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City of Arden Hills Personnel Policy Effective February 29,2016 <br />FAMILY AND MEDICAL LEAVE <br />Eligibility <br />To qualify to take FMLA leave under this policy, an employee must meet all of the <br />following conditions: <br />Have worked for the City for 12 months (or 52 weeks) prior to the date the leave <br />is to commence. The 12 months or 52 weeks need not have been consecutive; <br />however, the City will not consider any service 7 years prior to the employee's <br />most recent hire date. <br />Have worked at least 1, 250 hours during the 12-month period prior to the date <br />when the leave is requested to commence. The principles established under the <br />Fair Labor Standards Act ("FLSA") determine the number of hours worked by an <br />employee. The FLSA does not include time spent on paid or unpaid leave as hours <br />worked. Consequently, these hours of leave should not be counted in determining <br />the 1,250 hours eligibility test for an employee under FMLA. <br />Types of Leave Covered <br />Leave will be granted to all eligible employees (male and female) for any of the following <br />reasons: <br />The birth of a child, including prenatal care, or placement of a child with the <br />employee for adoption or foster care; <br />To care for a spouse, child or parent who has a serious health condition; <br />Due to a serious health condition that makes the employee unable to perform the <br />essential functions of the position; and <br />A covered military member's active duty or call to duty or to care for a covered <br />military member (Military Caregiver and Qualified Exigency Leave) (described <br />below). <br />Definitions <br />Caring" for a covered family member includes psychological as well as physical <br />care. It also includes acquiring care and sharing care duties. <br />52