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accruals resulting in a leave without pay, your portion of the health insurance premium payment will go into <br />arrears and will be deducted out of the first paycheck in which you code paid time. <br />If you are only on OFLA leave and in leave without pay, you have the option of continuing coverage under <br />COBRA. You will be notified by a third party administrator, regarding how to continue your health and dental <br />insurances while on leave without pay. <br />Your insurance will resume retroactively back to the first of the month in which you return to your regular <br />schedule if you return from FMLA or OFLA leave. <br />If you do not return to work following family and medical leave, you may be required to reimburse the City for <br />the full premium cost of health care coverage paid on your behalf, unless a recurrence, continuation, or onset <br />of a serious health condition (or a serious illness or injury of a covered servicemember) occurs or the reason for <br />not returning is beyond your control. <br />WHAT HAPPENS TO MY JOB WHEN I TAKE FMLA AND OFLA LEAVE? <br />Before you return from FMLA or OFLA leave for your own serious health condition, the City may require you to <br />provide a statement from your medical provider verifying you are able to return to work, and if you have any <br />limitations. <br />If you are returning from OFLA leave, or leave that qualifies for both FMLA and OFLA, you have a right to be <br />restored to the position you held prior to your leave. If you are returning from FMLA -only leave, you have a right <br />to be restored to the position you held prior to your leave or a position with equivalent pay and benefits. The <br />following exceptions apply to both FMLA and OFLA: <br />If your position was eliminated through a City layoff process, you must be treated as if you were not on FMLA <br />or OFLA leave and will be treated the same as similarly situated employees in accordance with a City policy <br />or an applicable collective bargaining agreement. <br />If you are a temporary or limited duration employee, the City will return you to your position to the extent the <br />placement or position still exists. <br />If you are unable to perform an essential function of your position and reasonable accommodations are not <br />appropriate, FMLA and OFLA job protection ends. You may be subject to termination under an applicable <br />law, rule, policy or collective bargaining agreement. <br />WHAT IF I NEED TO EXTEND MY LEAVE BEYOND MY FMLA OR OFLA ENTITLEMENT? <br />If you are unable to return to work following your FMLA or OFLA leave or cannot perform all essential functions <br />of your job, you may request an extension of your absence. The City may grant an extension when continuing <br />your leave does not impose undue hardship for the City and continuing your leave complies with law, policy, <br />an applicable collective bargaining agreement, and reasonable accommodation provisions of the Americans <br />with disabilities Act Amendments Act (ADAAA). <br />Family and Medical Leave Guide - Page 8 of 8 <br />