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30 <br /> <br />E. Intermittent/Reduced Schedule Leave <br />Leave requested because of a serious health condition of either a family member or the <br />employee may be taken intermittently or on a reduced schedule if such leave is deemed to be <br />medically necessary. Intermittent leave or a reduced schedule is not permitted for the birth, <br />placement, or adoption of a child. <br />F. Use of Accrued Sick Leave, Vacation, and PTO <br />During leave, employees are required to use accrued vacation, personnel time off (PTO), or sick <br />leave prior to taking unpaid leave unless their medical condition/injury is covered by worker’s <br />compensation. Employees are not required to substitute compensatory time for unpaid leave. <br />When sick, vacation, or PTO leave have been exhausted, any remaining time will be unpaid. <br />Unpaid hours will not count towards seniority. <br />G. Medical Certification <br />Certification by a physician or practitioner is required for FMLA leave due to an employee’s <br />serious health condition or that of a family member’s. The medical certification form must <br />include the following information: (1) date that the qualifying event started; (2) duration of the <br />qualifying event; (3) appropriate medical facts; and (4) purpose the leave is needed. <br />Administration may request additional medical information that provides an updated status of <br />the employee’s or family member’s serious health condition and date of return. A second opinion <br />from another health care provider may be requested by the City. If requested, the City will pay <br />for the cost of a second opinion and will select a health care provider not regularly associated <br />with the City. A "Certificate of Physician or Practitioner" form can be obtained from Human <br />Resources. <br />H. Health Care Providers <br />“Health care providers” are defined as doctors of medicine or osteopathy, podiatrists, dentists, <br />clinical psychologists, optometrists, chiropractors, nurse practitioners, nurse-midwives, clinical <br />social workers (within certain limitations), Christian Science practitioners, health care providers <br />recognized by the City’s group health plan, and health care providers as defined above who <br />practices and is licensed in a country other than the United States. [Refer to 29 C.F.R. 825.118 for <br />a complete list.] <br />I. Recertification <br />Recertification will be required if the employee requests an extension of the original length <br />approved by the City or if the employee's circumstances change. Recertification may also be <br />required if there is a question as to the validity of the certification if the employee is unable to <br />return to work due to the serious health condition. <br />J. Fitness for Duty Certification <br />When leave is due to an employee’s own serious health condition, a fitness for duty certification <br />(FFD) may be required before an employee can return to work. Failure to timely provide such <br />certification may eliminate or delay an employee’s right to reinstatement under the FMLA. <br />K. Record Retention <br />72