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57 12/2024 <br /> <br /> <br />when needed), or may be used to reduce the workweek or workday, resulting in a reduced hour schedule. <br />In all cases, the leave may not exceed a total of 12 work weeks. <br /> <br />Intermittent leave may be taken when medically necessary for the employee’s serious health condition or <br />to care for a seriously ill family member. Intermittent leave must be documented in the medical <br />certification form as medically necessary. <br /> <br />If an employee is taking intermittent leave or leave on a reduced schedule for planned medical treatment, <br />the employee must make a reasonable effort to schedule the treatment so as to not disrupt the City’s <br />business. <br /> <br />In instances when intermittent or reduced schedule leave for the employee or employee's family member <br />is foreseeable or is for planned medical treatment, including recovery from a serious health condition, the <br />City may temporarily transfer an employee to an available alternative position with equivalent pay and <br />benefits if the alternative position would better accommodate the intermittent or reduced schedule. <br /> <br />Intermittent/reduced scheduled leave may be taken to care for a newborn or newly placed adopted or <br />foster care child only with the City’s approval. <br /> <br />PROCEDURE FOR REQUESTING LEAVE AND NOTICE <br />All employees requesting FMLA leave must provide written or verbal notice of the need for the leave to the <br />administrative services director. <br /> <br />When the need for the leave is foreseeable, the employee must give verbal or written notice to their <br />supervisor at least thirty (30) days before the date on which leave is to begin. If an employee fails to give <br />thirty (30) days’ notice for a foreseeable leave with no reasonable explanation for the delay, the leave may <br />be denied until thirty (30) days after the employee provides notice. <br /> <br />If thirty (30) days’ notice cannot be given, the employee is required to give as much notice as practicable, <br />including following required call-in procedures. <br /> <br />The City requires an employee on FMLA leave to report periodically on the employee’s status and intent to <br />return to work. <br /> <br />CERTIFICATION AND DOCUMENTATION REQUIREMENTS <br />For leave due to an employee’s serious health condition or that of an employee’s family member, the City <br />will require the completion of a Medical Certification form by the attending physician or practitioner. The <br />form must be submitted by the employee to the City Administrator within fifteen (15) calendar days after <br />leave is requested. If the form is not submitted in a timely fashion, the employee must provide a <br />reasonable explanation for the delay. Failure to provide medical certification may result in a denial or delay <br />of the leave. <br /> <br />When leave is due to an employee’s own serious health condition, a fitness for duty certification (FFD) will <br />be required before an employee can return to work. Failure to timely provide such certification may <br />eliminate or delay an employee’s right to reinstatement under the FMLA. <br /> <br />If an employee is using intermittent leave and reasonable safety concerns exist regarding the employee’s <br />ability to perform his or her duties, a FFD certificate may be required as frequently as every 30 days during <br />periods when the employee has used intermittent leave. <br /> <br />Recertification of leave may be required if the employee requests an extension of the original length