05/07/2012 Council Packet - Laserfiche WebLink

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6.11 Serving as an Election Judge An employee who has been selected to be an election judge may be absent from work without penalty while serving as an election judge. In addition to a 20 -day written notice, the employee will also submit a certification from the appointing authority stating the hourly compensation to be paid the employee for service as an election judge and the hours during which the employee will serve. The City will pay the difference between the employee's regular pay and the pay received for serving as an election judge. The employee may retain mileage expenses, if applicable. The city may restrict the number of employees who are absent from work to no more than 20 percent of the total work force at any single work site. Employees should check the "other allowable leave" portion of the Authorization for Time Off card, and write in "election judge." 6.12 Family Medical Leave Act (FMLA) Pursuant to the Family Medical Leave Act of 1993, the City provides up to 12 weeks of unpaid leave to eligible employees for reasons related to medical and family care. A. Eligible Employees Employees are eligible for family or medical leave if an employee has worked for the City for at least 12 months and worked at least 1,250 hours during the 12 months preceding the start of the leave. National Guard reservists returning from active duty will have their active time counted toward FMLA - eligibility. B. Qualifying Events An eligible employee will be granted up to 12 weeks leave during any 12 -month period for any of the following qualifying events: 1. Birth of a child or placement of a child with the employee for adoption or foster care. This entitlement expires 12 months after the birth or placement. 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). 21