F. Length of leave and restoration rights

  1. In general, an employee will be entitled to a maximum of twelve (12) weeks of Family and Medical Leave during any twelve (12) month period. The twelve (12) months period is a rolling period measured backward from the date an employee last used any leave under this policy.

  2. At the end of a Family and Medical Leave, the employee will have the right to return to his or her last position before the leave or, if legally abolished, to an equivalent position. While on unpaid Family and Medical Leave, employees shall not accrue vacation, sick leave, or personal leave. However, the employee will not lose any benefit rights to the extent that those rights accrued before the leave period.

  3. An employee will not be entitled to a more favorable employment term as a result of taking a Family and Medical Leave than he/she would have had if no leave had been taken. The employee will be subject to any pay or benefit reductions or other adverse actions, including layoff that would have been experienced if the employee had not been on Family and Medical Leave.

G. Intermittent or reduced work schedule leave

Unless otherwise approved by the Town, a childcare leave must be taken at one time. A medical leave may be taken through either a reduced working schedule or on an intermittent basis, if such an arrangement is certified to be medically necessary. Where an employee takes leave on a reduced work schedule or intermittent basis, the Town may transfer the employee temporarily to an available, alternative position with equivalent pay and benefits, if it better accommodates the recurring periods of leave.

H. Special rules applicable to spouses who are both employed by the Town

If the Town employs both spouses, the birth, adoption, and childcare leave to which both will be entitled under this leave policy, will be a total of twelve (12) weeks in any twelve (12) month period.

I. Medical certification before a return to work

Before an employee may return from a personal medical leave that has continued for at least five (5) calendar days, the employee's health care provider may be required to certify that the employee is able to resume his/her job.