Agenda Packets - 2020/05/04 - Laserfiche WebLink

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61 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 necessary. 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 30 days' notice before the leave is to begin, or, in the case where such notice is not possible, 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. FAMILY CARE LEAVE The City understands the need for employees to maintain the health and security of their families and will comply with the FMLA. 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" means the biological parent or an individual who stands or stood in loco 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 will need to provide care. Notice When the need for a Family Care Leave is foreseeable based on planned medical