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<br />12 weeks of unpaid Family/Medical Leave within any 12-month period and be <br />restored to the same or an equivalent position upon return from the leave. The <br />City will calculate the 12-month period by using a "rolling" 12-month period. <br /> <br />Family/Medical Leave is defined as an approved absence available to eligible <br />employees for up to 12 weeks under particular circumstances. Circumstances <br />that would constitute Family/Medical Leave are as follows: <br />1. The birth of a child and in order to care for such a child; <br />2. The placement of a child with you for adoption or foster care; <br />3. To care for your spouse, son, daughter, or parent with a serious health <br />condition; or <br />4. Because of your own serious health condition which renders you unable to <br />perform the functions of your position. <br /> <br />FMLA leave because of reasons (1) or (2) must be completed within the 12- <br />month period beginning on the date of birth or placement. In addition, spouses <br />employed by the City who request leave because of reason (1) or (2) or to care <br />for an ill parent may only take a combined total of 12 weeks leave during any 12- <br />month period. <br /> <br />FMLA leave is generally unpaid. An employee must substitute accrued paid <br />leave under certain circumstances: <br />1. If FMLA leave is requested because of a birth, adoption or foster care <br />placement of a child, or to care for a spouse, child, or parent with a <br />serious health condition, any accrued paid vacation, first will be <br />substituted for any unpaid Family/Medical Leave. <br />2. If FMLA leave is requested because of the employee's own serious health <br />condition, any accrued paid sick leave will be substituted first and then <br />accrued paid vacation will be substituted for any unpaid leave time that <br />does not extend the 12 week leave period. <br /> <br />If FMLA leave is requested because of the employee's own or a covered <br />relation's serious health condition, the employee and the relevant health care <br />provider must supply appropriate medical certification. Medical Certification <br />Forms may be obtained from the Human Resources Department. When FMLA <br />leave is requested, the City will notify the employee of the requirement for <br />medical certification and when it is due (at least 15 days after leave is <br />requested). <br /> <br />Failure to provide requested medical certification in a timely manner may result in <br />denial of leave until it is provided. The City, at its expense, may require an <br />examination by a second health care provider designated by the City, if it <br />reasonably doubts the medical certification initially provided. If the second health <br />care provider's opinion conflicts with the original medical certification, the City, at <br />its expense, may require a third, mutually agreeable, health care provider to <br /> <br />Employee Policies Handbook/Page 28 <br />