1995-022 Council Ordinances - Laserfiche WebLink

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1. Birth of a child or placement of a child with the employee for adoption or foster care. The entitlement to this case expires twelve (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. An eligible child is defined as a person under 18 years of age (or a person incapable of self-care because of a physical or mental disability) who is biological, adopted, foster or step child, ward of the employee or a person with whom the employee is charged with a parent's rights, duties and responsibilities. An eligible parent includes a biological parent or a person who was charged with a parent's 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. 825.1 16, but generally includes incapacity requiring absence from work or more than five (5) days that also involves continuing treatment by a health care provider (also includes pre- natal care). Notice Requirements. Thirty (30) days written notice is required if the leave is foreseeable. If thirty (30) days notice is not possible, as much notice is practical must be given. Planned medical treatments should be scheduled so that it will not unduly disrupt the City's operations. Effect of Health Insurance. Health insurance coverage will be maintained 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. Increments of Time. Family and medical leave may be taken increments of up to the full twelve (12) weeks and as small as one (1) hour, depending on the circumstances. Use of Accrued Sick Leave, Compensatory Time and Vacation During Family and Medical Leave. During the family and medical leave, employees must use accrued sick leave and compensatory time prior to taking an unpaid leave (except where the leave also qualifies for parental leave). Employees may use accrued vacation, if they so choose.