Admin order 44-11-05 - Laserfiche WebLink

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If you and a family member both work for the City of Eugene you may not take leave that qualifies under OFLA only at the same time except under one of the following circumstances: 1) one of you needs to care for the other who has a serious health condition; 2) one of you needs to care for a child with a serious health condition while the other is suffering from a serious health condition; 3) you both have a serious health condition or; 4) the City grants an exception under special circumstances. WHAT IF I AM ON TIME LOSS DUE TO WORKERS' COMPENSATION? Only FMLA leave is applied when you are absent from work for a disabling compensable injury or you have a pending determination of a workers' compensation claim, if you meet eligibility and purpose requirements. If your pending workers' compensation claim is denied, OFLA leave will immediately begin if you meet eligibility and purpose requirements. If you have an accepted disabling compensable injury and refuse an offer of a modified duty assignment, OFLA leave will immediately begin if you meet eligibility and purpose requirements. WHAT IF I AM UNABLE TO WORK MY REGULAR SCHEDULE DUE TO AN FMLA/OFLA CONDITION? If you are working less than your regular schedule due to Family & Medical Leave you will code the difference between your regularly scheduled hours and actual hours worked to Family & Medical Leave (FMLA /OFLA). If you will be coding one full pay period or more to unpaid Family & Medical Leave your department's PAF preparer will need to process a Personnel Action Form (PAF) to change your status to the appropriate leave of absence (LOA) status. If you are an AFSCME- represented employee on a mandatory reduced schedule you should code only the difference between your regular mandatory reduced schedule and your actual hours worked to Family & Medical Leave (FMLA/OFLA). DO I HAVE TO TAKE ALL MY FMLA AND OFLA AT ONCE? There are three types of FMLA and OFLA leave schedules. 1. Continuous leave: leave taken in a block of time. For example, an employee takes six weeks of leave due to a serious health condition. 2. Intermittent leave: Leave taken sporadically. For example, an employee misses five days of work a month due to a serious health condition. 3. Reduced schedule leave: Leave taken where the employee is scheduled to work less than the employee's normal work hours in a day or week. For example, an employee normally scheduled to work eight hours a day, instead works six hours and takes the remaining two hours as FMLA and OFLA due to a serious health condition. WHAT IF I DON'T WANT TO USE FMLA AND OFLA LEAVE? If you are an eligible employee who is absent from work for a reason that qualifies as FMLA or OFLA leave, the City has no choice but to designate the absence as FMLA, OFLA or both. The amount of paid leave an employee has accrued or the employee's desire to "save FMLA and OFLA until later" are not a factor. FMLA and OFLA are not benefits; they are an entitlement that must be applied as the need occurs. HOW DO I REQUEST FMLA OR OFLA LEAVE? You must generally give 30 calendar days notice for planned absences (paid or unpaid) related to family and medical leave. If you are unable to request leave in advance due to an emergency or unforeseeable event, let your supervisor or Risk Services know as soon as possible. You are not required to specifically state the leave is for FMLA or OFLA, but you must provide enough information so the City can determine if the leave qualifies. The City may ask for more information if necessary. Following is a link to the City's Family and Medical Leave request form: Family and Medical Leave Information Form. Please fill it in (this can be done by the employee or the employee's supervisor), print it out, and send it to the attention of Janice Gross in Risk Services. Family and Medical Leave Guide Page 5 of 8