CCP 03-12-2013 - Laserfiche WebLink

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The City may require a second medical opinion at the City's expense with a City chosen health care provider. If the second opinion conflicts with the opinion provided by the employee, the City may request, at the City's expense, a third opinion from another City- selected health care provider. The third opinion will be considered final and binding. 16.12 Continuation of Benefits Insurance Benefits An employee on FMLA leave may choose to continue their existing group health care benefits (health and dental) and life insurance if so desired for up to the 12 week maximum. As required by law, these benefits will be maintained under the same conditions, and at the same level of City contribution, as before the employee left on leave. If there are changes to the City's contribution levels and/or premium rates while the employee is on leave, those changes will take place as if the employee were still on the job. The employee will be required to continue payment of the employee portion of the health care and/or other insurance coverage if they choose to continue. During such time that the FMLA leave is paid by utilization of paid leave (vacation, sick leave, and comp time) accruals, the City will continue to collect the employee's share of his/her insurance premiums through payroll deductions. Once paid leave accruals are depleted, the employee must make arrangements to pay their portion of benefits directly to the City. If an employee's contribution is more than (30) days late, the City may terminate the employee's insurance coverage. Sick and Vacation Leave Accruals An employee on paid FMLA will continue to accrue vacation and sick leave for the duration of their paid leave. An employee on unpaid leave will not accrue benefits while they are on unpaid leave. Holidays An employee on paid FMLA leave will receive compensation for holidays that occur during the employee's leave. An employee on unpaid leave will not receive compensation for holidays while they are on unpaid leave. Failure to Return from FMLA Leave Failure of an employee to return to work upon the expiration of FMLA leave will be cause for discipline, up to and including separation from employment. 16.13 Both Spouses Employed by the City When both spouses are employees of the city, each spouse may take up to 12 weeks of FMLA leave per leave year. The leave may only run simultaneously when the leave is to care for the serious health condition of each other.