Employee Handbook

2 days after their return to work. Final approval will depend on medical certification provided. Employees will have a minimum of 15 days from the date of FMLA designation to provide medical documentation to the Human Resources Department.

In the case of unpaid leave for the birth or placement of a child, intermittent leave or working a reduced number of hours is not permitted unless both the employee and the City agree. If both spouses are employed by the City, the combined leave shall not exceed twelve (12) weeks.

In the case of unpaid leave for serious health conditions, the leave may be taken intermittently or on a reduced hour basis only if such leave is medically necessary. If intermittent or reduced hours leave is required, the City may in its sole discretion temporarily transfer the employee to another job with equivalent pay and benefits that better accommodates that type of leave.

During family leaves of absence, the City will continue to pay its portion of the health insurance premiums and the employee must continue to pay his/her share of the premium. Failure of the employee to pay his/her share of the health insurance premium may result in loss of coverage. If the employee does not return to work after the expiration of the leave, the employee will be required to reimburse the City for payment of health insurance premiums during the family leave, unless the employee does not return because of the presence of a serious health condition which prevents the employee from performing his/her job or circumstances beyond the control of the employee.

During leave, the employee shall not accrue employment benefits, such as vacation pay, sick pay, pension, etc. Employment benefits accrued by the employee up to the day on which the family leave of absence begins will not be lost.

Employees are required to use their available vacation time during the twelve (12) week family leave, and available sick days shall be used when family leave is taken because of serious health conditions. NOTE: That portion of the family leave of absence, which is vacation time and/or sick days, will be with pay according to the City's policies regarding vacation time and sick days. Holidays, whether in pay status or not, will be counted toward the 12 weeks of family medical leave.

Employees who return to work from a family leave of absence within or on the business day following the expiration of twelve (12) weeks are entitled to return to their job or an equivalent position without loss of benefits or pay.

Applications for family leaves of absence must be submitted in writing. Applications should be submitted at least thirty (30) days before the leave is to commence, or as soon as possible if thirty (30) day notice is not possible. Appropriate forms must be submitted to Human Resources Department to initiate family leave and to return the employee to active status. Employees requesting medical leave should provide the City with the appropriate medical certification.