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WHAT ELSE DO I NEED TO KNOW ABOUT PARENTAL LEAVE? Parental leave is time for you to bond with your child offer the child's birth, adoption or foster placement in your home. Parental leave must be completed within one year of the birth, adoption or placement. You may take intermittent Parental leave prior to the adoption or placement of a foster child if your presence is required to affect the adoption or placement. In other situations, Parental leave must be taken in a continuous block unless the City agrees to allow you to take it on an intermittent or reduced schedule that is agreed to by the City and you If you are a Fire or EPD employee and will be taking your Parental leave intermittently, in addition to the Family & Medical Leave Information Form, you are required to fill out a Parental Leave Form. - EPD Parental Leave Form - Fire Parental Leave Form WHAT IF 1 NEED TO BE ABSENT FOR OFLA SICK CHILD LEAVE? OFLA Sick Child leave is part of your 12 -week OFLA entitlement. It is used intermittently. Follow normal call in procedures each time you need to be absent for OFLA Sick Child leave to care for your child 17 years of age or younger (or incapable of self -care due to a mental or physical disability), who has a non- serious health condition (i.e. head cold, ear ache, flu), requiring home care. Your supervisor will inform you whether you qualify for OFLA Sick Child leave. The City may require you to provide a Medical Certification after the third time you take OFLA Sick Child leave in the leave year. AM I PAID DURING FMLA AND OFLA LEAVE? FMLA and OFLA are unpaid leaves. However, while on FMLA or OFLA leave, you must use all your paid leaves (except compensatory time) before using leave without pay. You may choose whether to use your compensatory time. All paid and unpaid leave used for FMLA and OFLA purposes counts against your FMLA and OFLA entitlement. Exceptions to the requirement to use your paid leave are: (1) If you are also receiving worker's compensation time loss benefits or payments from your disability insurance, you are not required to use your paid leave except as required by the disability insurance contract; or (2) If you are allowed to code your FMLA- /OFLA- approved time off to voluntary furlough. HOW DO I CODE MY TIMESHEET? Leave requested under the Federal Family and Medical Leave Act (FMLA) or Oregon Family Leave Act (OFLA) must be approved by Risk Services prior to coding FMLA or OFLA codes on timesheets. Once approved your FMLA and OLFA leave needs to be entered correctly using the appropriate timesheet code. Please refer to the Family & Medical Leave (FMLA /OFLA) link in the Employee Benefits section of the City's Web site and click on the Family & Medical Leave Timesheet Codes link. If you are unable to enter your own time (i.e. you are out of the office for an entire pay period or longer), your supervisor will do it for you. As soon as an employee has exhausted their FMLA -OFLA entitlements) please have them stop coding their time off to FMLA and/or OFLA and have them seek approval from their supervisor to use other leave or leave without pay, as outlined in the APPM or applicable union contracts. If you have access to PeopleSoft HRMS, please refer to the Family & Medical Leave Report Instructions again in the Employee Benefits section of the City's Web site. WILL MY INSURANCE CONTINUE? Under FMLA only, if you use any amount of FMLA leave in a month, the City pays its share of premiums for your medical, dental and employee -only basic life insurance for that month. Insurance is not paid if you are on OFLA only. Insurance continues under OFLA only as long as you work sufficient hours or use sufficient paid leave. Your optional insurances continue under both FMLA and OFLA as long as you use sufficient hours or use sufficient paid leave. When you are on leave without pay you may continue some of your optional insurances by paying the premiums. If you normally pay a portion of the premiums for your health insurance, you must continue timely payments during the period of leave to avoid cancellation. If you exhaust your paid leave Family and Medical Leave Guide Page 7 of 8