Admin order 44-11-05 - Laserfiche WebLink

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Request Procedure APPM Section 10. 1.4 (Revised 08109102) Family and Medical Leave: Oral or written notice must be provided 30 days before the leave is to begin if the leave is foreseeable. The employee should arrange the leave schedule to minimize disruption in the workplace, if possible. Supervisors may require written medical certification from the treating physician of the serious health condition. The employee must furnish this certification within fifteen (15) calendar days from the date of the written request. Failure to provide the requested certification disqualifies the absence for coverage under FMLA/OFLA. Medical certification forms are available from Risk Services. The City has the right to require the employee to obtain a second or third opinion at the City's expense, if necessary to verify the attending health care provider's certification of a serious health condition. If the required medical certification does not establish the employee's entitlement to family /medical leave, the leave of absence will not be designated as FMLA/OFLA and will not be protected under the leave laws: Parental Leave: Oral or written notice must be provided thirty (30) days in advance of the anticipated date of birth or placement in the employees' home of a child for adoption or foster care, except in cases of premature birth, unexpected adoption, or unexpected foster placement. Effect on Benefits APPM Section 10.1.5 (Revised 11109107) While on FMLA leave Health, Life, and LTD insurance benefits will be maintained while the employee is on family, medical, or parental leave under the same conditions as coverage would have been if the employee had been continuously employed during the entire leave period. Any share of health plan premiums that an employee paid prior to going on leave must continue to be paid by the employee during the FMLA leave period. Vacation and sick leave accruals continue during any portion of the leave which is paid leave. Participation in the FSA Program continues as usual during a paid leave. Employees may elect to continue participation in the FSA Program during an unpaid FMLA t OFLA leave by pre- paying or remitting the required contributions or employees may elect to suspend participation during an unpaid FMLA leave. Reinstatement APPM Section 10.1.6 (Revised 11109107) An employee returning from an approved FMLA 1 OFLA will be returned to the position the employee held before the leave began unless the position has been eliminated or the employee would have been displaced had sthe not taken FMLA t OFLA leave, in which case the employee may be returned to an available equivalent position. An employee on FMLA 1 OFLA leave is subject to layoff in the same manner as similarly situated employees not on FMLA t OFLA leave. An employee on FMLA / OFLA leave has the same rights that s/he would have if no FMLA t OFLA leave had been taken. Compassionate Leave APPM Section 10.7(Revised 03122105) In the event of a death in an employee's immediate or extended family an employee may be granted sufficient time off with pay to make funeral arrangements (if necessary) and to attend the funeral. A maximum of five (5) calendar days may be granted if warranted by the situation (for example, distance to travel, necessity to make arrangements, etc.). Such leave is charged to leave with pay. Immediate or extended family means: spouse, parent, child, sibling, father -in -law, mother -in -law, son -in -law, daughter - in -law, brother -in -law, sister -in -law, step - parent, step - child, grandchild, grandparent, foster parent, legal guardian, and /or any individuals living within the employee's personal household. Immediate or extended family also includes domestic partner and the equivalent family relations for employees who are in a qualifying domestic partner relationship pursuant to the City policy on health insurance coverage. The Division Manager or Executive Manager may grant exceptions to, both the limitations on the length and the definition of family based on the situation. Occasionally employees may need more than five (5) days to resolve all issues surrounding a death in the family, particularly if they need to travel across country. After five (5) days of compassionate leave, employees may make arrangements to use other personal leave, vacation, compensatory time or floating or shift holiday time for extended leave. Generally, employees may not use sick leave. However, there may be circumstances where the use of sick leave in conjunction with compassionate leave is appropriate. Leave with pay of up to four (4) hours may be granted should employees serve as a pallbearer. Death of a Co- Worker Up to four (4) hours leave may be granted to employees to attend the funeral of a co- worker. 19