10-27-25 - City Council Agenda - Laserfiche WebLink

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Page 32 2. To care for a spouse, child, stepchild, or parent who has a serious health condition. This includes psychological, physical care, and sharing care duties. A child is defined as a person less than 18 years of age (or a person incapable of self-care because of a physical or mental disability) who is biological, adopted, a foster child or step child, ward of the employee, or a person with whom the employee is charged with parental rights. An eligible parent includes a biological parent or a person who was charged with parental rights, duties, and responsibilities over the employee when the employee was under the legal age, but does not include in-laws. 3. Because of a serious health condition making the employee unable to perform the essential functions of their position. “Serious health condition” is defined in Federal law 29 C.F.R. 825.116, but generally includes incapacity requiring absence from work or more than five days that also involves continuing treatment by a health care provider (also includes prenatal care). 4. A covered military member’s active duty or call to duty or to care for a covered military member. C. Notice Requirements Thirty (30) days written or verbal notice is required if the leave is foreseeable. If 30 days notice is not possible, as much notice as is practical must be given. Planned medical treatments should be scheduled so that they will not unduly disrupt the City's operations. D. Insurance Benefits Health insurance coverage will be continued at the same level and under the same terms as if the employee continued working. Arrangements for payment of the employee's portion of premiums must be made by the employee through the Finance Department. If an employee fails to return from FMLA leave for reasons other than the continuation of the serious health condition of the employee or covered family member, the City may seek reimbursement for the premiums paid for group insurance benefits during the period of unpaid leave. E. Intermittent/Reduced Schedule Leave Leave requested because of a serious health condition of either a family member or the employee may be taken intermittently or on a reduced schedule if such leave is deemed to be medically necessary. Intermittent leave or a reduced schedule is not permitted for the birth, placement, or adoption of a child. F. Use of Accrued Sick Leave/ESST, Vacation, and PTO/ESST During leave, employees are required to use accrued Vacation, PTO/ESST or Sick Leave/ESST prior to taking unpaid leave unless their medical condition/injury is covered by worker’s compensation. Employees are not required to substitute compensatory time for unpaid leave. When Vacation, Sick/ESST or PTO/ESST leave have been exhausted, any remaining time will be unpaid. Unpaid hours will not count towards seniority. Page 93 of 166