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FMLA General Provisions <br />Concurrent leave: During FMLA leave, an employee must use all appropriate paid leave <br />before taking any unpaid leave. An employee may request leave time or the employer may <br />designate an employee's leave time as FMLA time if it meets the definition under law. An <br />employee may qualify for other leave programs in addition to FMLA (i.e., workers' <br />compensation, sick leave with pay, parental leave), which runs concurrently with FMLA leave. <br />Benefits: The employee will not accrue benefits such as sick leave or vacation while on <br />unpaid FMLA leave. FMLA leave counts as continued service for purposes of retirement and/or <br />pension plans. The employee may choose to continue coverage under the City's existing health <br />care plans under the same conditions and at the same level of City contribution as would have <br />been provided if they were not on leave. <br />Employee contributions will be required either through payroll deduction or by direct <br />payment to the City of Orono. The employee will be advised in writing at the beginning of the <br />leave period as to the amount and method of payment. If an employee's contribution is more than <br />thirty (30) days late, the City of Orono may terminate the employee's insurance coverage. <br />Return to work: Upon return from FMLA leave, employees will be restored to their <br />original or equivalent position with equivalent pay, benefits, and other employment terms. If, <br />during FMLA leave, the City experiences a layoff and an employee would have lost a position <br />had the employee not been on leave, pursuant to the good faith operation of a bona fide layoff <br />and recall system, including a system under a collective bargaining agreement, the employee is <br />not entitled to reinstatement in the former or comparable position. In such circumstances, the <br />employee retains all rights under the layoff and recall system, including a system under a <br />collective bargaining agreement, as if the employee had not taken the FMLA leave. <br />Parenting Leave <br />Employees who work twenty (20) hours or more per week and have been employed more <br />than one year are entitled to take an unpaid leave of absence in connection with the birth or <br />adoption of a child. The leave may not exceed six weeks, and must begin within six (6) weeks <br />after the birth or adoption of the child. The employee must submit a "Request for Leave" form, <br />copy attached, to the City at least thirty (30) days prior to taking parenting leave. FMLA, if <br />applicable, and parenting leave run concurrently. <br />Donating Sick Leave to Other Employees <br />This policy governs the donation of accrued sick leave to fellow employees. The provisions of <br />this policy are applicable to all city personnel eligible to accrue sick leave. <br />With the approval of the city administrator, city employees having accrued sick leave are <br />allowed to donate a portion of the accrued sick leave to fellow employees experiencing a major <br />medical condition. A major medical condition is considered to be a severe illness, major surgery, <br />other physical ailment or other instances that qualify under the sick leave policy that causes, oris <br />37 <br />142286x12 <br />