2004-05-26 WS & CC Meeting - Laserfiche WebLink

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weeks of unpaid leave to eligible Employees for reasons relating to family and medical care. Eligibility Requirements: To be eligible, an Employee must have worked for the City for at least 12 months, worked at least 1,250 hours during the 12 months preceding the start of the leave, and be employed at a worksite with 50 or more Employees within 75 miles of that work site (elected official are not counted.) Eligible Uses: Eligible Employees can take up to 12 workweeks of unpaid leave during a 12 month period to care for a newborn or newly adopted child or newly- placed foster child; care for a spouse, son, daughter or parent with a serious health condition; or care themselves during a serious health condition. A serious health condition is defined as: (A) An illness, injury, impainnent or physical or mental condition that involves either inpatient care or continuing treatment by a health care provider for three (3) or more consecutive days; (B) Any period of incapacity because of pregnancy or prenatal care; (C) Any period of incapacity because of a chronic, serious condition; (D) Any period of absence to receive multiple treatments by health care providers for reconstructive surgery after an accident or injury, or for a condition that would likely result in a period of incapacity of more than three (3) consecutive days if left untreated. Medical Certification: The City may require the Employee to document the need for the leave by providing a certification issued by a health care provider. The Employee will be allowed fifteen (15) calendar days to obtain the certification. Intermittent/Reduced Schedule Leave: The FMLA permits Employees to take leave on an intermittent basis or to work a reduced schedule under certain circumstances. Substitution of Paid Leave: Employees may choose to use accrued paid leave to cover some or all of the FMLA leave taken. Job Restoration: When an Employee returns from FMLA leave, the City must restore the Employee's original job or an equivalent job. Health Benefits: The City must keep the Employee on its health insurance coverage, including family coverage, and continue to pay the City's share of the coverage as if the Employee were still at work. The Employee must pay his or her share of the premium. The City may cancel coverage if the Employee's premium payment is more than thirty (30) late and the City has given the Employee writtcn notice at least 15 days in advance advising that coverage is going to be canceled if the premium is not received. 19