Reso 2017-2698 - Laserfiche WebLink

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change of status in their need for a leave or in their intention to return to work, and must report their status on a weekly basis. 4. Employees who are on an approved leave of absence may not perform work for any other employer during the leave, except when the leave is for military or public service or as allowed by federal or state law. Employees found to be performing work for any other employer shall be disciplined, including but not limited to termination. 5. Every employee on a medical leave or family care leave of absence will be required to use all accrued personal, vacation, and sick days while on the leave. However, employees may not use paid leave, if they are receiving compensation under the City's workers' compensation insurance programs. Every employee on a parental, personal or extended public service leave of absence will be required to use all accrued personal and vacation days while on leave. 6. The City will provide health insurance and other benefits to employees on leave as required by law. Benefits that accrue (such as paid vacation, and sick leave) do not accrue during periods of unpaid leave unless otherwise specifically provided by the terms of the benefit plan document or policy. 7. Employees returning from a leave of absence will be reinstated to their same job or to an equivalent job with equivalent status and pay, as required by law. Employees returning from a medical leave must provide certification of their ability to perform the functions of their job. Employees returning from a military leave also must comply with all of the reinstatement requirements specified by federal law. If the same job or one of equivalent status and pay is not available as a result of a reduction in force, the employee will be treated in the same manner as though he/she had been actively employed at the time of the reduction of force. 8. Employees who are unable to report for work because of arrest and incarceration will be placed on a special personal leave of absence (in a paid status if the employee has accrued vacation, floating holidays or comp time available). The employee is required to notify the employee's department head within forty-eight (48) hours of incarceration or are subject to discipline, including but not limited to termination. If the employee is unable to secure bail, the leave of absence will continue until final disposition of the charges. If the employee is freed on bail, the employee's department head, the Human Resources Director and City Manager will decide whether active employment is appropriate pending final disposition of the charges. Notwithstanding the aforementioned, if the employee is unable to return to work within three (3) days, the employee shall be deemed to abandon his/her employment and termination is automatic. CODING: Words cmc en are deletions,words underlined are additions. Policy 704:1 —Leaves of Absence Page 4 of 5 110