Laserfiche WebLink
59 12/2024 <br /> <br /> <br />UNPAID MEDICAL LEAVE OF ABSENCE <br />If an employee is ineligible for FMLA leave or has exhausted available FMLA leave benefits, it is the policy <br />of the City to consider an employee’s request for a medical or personal leave of absence. The amount of <br />medical leave available to each employee will be determined on a case-by-case basis depending on the <br />position held, staffing requirements, the reasons for the leave, and the anticipated return-to-work date. <br />Employees who take unpaid medical leave are not guaranteed to return to the same position held prior to <br />taking leave. <br /> <br />Employees seeking a medical leave of absence will be required to present medical documentation to <br />support the need for the leave, on-going documentation to support the need for continued leave, and <br />documentation to support a return to work. <br /> <br />During Unpaid Medical Leave, employees will be expected to keep in regular contact with human <br />resources. When you anticipate your return to work, please notify human resources of your expected <br />return date at least one week before the end of your leave. <br /> <br />Employees on an Unpaid Medical Leave of Absence may be subject to COBRA notice and continuation <br />benefits and will be solely responsible for payment of the entire COBRA. <br /> <br />Failure to keep in touch with management during your leave, failure to advise management of your <br />availability to return to work, or failure to return to work following leave will be considered a voluntary <br />resignation of your employment. <br /> <br />FMLA – QUALIFIED EXIGENCY AND MILTARY CAREGIVER LEAVE <br /> <br />Qualified Exigency <br />Eligible employees (described above) whose spouse, son, daughter, or parent either has been notified of an <br />impending call or order to covered active military duty or who is already on covered active duty may <br />take up to 12 weeks of leave for reasons related to or affected by the family member’s call-up or service. <br />The qualifying exigency must be one of the following: (1) short-notice deployment; (2) military events and <br />activities; (3) childcare and school activities; (3) financial and legal arrangements; (5) counseling; (6) rest <br />and recuperation; (7) post-deployment activities; (8) parental care; or (9) additional activities that arise out <br />of active duty, provided that the employer and employee agree, including agreement on timing and <br />duration of the leave. <br /> <br />Military Caregiver Leave <br />An employee eligible for FMLA leave (described above) who is the spouse, son, daughter, parent, or next of <br />kin of a covered servicemember may take up to 26 weeks in a single 12-month period to care for that <br />servicemember. <br /> <br />The family member must be a current member of the Armed Forces (including a member of the National <br />Guard or Reserves), who has a serious injury or illness incurred in the line of duty on active duty for which <br />he or she is undergoing medical treatment, recuperation, or therapy, or otherwise is on outpatient status <br />or on the temporary disability retired list. Eligible employees may not take leave under this provision to <br />care for former members of the Armed Forces, former members of the National Guard and Reserves, or <br />members on the permanent disability retired list. <br /> <br />DEFINITIONS <br />Son or daughter of a covered servicemember – is the covered servicemember’s biological, <br />adopted, or foster child, stepchild, legal ward, or a child for whom the covered servicemember <br />stood in loco parentis, and who is of any age.