09-15-1997 WS - Laserfiche WebLink

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• without compensation for 30 days of less, the City will continue to pay its normal premium contribution or as policy allows. If a Family and Medical Leave Absence extends beyond the approved period, the employee becomes responsible for the full amount of the group health insurance premiums with no co- payment from the City. In the event an employee elects not to return to work upon completion of an approved Family and Medical Leave of Absence, the City may recover from the employee the cost of any payments made to maintain the employee's insurance coverage, unless the failure to return to work was for reasons beyond the employee's control. If an employee is laid off during the Family and Medical Leave Absence and employment is terminated, the City's responsibility to maintain group health insurance ceases at the time of the layoff. Status of Benefits Unpaid Leave/Combination of Unpaid and Paid The employee will not accrue benefits such as vacation leave, sick leave or holiday pay while on Unpaid Family and Medical Leave of Absence. Employees using a combination of paid and unpaid leave, or intermittent unpaid leave, will accrue benefits on a pro-rated basis. Step adjustments will be extended by the length of the unpaid leave. Employees on intermittent leave will be evaluated on a case-by-case basis with regard to extending the length of the step increases. Paid Leave Employees using Paid leave will continue to accrue benefits. Step adjustment will occur at the regularly schedule time. Paid and Unpaid Leave does not constitute a break in service for purposes of eligibility for pension and retirement benefits. Use of Vacation, Sick Leave and Holiday Pay An employee can elect, or the employer can require, an employee to substitute accrued paid vacation leave, or sick leave for any part of an employee's Family or Medical Leave. If paid leave is exhausted prior to length of the Leave, the remainder of the Leave may be granted without pay. Use of Sick Leave for Family and Medical Leave must be the Sick Leave Use qualifications as outlined in the Sick Leave Policy. If the Family and Medical Leave does not meet the qualifications to use sick leave, vacation leave may be used. The use of vacation and/or sick bank hours used with FMLA Leave and does not extend the length of the FMLA Leave. Intermittent Leave When medically necessary, a Medical Leave of Absence may be taken intermittently or as part of a reduced work schedule. In such cases, the City may require the employee to temporarily transfer to an available alternative position which better accommodates recurring periods of absences or part-time schedules, provided the position has equivalent pay and benefits. • Return to Work As a general rule, an employee that is granted a Family and Medical Leave of Absence under