Admin order 44-11-05 - Laserfiche WebLink

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Pay Status (Cont'd) Employees may also be allowed to use sick leave under certain conditions for family illnesses that don't qualify for FMLA or OFLA. Use of Comp Time: Eligible employees may, but are not required, to use accrued compensatory time during FMLA/OFLA leave. If compensatory time is used, it will not count against the 12 week entitlement. Parental Leave: If you become a parent you are entitled to parental leave and may use accrued leave or go on leave without pay. Employees are entitled to use up to 12 weeks of sick leave accruals for parental leave taken within the first twelve (12) months after the date of birth or placement in the home. Length of Leave APPM Section 10. 1,3 (Revised 11109107) Under FMLA and OFLA, employees may use a total of up to twelve (12) weeks of family, medical, and/or parental leave within any twelve (12) month period. In addition to the basic 12 -week family leave entitlement, under OFLA employees may qualify for additional family medical leave in the following circumstances: Female employees who take family leave because of a pregnancy related disability may also be entitled to an additional 12 weeks for any other family leave purpose. ♦ Employees using leave to care for a newborn or newly adopted or placed foster child may also be entitled to an additional 12 weeks of leave to take care of a child with a non - serious health condition. ♦ Female employees may be entitled to up to 36 weeks of OFLA leave in one year under the following circumstances: 12 weeks of pregnancy disability leave; 12 weeks of parental leave; 12 weeks of sick child leave. Parental Leave: Entitlement to parental leave expires at the end of the 12 -month period beginning on the child's date of birth or on the date of physical custody of a foster child or newly adopted child. Employees may request leave for more than twelve (12) weeks, subject to supervisory approval. Under City policy, a leave without pay may not exceed 12 month. Leave Calculation Year: For both FMLA and OFLA tracking purposes, an employee's use of family /medicallparental leave will be tracked using a leave calculation year that is that a rolling 12 -month period measured backward from the date an employee uses any family, medical or parental leave. All qualifying uses of state or federal family medical leave will be counted against the employee's FMLA / OFLA leave entitlements during the leave calculation year. Concurrent Leave: Leaves that qualify as both FMLA and OFLA run concurrently, where the law allows; all approved leaves, whether paid or unpaid, are counted against an employee's annual FMLA and OFLA leave entitlement under this policy and the law. Workers' Compensation: OFLA's definition of "family leave" excludes leave taken by an employee who is unable to work because of a "disabling compensable injury" under workers' compensation, therefore, a leave of absence which qualifies as an accepted disabling workers' compensation claim shall not run concurrently with OFLA leave, but shall run concurrently with FMLA leave. However, if an injured worker refuses a bona fide offer of light duty or modified work assignment, the leave will automatically be considered qualifying leave under OFLA. Designating Leave: Under FMLA / OFLA, it is the employer's duty to designate leave, paid or unpaid, as FMLA / OFLA qualifying and give notice of the designation to the employee. The leave will begin on the first day an employee has had time away from work due to a FMLA / OFLA qualifying event. The leave designation should be communicated to the employee within two business days of the time the employee gives notice of the need for leave. When supervisors learn of an employee's FMLA / OFLA qualifying event, they should promptly contact Risk Services Benefits Staff. Benefits Staff will prepare and send a Family & Medical Leave Notice to the employee designating qualifying leave. IntermittentlReduced Schedule Leave: Employees entitled to FMLA / OFLA leave may take the leave in hourly increments intermittently or on a reduced leave schedule as long as there is a the leave is medically necessary. A reduced leave schedule is a reduction in the hours in the employee's normal work week. When parental leave is taken, the leave must be taken in one uninterrupted period unless the supervisor approves the employee's request to take leave intermittently or work a reduced schedule. 18