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23 <br /> <br />• Communicate with his/her immediate supervisor as soon as possible after the scheduled <br />start of the work day, for each day absent. <br />• Keep his/her immediate supervisor informed of the status of the illness/injury or the <br />condition of the ill family member. <br />• Submit a physician’s statement upon request. <br />After an absence of three or more consecutive days, a physician’s statement may be required on <br />the employee’s first day back to work, indicating the nature of the illness or medical condition <br />and attesting to the employee’s ability to return to work and to safely perform the essential <br />functions of the job with or without reasonable accommodation. To control abuse, an employee <br />with a pattern of frequent absences may be required to provide a physician’s statement for <br />absences of less than three days. <br />All work restrictions must be stated clearly on the return-to-work form. Employees who have <br />been asked to provide such a statement may not be allowed to return to work until they comply <br />with this provision. Sick leave may be denied for any employee required to provide a doctor’s <br />statement until such a statement is provided. <br />The City has the right to obtain a second medical opinion to determine the validity of an <br />employee’s workers’ compensation or sick leave claim, or to obtain information related to <br />restrictions or an employee’s ability to work. The City will arrange and pay for an appropriate <br />medical evaluation when it is required by the City. <br />Any employee who makes a false claim for sick leave will be subject to discipline up to and <br />including termination. <br />Sick leave will normally not be approved after an employee gives notice that he or she will be <br />terminating employment. Exceptions must be approved by the City Administrator. <br />[See also Deferred Compensation Section 5.4 and Severance Section 9.4 for applicability to sick <br />leave.] <br />6.4 Leave Donation Program <br />The purpose of this program is to provide an opportunity for employees to voluntarily donate a <br />portion of their accrued vacation, sick leave, or compensatory time to assist an employee who <br />has exhausted paid leave due to a serious illness, injury, or impairment. <br />A. Program Eligibility <br />Only regular, non-probationary employees may participate in this program as a leave donor or <br />recipient. An employee may request donated leave to care for an “immediate family” member <br />when he or she is within one pay period of depleting all paid leave and is expected to be absent <br />from work for more than five work days after exhausting all paid leave. <br />To be eligible to donate leave time to another employee, the donating employee shall maintain <br />a minimum leave balance as set forth in this policy. <br />B. Leave Recipient Conditions <br />65