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50 12/2024 <br /> <br /> <br />#225 LEAVES OF ABSENCE <br /> DEFINITIONS <br />Immediate Family – The employee’s spouse, the children, grandchildren, parents, grandparents, <br />brothers and sisters, of the employee and the employee’s spouse, including all step, adoptee, and <br />foster relations or otherwise indicated in the leave policy. <br /> <br />Depending upon an employee’s situation, more than one form of leave may apply during the same period <br />(e.g., the Family and Medical Leave Act is likely to apply during a workers’ compensation absence). An <br />employee needs to meet the requirements of each form of leave separately. Leave requests will be <br />evaluated on a case-by-case basis. <br /> <br />Except as otherwise stated, all paid leave, taken under any of the city’s leave programs, must be taken <br />consecutively, with no intervening unpaid leave. The city will provide employees with time away from <br />work as required by state or federal statutes if there are requirements for such time off that are not <br />described in the personnel policies. <br /> <br />BEREAVEMENT LEAVE <br />Employees will be permitted to use up to three (3) consecutive working days, with pay, as bereavement <br />leave upon the death of an immediate family member and one (1) day for other family. This paid leave will <br />not be deducted from the employee’s paid time off balance. <br /> <br />The actual amount of time off, and leave approved, will be determined by the supervisor or city <br />administrator depending on individual circumstances (such as the closeness of the relative, arrangements <br />to be made, distance to the funeral, etc.). <br /> <br />MEDICAL CERTIFICATION <br />Good attendance is an essential job function for all city employees. If unplanned absences are excessive, a <br />doctor’s certification may be required. The physician’s certification is to state the nature and duration of <br />the illness or injury and verify that the employee is unable to perform the duties and responsibilities of <br />his/her position. <br /> <br />A statement attesting to the employee’s ability to return to work and perform the essential functions of <br />the job and a description of any work restrictions may also be required before the employee returns to <br />work. <br /> <br />RETURNING TO WORK AFTER A MEDICAL ABSENCE <br />After a medical absence, a physician’s statement may be required on the employee’s first day back to <br />work, indicating the nature of the illness or medical condition and attesting to the employee’s ability to <br />return to work and safely perform the essential functions of the job with or without reasonable <br />accommodation. <br /> <br />Any work restrictions must be stated clearly on the return-to-work form. Employees who have been asked <br />to provide such a statement may not be allowed to return to work until they comply with this provision. <br /> <br />The city has the right to obtain a second medical opinion to determine the validity of an employee’s <br />workers’ compensation or sick leave claim, or to obtain information related to restrictions or an <br />employee’s ability to work. The city will arrange and pay for an appropriate medical evaluation when it has <br />been required by the city. <br /> <br />UNPAID LEAVE <br />Unpaid leaves may be approved in accordance with the city personnel policies. Employees must normally <br />use all accrued leaves before taking unpaid leave unless otherwise indicated in the policy. If the leave