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considered to have voluntarily resigned his/her position with the City. Employees who do not <br />return to work at the end of their FMLA leave may be terminated. <br />The City requires a medical certificate attesting to the employee's fitness for duty prior to the <br />employee being allowed to return to work. The fitness for duty report must be based on the <br />particular health condition(s) for which the leave was approved and must address whether the <br />Human Resources -Manager -may <br />consult with a physician or other expert to determine reasonable accommodations for any <br />employee who is a "qualified disabled" employee under the Americans with Disabilities Act. If a <br />fitness for duty certification is required, the City may deny reinstatement until it is provided. <br />Records on family and medical leave will be kept along with normal personnel records except that <br />any medical record will be maintained separately in accordance with applicable laws. <br />The FMLA is a complex area of law with detailed federal regulation that is impacted by other <br />related issues. Questions should be directed to Human Resources: <br />6.5 Extended Medical Leave <br />When medically necessary and upon receipt of a medical certificate from an employee's treating <br />physician, the GityCity Administrator may, at theirhis or he, sole discretion, approve a request for <br />an unpaid medical leave extension of up to three months due to the employee's serious medical <br />condition or to care for a spouse, parent or child who has suffered a serious medical condition. <br />Before using unpaid leave under this section, the employee must use exhaust all paid leave_ except <br />a combined total of forty hours of accrued vacation leave, sick leave, holiday pay, and/or <br />compensatory time off. <br />While on an extended medical leave, cityCity benefits will administered through COBRA and will <br />be offered at employees' cost. Health and life insurance benefits will continue to be paid by the City <br />for an employee who is on extended medical leave at the same level as if the employee were working. <br />Employees who contribute toward their health care coverage must continue to make that contribution <br />eave) or by personal check (if using <br />unpaid leave). If the employee fails to return to work after taking extended medical leave, the City <br />may recover the premiums paid by the City for group health and life insurance unless the serious <br />health condition of the spouse, child, parent or employee continues or for other circumstances <br />beyond the control of the employee. <br />.. <br />• <br />Vacation, sick, and paid holiday leave will not be earned during a period of unpaid extended <br />medical leave. Use of approved extended medical leave will not constitute a break in service for <br />purposes of computing years of service. The eft' City of Ramsey does not guarantee job <br />restoration after a period of extended medical leave. <br />571Page <br />