O-2009-3129 approving updated Employee Policy Handbook

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mutually agreeable, health care provider to conduct an examination and provide a final and binding opinion. If an employee elects to take FMLA leave in order to care for a family member, the employee may be required to provide reasonable documentation confirming a family relationship. Intermittent Leave — An eligible employee may take FMLA leave on an intermittent or reduced schedule basis only if "medically necessary," or otherwise approved by the Department Director. When intermittent leave is needed, the employee must try to schedule the leave so as not to unduly disrupt the Department's operations. The City may temporarily transfer the employee to an alternative position (with equivalent pay and benefits) in order to better accommodate an employee's intermittent or reduced leave schedule. When an employee is absent due to intermittent leave, upon their return to work, the employee must provide medical certification so the absence can be recorded as a qualified FMLA absence. The employee will not be allowed to return to work without providing the medical certification. Benefits During FMLA Leave — During any period of FMLA leave, the City will continue to pay its portion, if any, of any group health insurance coverage for the employee on the same terms as if the employee had continued to work. Job Restoration After FMLA Leave — Upon return from FMLA leave, an employee will be restored to his/ her original job or to an equivalent job with equivalent pay, benefits, and other terms and conditions. 7.10 Workers' Compensation Personnel injured on the job shall be eligible for leave with pay for up to seven (7) days. These days may not be charged against the employee's sick leave. Employees injured on the job may be eligible for workers' compensation on the eighth (8) day of injury leave upon certification of a physician that the employee is not able to fulfill his/her job duties. Personnel may return to a position with the City when a physician certifies that the employee is able to fulfill their job duties and return to work. 7.11 Administrative Leave Employees may be ordered not to return to work and placed on administrative leave with pay when recommended by the Department Director and approved by the City Manager. 7.12 Leave Without Pay In circumstances not falling within other provisions of these rules, the Department Director may authorize an employee to take leave without pay under such terms and conditions as may be mutually agreeable up to a maximum of 2 calendar weeks. Authorized leave without pay in excess of 2 weeks must be approved by the City Manager. A Leave of Absence Without Pay will not be authorized unless there is a reasonable expectation that the employee will return to employment with the City at the end of the approved leave period. 45