Resolution 7563 - Laserfiche WebLink

Home Browse Search

~ EXHIBIT A physical or mental health condition that requires: ~ Inpatient care in a hospital, hospice, or residential medical care facility or ~ Any period of incapacity due to pregnancy or prenatal care; or • Any period of incapacity requiring absence from work, school, or other regular activities, or more than three calendar days, that also involves continuing treatment by, or under the supervision of, a health care provider; or • Continuing treatment by, or under the supervision of, a health care provider for a chronic or long-term health condition that is incurable or so serious that, if not treated would likely result in a period of incapacity of more than three calendar days. Medical Certification Prior to granting a Medical Leave of Absence, the City will require sufficient certification from the employee's health care provider. The certification must include a statement regarding the nature of the serious health condition, the employee's inability to perform the functions of his/her position, and such other factors as the City deems appropriate. Certification must be provided, when possible, in advance or at the start of the Leave. If the City has reason to doubt the validity of the certification, it will require the employee to obtain a second opinion from the health care provider approved or designated by the City. In the case of conflicting opinions, the City may require a third opinion. The health care provider giving the third opinion shall be jointly approved or designated by the City and the employee. The third health care provider's opinion is final and binding. Second and third medical opinions are at the City's expense. Notice When a Medical Leave of Absence is foreseeable based on planned medical treatment, the employee must make a reasonable effort to schedule the treatment so as not to disrupt City operations and must give the City at least thirty days' notice before the leave is to begin, or, in the case where such notice is not possibie, the employee should give as much notice as practicable. The City may require periodic reporting from the employee as to his/her status and intention to return to work. The City may also require periodic medical recertification on a reasonable basis. As a condition of reinstatement, the City will require a certification from the employee's health care provider that the employee is able to resume work. B. FAMILY CARE LEAVE The City understands the need for employees to maintain the health and security of their families and will comply with the Family and Medical Leave Act. The City will grant an eligible employee an unpaid leave so the employee may care for a spouse, child, or parent who has a serious health condition or is unable to care for his/her own hygienic or nutritional needs or safety due to medical impairment. The term "serious health condition" is defined above. "Child" includes a biological, adopted or foster child, a step child, legal ward or a child for whom the employee stands in loco parentis, who is under 18 years of age, or 18 years of age or older and incapable of self care because of a mental or physical disability. "Spouse" is the legally recognized marital partner of the employee. "Parent"