Reso 2017-2698 - Laserfiche WebLink

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employee to tend to his or her own serious medical condition. The City requires certification of an employee's need for medical leave, both before the leave begins and on a periodic basis thereafter, by the employee's health care provider. c. Parental Leave of Absence: Female employees, when not disabled by a parental leave of absence (under the FMLA) to care for the employee's for adoption or foster care. d. Family Care Leave of Absence: Employees may be granted a family care leave of absence for the purpose of caring for the employee's child, spouse, parent, or grandparent who has a serious health condition (under the FMLA), or if the condition is not considered a serious health condition pursuant to the FMLA, up to five days of accrued sick leave per year (not per incident) may be used in one (1) hour blocks of time (medical certification may be required). Under the FMLA, the City requires certification of the family member's serious health condition, both before the leave begins and on a periodic basis thereafter, by the family member's health care provider. JSee Family and Medical Leave (FMLA), policy 704:21 e. Personal Leave of Absence: Employees may be granted an unpaid leave of absence to attend to personal matters in cases in which the City determines that an extended period of time away from the job will be in the best interest of the employee and the City and approved by the City Manager. In certain circumstances, the City Manager may authorize paid leave provided the employee has accrued time available, i.e., vacation. Employees will not accrue vacation time, sick leave, seniority or length of service during this time. f. Military Caregiver Leave also known as Covered Servicemember Leave: Military caregiver leave allows an eligible employee who is the spouse, son, daughter, parent, or next of kin of a covered servicemember with a serious injury or illness to take up to a total of 26 workweeks of unpaid leave during a "single 12-month period" to provide care for the servicemember. [See Family and Medical Leave (FMLA), policy 704:21. Qualifying Exigency Leave: The FMLA provides up to 12 weeks of job- protected leave for a qualifying exigency. An eligible employee may take qualifying exigency leave when the employee's spouse, son, daughter, or parent who is a member of the Armed Forces (including the National Guard and Reserves) is on covered active duty or has been notified of an CODING: Words n are deletions,words underlined are additions. Policy 704:1 —Leaves of Absence Page 2 of 5 108