CCP 03-12-2013 - Laserfiche WebLink

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schedules for the duration of the FMLA leave. The plan must be approved by the employee's Department Director and the City Manager and is subject to the following provisions and the operating needs of the department. If an employee fails to submit the forms for FMLA leave the City may declare coverage under the provisions of the law on their behalf. Use of Leave Vacation, Sick Leave, and Comp Time Employees must use all accrued vacation, sick leave, and compensatory time concurrently with their FMLA leave. Vacation, sick, and compensatory time balances must be exhausted before the leave is considered unpaid. During the FMLA leave the City will continue the employer's contributions for health care under terms of the pay plan or union contract. 16.11 Medical Certification Employees who request or are on a FMLA leave must provide a medical certification completed by the attending physician or practitioner indicating the need for the leave. A "Certificate of Health Care Provider" form can be obtained from the Assistant to the City Manager or on the City intranet site. A "Certificate of Health Care Provider" is not required if the employee is placed on FMLA leave due to a workplace injury that is covered under workers' compensation insurance or due to the birth, adoption, or placement of a child. The certificate should be submitted within two weeks of notification of the FMLA leave or within 15 days of the first day of leave if the leave is unexpected. Subsequent certificates updating the employer of the status of the employee or the family member's serious health condition and the projected date of return to work may be required depending on the length of the absence. The certification must state the following: • The date the need for the leave started or is expected to start. • The probable duration of the condition. • The appropriate medical facts regarding the condition. • If the leave is for the employee's own serious health condition, the certification must state that the employee is unable to perform the essential functions of the position. • When the leave is requested for a spouse, child, or parent, the medical certificate must state that the employee is needed to care for the relative and the estimated amount of time that the employee will be needed to provide such care. • If the leave requests an intermittent work schedule, the medical certification must state that the reduced or intermittent schedule is medically necessary and for how long it may be necessary.