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<br />10.2 Effect on Benefits <br /> <br />Except as provided or required by law, no employee benefits will be <br />earned by an employee while on unpaid leave of absence and an <br />employee will not accrue or be paid holiday pay, vacation or sick leave <br />while on leave of absence. Leave of absence hours will not count toward <br />seniority and all accrued vacation must normally be used before an unpaid <br />leave of absence will be approved. <br /> <br />To qualify for an unpaid leave of absence, an employee need not have all <br />sick leave earned. However, leave without pay for purposes other than <br />medical leave, child care, or work-related injuries will be at the <br />convenience of the City. <br /> <br />10.3 Eligibility <br /> <br />Decisions on unpaid leave of absence requests will normally take into <br />consideration the employee's performance, length of service and the <br />general interest of the City. <br /> <br />A. Medical Leave. <br />A regular employee who has completed the initial probationary <br />period and is unable to work because of illness or injury and who <br />has exhausted all accrued sick leave may, upon request, be <br />granted a medical leave of absence without pay up to six (6) <br />months. The City, at its discretion, may renew such leave. <br /> <br />All requests for medica/leaves, and for renewal of such leave, must <br />be accompanied by a doctor's certificate verifying the existence of <br />the illness, injury or disability for which medical leave is requested <br />with the expected duration of the absence. An employee is allowed <br />fifteen (15) calendar days to obtain the medical certification. <br /> <br />The employee may not return to the job until the City receives <br />certification by the examining doctor that the employee is medically <br />able to perform the job. <br /> <br />If the employee is determined to be qualified disable employee in <br />accordance with the Americans with Disabilities Act, (ADA), the <br />examining doctor will attest to whether the employee is medically <br />able to perform the essential requirements of the job, with or <br />without reasonable accommodations. The department head may <br />consult with a physician or other medical expert to determine <br />reasonable accommodations. <br /> <br />19 <br />