O-2009-3129 approving updated Employee Policy Handbook

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Leave Entitlement Eligible employees may take FMLA leave for one or more of the following reasons: 1. The birth or placement of a child for adoption or foster care; 2. To care for a spouse, child, or parent with a serious health condition; or 3. Because of your own serious health condition which renders you unable to perform the functions of your position. To determine eligibility for leave, the City uses a rolling 12 -month period measured backward from the date of any FMLA leave Employee's Notice Requirements In order for the City to accommodate an employee's workload during his/her absence, an employee seeking to take FMLA leave must provide both his/her Department Director and the Human Resources Manager with at least 30 days advance notice when the leave is foreseeable. If the leave is not foreseeable, an employee is expected to provide both his/her Department Director and the Human Resources Manager with as much advance notice as possible or in the case of catastrophic incidents notice is required soon thereafter. In the event of medical leave for planned medical treatment for the employee or for the employee's spouse, child or parent, the employee is required to make a reasonable effort to schedule the treatment so as not to unduly disrupt the City's operations. All supervisors must immediately notify both their Department Director and the Human Resources Manager if they have reason to believe an employee's absence is due to an FMLA- covered reason. Medical Certification and Other Required Documentation — An employee must provide the City with a medical certification supporting the need for FMLA leave due to a serious health condition affecting the employee or the employee's spouse, child or parent. The certification must set forth the beginning and expected ending dates of the leave. In the case of intermittent leave, the certification must also provide the dates and duration of the treatments necessitating the intermittent leave. Forms are available from the Human Resources Department. Once FMLA leave is requested, the employee will be required to submit medical certification information later than 15 days after the date the leave is requested. Failure to provide requested medical certification in a timely manner may result in denial of leave until it is provided. If FMLA leave is taken because of the employee's own serious health condition, 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, the employee will be required to submit a "fitness -for -duty" certification before the employee can return to work. o The City, at its expense, may require an examination by a second health care provider designated by the City, if it reasonably doubts the medical certification initially provided. If the second health care provider's opinion conflicts with the original medical certification, the City, at its expense, may require a third, CE!