 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 provide as much notice as <br />practicable, including following required call -in procedures. Additionally, the City requires <br />employees on FMLA leave to periodically report their status and intent to return to work.A11 <br />employees requesting FMLA leave must provide written or verbal notice of the need for the leave <br />te-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 CityCity requires an employee on FMLA leave to report periodically on the employee's status <br />and intent to return to work. <br />Certification and Documentation RequirementsjRTIFICATION AND <br />.11 <br />For leave due to an employee's serious health condition or that of an employee's family member, <br />the GityCity 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, 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 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 hisduties, a FFD certificate may be required as <br />frequently as 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 GityCity 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 />ReinstatementEINSTATEMENT <br />51Page <br />r <br />Formatted: Font: (Default) Times New Roman, 12 pt, Not <br />Italic <br />Formatted: Font: (Default) Times New Roman, 12 pt, Not <br />�alic <br />Formatted: Font: (Default) Times New Roman, 12 pt, Not <br />Italic <br />