- Accrued vacation and other paid leaves may be substituted for and applied toward any FMLA-qualified leave consistent with existing leave policies.
- While on FMLA leave, employees who are enrolled in the health insurance and/or the dental insurance program will be required to continue paying their portion of the monthly premium(s). If the FMLA leave is substituted paid leave, premiums will be deducted as usual. If the FMLA leave is unpaid, the employee must remit payment on or before the 5th day of each month. If the employee fails to make the required payments, the employee will remain responsible for the amount of the employee’s share paid by the City, and the City will take action to recover such monies.
- Before being restored to employment, any employee who has taken an FMLA leave that was in any part attributable to the employee’s serious health condition must submit to the City a medical certificate that the employee is fit for duty.
- If an employee is enrolled in the health insurance and/or the dental insurance program and fails to return from an unpaid FMLA leave for reasons other than a serious health condition or circumstances beyond the employee’s control, the employee is indebted to the City for the amount of premiums paid by the City to continue the employee’s health insurance and/or dental insurance coverage(s) during the leave. The City may take legal action against the employee to recover such monies. If the employee is unable to return from FMLA leave because of a serious health condition, medical certification substantiating the condition will be required.
- Employees returning from FMLA leave will be reinstated to their former, or an equivalent, position.
- Disciplinary action may be taken against employees who violate any of their obligations contained in this Notification or in the FMLA.
- The City reserves the right to amend this Notification unilaterally at any time following notice to our employees.
Section 8.13 – Leave of Absence Without Pay. A leave of absence is not a right, but a privilege. Any leave without pay request must be approved by the City Manager, upon recommendation of the Department Head and Personnel Officer. Approval shall indicate the terms and conditions under which the leave may be granted or cancelled. No leave without pay may exceed one year.
An employee requesting a leave of absence, other than those that qualify as family or medical leave, shall submit a written request to his or her supervisor at least thirty (30) days in advance, unless circumstances make such advance notification impossible or impractical. The request shall specify the reasons for the leave. In reviewing leave requests, the City shall consider the following:
- Employee’s past and present job performance and attendance record; and