O-2006-2781-C Tabled - original 2004

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conduct an examination and provide a final and binding opinion. The City may require subsequent medical re-certification on a reasonable basis. If medically necessary for a serious health condition of the employee or his/her child, or parent, FMLA leave may be taken on an intermittent or reduced leave schedule. If leave is requested on this basis, the City may require the employee to transfer temporarily to an alternative position (equivalent in pay and benefits) that accommodates recurring periods of absence. No loss of service credit with the City will occur as a result of the FMLA leave, but no benefit credits will accrue toward vacation or sick leave during unpaid FMLA leave. However, accruals toward vacation and sick leave may be earned during paid leave. The employee's health benefits will continue during the leave, in accordance with the City of La Porte Medical Plan Document. However, if the employee does not return to work he/she will be responsible for 100% repayment of premiums paid by the City, unless the employee cannot return to work because of a serious health condition or other circumstances beyond his/her control. Employees are responsible for payment of their dependent coverage premiums and other authorized payroll deductions while they are on FMLA leave. If the need for FMLA leave is foreseeable, the employee must give the City 30 days prior written notice. When unforeseen events occur that require FMLA leave, employees must give notice as soon as practical, ordinarily within 1 or 2 working days. Failure to provide such notice may delay approval of FMLA leave. The City has Request for Family/Medical Leave forms available from the Human Resources Department. These forms should be used when requesting leave. If FMLA leave is taken because of the employee's own serious health condition or to care for a covered relation, the employee must contact the City on the first and third Friday of each month regarding the status of the condition and their intent to return to work. Upon completion of FMLA leave because of the employee's own serious health condition, employees are required to provide medical certification that they are fit to resume work. Return to Work Medical Certification Forms may be obtained from the Human Resources Department. Employees failing to provide the Return to Work Medical Certification Form will not be permitted to resume work until it is provided. The following definitions apply for the purposes of the FMLA policy: SPOUSE - is defined in accordance with State law Employee Policies Handbook/Page 29