09-15-1997 WS - Laserfiche WebLink

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• the case where such notice is not possible, the employee should give as much notice as practicable. The City may require period 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. SECTION 3: 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. Definition of"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 local 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" means the biological parent or an individual who stands or stood in local parentis to an employee when the employee was a child; the term does not include in-laws. Medical Certificate The City will require medical certification to support a claim for leave to care for a seriously ill child, spouse, or parent. The certification must include an estimate of the amount of time the employee is needed to provide care. Notice When the need for a Family Care Leave is foreseeable based on planned medical treatment, the employee must give the City at least 30 days' notice before the date the Family Care Leave is to begin. When the need for Family Care Leave is unforeseeable, the employee must provide notice as soon as practicable. SECTION 4: PARENTAL LEAVE Regular full-time and regular part-time employees who have worked for the City at least six months and have successfully completed their probationary period, are eligible for parental leave up to a maximum of six months upon the birth or adoption of a child. Employees who have been employed for the previous 12 months and have worked more the 1,040 hours but less than 1,250 required under the federal Family and Medical Leave Act are eligible for six weeks of unpaid leave under the Minnesota Parenting Leave Act. Parental Leave under the Minnesota Parenting Leave Act must begin within six weeks of the birth, adoption, or placement of the child in foster care, unless the child is hospitalized et NM. ;. Employees are responsible for ail insurance premiums during such leave. Parental Leave may not be extended by use of other forms of paid leave. Return to work is administered in the same way as with other Family and Medical Leaves. • Notice When the need for a Parental Leave is foreseeable, such as the expected birth, adoption or placement of a child, the employee must provide the City with at least 30 days' notice. If the