long as this total is maintained. Notices may be sent out under circumstances where the total hours in the sick leave bank fall below 1000 hours.

1. Employee contributions to the sick leave bank will be limited to a maximum of 120 hours of sick leave per donation period. Employees wishing to donate sick leave and/or vacation leave must do so in eight (8) hour increments. Employees with less than 160 hours of accrued sick leave during a donation period may not contribute more than 16 hours of sick leave.
2. A sick leave donation is voluntary and permanent and cannot be returned to the donating employee.

Section 8.12 - Family and Medical Leave. The City of Oakwood recognizes that there will be occasions where employees need to take a leave for reasons covered by the Family and Medical Leave Act of 1993 (FMLA). Employees eligible under the FMLA will be entitled to take such leaves under the following conditions:

1. Eligible employees who have been employed by the city of Oakwood for at least twelve (12) months, and who have worked at least 1250 hours during the twelve (12) months preceding the request for a leave of absence, may take a maximum of 12 weeks of FMLA leave in a rolling 12-month period. FMLA leave generally is unpaid. Any FMLA leave taken will reduce an employee’s remaining available leave entitlement.
2. Whenever foreseeable, an employee must provide at least 30 days advance notice before taking FMLA leave. Failure to give the required notice may result in denial of leave until 30 days after appropriate notice is given.
3. FMLA may be taken because of the employee’s, or a spouse, parent, or child’s, serious health condition, or care for a newborn or newly adopted or newly placed foster care child. Medical certification must be completed by a health care provider. Certification should be provided prior to an employee’s leave, and must be provided no later than 15 days after an FMLA leave request. Failure to provide the required certification may result in denial of leave until the certification is provided. At its expense, the City may require a second (and possibly third) health care provider’s opinion certifying the existence of a serious health condition. Recertification may be required at 30-day intervals, or more frequently in the event of a change of circumstances.
4. Employees on FMLA leave will be required periodically to report on their status and intent to return from leave.
5. Intermittent or reduced scheduled FMLA leave will be permitted only where medically necessary. The City may temporarily alter the position or work assignments of an employee on such leave, or may require an employee on such leave to transfer temporarily to an alternative position, in order to better accommodate an employee’s need for such leave.