Laserfiche WebLink
working reduced hours while on this type of leave will receive holiday pay on a prorated basis and will <br />accrue sick leave and vacation leave (annual leave) based on actual hours worked. <br />Leave without pay hours will not count toward seniority and all accrued vacation leave and <br />compensatory time must normally be used before an unpaid leave of absence will be approved. <br />To qualify for leave without pay, an employee need not have used all sick leave earned unless the leave <br />is for medical reasons. Leave without pay for purposes other than medical leave or work -related <br />injuries will be at the convenience of the city. <br />Employees returning from a leave without pay for a reason other than a qualified Parenting Leave or <br />FMLA, will be guaranteed return to the original position only for absences of thirty calendar days or <br />less. <br />Employees receiving leave without pay in excess of thirty calendar days, for reasons other than <br />qualified Parenting Leave or FMLA, are not guaranteed return to their original position. If their original <br />position or a position of similar or lesser status is available, it may be offered at the discretion of the <br />city administrator subject to approval of the City Council. <br />Section 11.16 Family and Medical Leave <br />The FMLA applies to all public agencies, including state, local and federal employers, and local <br />education agencies (schools). To be eligible for FMLA leave, an employee must work for a covered <br />employer and: <br />• have worked for that employer for at least 12 months; and <br />• have worked at least 1,250 hours during the 12 months prior to the start of the FMLA leave; and <br />Family and Medical leave ("FMLA leave") provides up to twelve (12) weeks of unpaid leave to an <br />eligible employee for certain family and medical reasons. <br />Maximum Leave: An employee may take a maximum of twelve (12) work weeks of FMLA leave in <br />any rolling twelve (12) month period. The rolling twelve-month period is measured backward from a <br />Covered Individual's first day of leave taken. <br />Entitlement to Leave: FMLA leave may be granted for any of the following reasons: <br />a. To care for the employee's child after birth, or placement for adoption or foster care; <br />b. To care for the employee's spouse, son or daughter, or parent, who has a serious health <br />condition; or <br />c. For a serious health condition that makes the employee unable to perform the <br />employee's job. <br />d. A covered military member's active duty or call to duty or to care for a covered military <br />member (Military Caregiver and Qualified Exigency Leave). <br />Notice: The employee must give the City at least thirty (30) days advance notice that they will be <br />taking FMLA leave. A "Request for Family/Medical Leave" form, copy attached, must be completed <br />by the employee and returned to the immediate supervisor. In unexpected or unforeseeable situations, <br />the employee should give as much notice as is practicable, usually verbal notice within one or two <br />Page 42 of 172 <br />289 <br />