12-10-2018 Council Packet - Laserfiche WebLink

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Fit for duty: The City may require a medical certificate attesting to the employee's fitness for duty prior to return to work. The fitness for duty report must be based on the particular health condition(s) for which the leave was approved and must address whether the employee can perform the essential functions of his/her regular job. The City Administrator may consult with a physician or other expert to determine reasonable accommodations for any employee who is a "qualified disabled" employee under the Americans with Disabilities Act (ADA). If a fitness for duty certification is required, the City may deny reinstatement until it is provided. Birth or Adoption: Eligibility for leave after birth, placement for adoption or foster care, expires twelve (12) months after the birth, adoption, or foster care placement. If the child must remain in the hospital longer than the mother, the leave may begin at any time up to six (6) weeks after the child leaves the hospital. Military Family Leave An eligible employee, as defined in the FMLA, shall be entitled to the following Military Family Leave under the FMLA: Qualifying Exigency: An eligible employee may take a total of twelve (12) work weeks of unpaid leave during a rolling twelve (12) month period because of any qualifying exigency, as defined in the FMLA, arising out of the fact that the spouse, a son, a daughter, or a parent of the employee is on active duty in the Armed Forces in support of a contingency operation. The employee must provide notice to the City as soon as practicable that they will be taking FMLA leave. The City requires the employee to provide a "Certification of Qualifying Exigency for Military Family Leave," which is available from the City Administrator. Military Caregiver Leave: An eligible employee is entitled to a total of twenty-six (26) work weeks of unpaid leave during a single twelve (12) month period to care for a servicemember, as defined in the FMLA. For purposes of Military Caregiver Leave, an eligible employee is the spouse, son, daughter, parent or next of kin of a covered servicemember. The employee must give the City at least thirty (30) days advance notice that they will be taking FMLA leave. In unexpected or unforeseeable situations, the employee should give as much notice as is practicable. The City requires the employee to provide a "Certification for Serious Injury or Illness of a Covered Servicemember for Military Family Leave," which is available from the City Administrator. Leave may be taken intermittently or on a reduced schedule when it is medically necessary. If an employee requests intermittent leave or leave on a reduced schedule that is foreseeable due to medical treatment, the employee may be temporarily transferred to another position if the position has equivalent pay and benefits and better accommodates the recurring periods of leave. Any such transfer is subject to a collective bargaining agreement. 36 142286x12