Common use of Extended Medical Leaves of Absence Clause in Contracts

Extended Medical Leaves of Absence. 21.4.1 Should an employee not be eligible for or have otherwise exhausted other available leave, such as FMLA, or require an extension of leave due to a disability or serious health condition, the employee may be eligible to take a leave of absence pursuant to this section where medically necessary. All leave requests will be reviewed pursuant to applicable state and federal law including but not limited to the Family Medical Leave Act and the Americans with Disabilities Act. Pursuant to the Americans with Disabilities Act (the "ADA") and other applicable Maine law, the City shall provide a reasonable accommodation for a qualified employee with a disability, unless such accommodation would cause an undue hardship on the City. In some instances, a reasonable accommodation may take the form of an extended unpaid leave of absence. The employee must inform the City of the need for an accommodation and should do so as soon as practicable upon becoming aware that a workplace barrier exists. If the need for an accommodation is not obvious or the employee has not already provided information to substantiate his or her qualifying medical condition, the City may request documentation of the individual's medical condition. The City may request clarification concerning the nature of the medical condition and the employee's limitations in order to identify an appropriate reasonable accommodation. The City shall place major emphasis upon the recommendation of the employee's physician, as the recommendation concerns the employee's health and physical capabilities. The City and the employee shall engage in an interactive process to determine an effective reasonable accommodation within as quick a timeframe as is practicable under the circumstances. If leave is determined to be necessary, the initial period of disability leave will be processed as Family Medical Leave, twelve (12) weeks under the Federal law or ten (10) weeks under the Maine law, if the disability is a serious health condition as defined by the Family Medical Leave Act and the employee is otherwise eligible. 21.4.2 Except for emergencies, the employee shall submit written notification to their respective Human Resources representative at least thirty (30) days prior to his/her anticipated departure stating the probable duration of the leave. The Human Resources representative may require the employee to provide a statement from the employee's physician setting forth (1) the anticipated duration of the disability, and (2) whether the employee may continue to perform his/her work assignments. 21.4.3 Upon written request of the employee submitted to his/her Human Resources representative at least two weeks prior to the expiration of the granted leave, and at the discretion of the City Manager, after recommendation of the Department Head and the Director of Human Resources, a disability leave of absence without pay may be extended or renewed for an additional period of time but not to exceed a total of twelve months duration upon presentation of certification of continued medical need. 21.4.4 Disabilities caused or contributed to by pregnancy are, for all job-related purposes, temporary disabilities. 21.4.5 Accumulated sick and vacation leave benefits shall be applied to any portion of the requested or required leave so eligible at the option of the employee, but cannot be used to extend a disability leave beyond the twelve-month period.

Extended Medical Leaves of Absence. 21.4.1 18.7.1 Should an employee not be eligible for or have otherwise exhausted other available leave, such as FMLA, or require an extension of leave due to a disability or serious health condition, the employee may be eligible to take a leave of absence pursuant to this section where medically necessary. All leave requests will be reviewed pursuant to applicable state and federal law including but not limited to the Family and Medical Leave Act and the Americans with Disabilities Act. Act Pursuant to the Americans with Disabilities Act (the "“ADA"”) and other applicable Maine law, the City shall provide a reasonable accommodation for a qualified employee with a disability, unless such accommodation would cause an undue hardship on the City. In some instances, a reasonable accommodation may take the form of an extended unpaid leave of absence. The employee must inform the City of the need for an accommodation and should do so as soon as practicable upon becoming aware that a workplace barrier exists. If the need for an accommodation is not obvious or the employee has not already provided sufficient information to substantiate his or her their qualifying medical condition, the City may request documentation of the individual's ’s medical condition. The City may request clarification concerning the nature of the medical condition and the employee's ’s limitations in order to identify an appropriate reasonable accommodation. The City shall place major emphasis upon the recommendation of the employee's physician, as the recommendation concerns the employee's health and physical capabilities. The City and the employee shall engage in an interactive process to determine an effective reasonable accommodation within as quick a timeframe as is practicable under the circumstances. If leave is determined to be necessary, the initial period of disability leave will be processed as Family Medical Leave, Leave twelve (12) weeks under the Federal law or ten (10) weeks under the Maine law, law if the disability is a serious health condition as defined by the Family Medical Leave Act and the employee is otherwise eligible. 21.4.2 Except for emergencies18.7.2 Absent unusual circumstances, the employee shall submit written notification to their respective Human Resources representative at least thirty (30) days prior to his/her their anticipated departure stating the probable duration of the leave. The Human Resources representative may require the employee to provide a statement from the employee's their physician setting forth (1) the anticipated duration of the disability, and (2) whether the employee they may continue to perform his/her their work assignments. 21.4.3 18.7.3 Upon written request of the employee submitted to his/her the Human Resources representative at least two weeks prior to the expiration of the granted leave, and at the discretion of the City Manager, after recommendation of the Department Head Emergency Communications Director and the Director of Human Resources, a disability leave of absence without pay may be extended or renewed for an additional period of time but time. 18.7.4 Disability leaves of absence, including extensions and renewals, will not to exceed be approved for a total combined period in excess of twelve (12) months duration upon presentation from the start of certification the leave. At the expiration of continued medical needthe twelve (12) months, any requests for extension beyond the twelve (12) months will be evaluated according to physician recommendations in accordance with applicable law. 21.4.4 Disabilities caused or contributed to by pregnancy are, for all job-related purposes, temporary disabilities. 21.4.5 18.7.5 Accumulated sick and vacation leave benefits shall be applied to any portion of the requested or required leave so eligible at the option of the employee, but cannot be used to extend a disability leave beyond the twelve-month (12) period.

Extended Medical Leaves of Absence. 21.4.1 18.7.1 Should an employee not be eligible for or have otherwise exhausted other available leave, such as FMLA, or require an extension of leave due to a disability or serious health condition, the employee may be eligible to take a leave of absence pursuant to this section where medically necessary. All leave requests will be reviewed pursuant to applicable state and federal law including but not limited to the Family and Medical Leave Act and the Americans with Disabilities Act. Act Pursuant to the Americans with Disabilities Act (the "“ADA"”) and other applicable Maine law, the City shall provide a reasonable accommodation for a qualified employee with a disability, unless such accommodation would cause an undue hardship on the City. In some instances, a reasonable accommodation may take the form of an extended unpaid leave of absence. The employee must inform the City of the need for an accommodation and should do so as soon as practicable upon becoming aware that a workplace barrier exists. If the need for an accommodation is not obvious or the employee has not already provided sufficient information to substantiate his or her qualifying medical condition, the City may request documentation of the individual's ’s medical condition. The City may request clarification concerning the nature of the medical condition and the employee's ’s limitations in order to identify an appropriate reasonable accommodation. The City shall place major emphasis upon the recommendation of the employee's physician, as the recommendation concerns the employee's health and physical capabilities. The City and the employee shall engage in an interactive process to determine an effective reasonable accommodation within as quick a timeframe as is practicable under the circumstances. If leave is determined to be necessary, the initial period of disability leave will be processed as Family Medical Leave, Leave twelve (12) weeks under the Federal law or ten (10) weeks under the Maine law, law if the disability is a serious health condition as defined by the Family Medical Leave Act and the employee is otherwise eligible. 21.4.2 Except for emergencies18.7.2 Absent unusual circumstances, the employee shall submit written notification to their respective Human Resources representative at least thirty (30) days prior to his/her their anticipated departure stating the probable duration of the leave. The Human Resources representative may require the employee to provide a statement from the employee's their physician setting forth (1) the anticipated duration of the disability, and (2) whether the employee they may continue to perform his/her their work assignments. 21.4.3 18.7.3 Upon written request of the employee submitted to his/her the Human Resources representative at least two weeks prior to the expiration of the granted leave, and at the discretion of the City Manager, after recommendation of the Department Head and the Director of Human Resources, a disability leave of absence without pay may be extended or renewed for an additional period of time but time. 18.7.4 Disability leaves of absence, including extensions and renewals, will not to exceed be approved for a total combined period in excess of twelve (12) months duration upon presentation from the start of certification the leave. At the expiration of continued medical needthe twelve (12) months, any requests for extension beyond the twelve (12) months will be evaluated according to physician recommendations in accordance with applicable law. 21.4.4 Disabilities caused or contributed to by pregnancy are, for all job-related purposes, temporary disabilities. 21.4.5 18.7.5 Accumulated sick and vacation leave benefits shall be applied to any portion of the requested or required leave so eligible at the option of the employee, but cannot be used to extend a disability leave beyond the twelve-month twelve‐month (12) period.

Extended Medical Leaves of Absence. 21.4.1 17.3.1 Should an employee not be eligible for or have otherwise exhausted other available leave, such as FMLA, or require an extension of leave due to a disability or serious health condition, the employee may be eligible to take a leave of absence pursuant to this section where medically necessary. All leave requests will be reviewed pursuant to applicable state and federal law including but not limited to the Family Medical Leave Act and the Americans with Disabilities Act. Pursuant to the Americans with Disabilities Act (the "ADA") and other applicable Maine law, the City shall provide a reasonable accommodation for a qualified employee with a disability, unless such accommodation would cause an undue hardship on the City. In some instances, a reasonable accommodation may take the form of an extended unpaid leave of absence. The employee must inform the City of the need for an accommodation and should do so as soon as practicable upon becoming aware that a workplace barrier exists. If the need for an accommodation is not obvious or the employee has not already provided information to substantiate his or her qualifying medical condition, the City may request documentation of the individual's medical condition. The City may request clarification concerning the nature of the medical condition and the employee's limitations in order to identify an appropriate reasonable accommodation. The City shall place major emphasis upon the recommendation of the employee's physician, as the recommendation concerns the employee's health and physical capabilities. The City and the employee shall engage in an interactive process to determine an effective reasonable accommodation within as quick a timeframe as is practicable under the circumstances. If leave is determined to be necessary, the initial period of disability leave will be processed as Family Medical Leave, Leave twelve (12) weeks under the Federal law or ten (10) weeks under the Maine law, if the disability is a serious health condition as defined by the Family Medical Leave Act and the employee is otherwise eligible. 21.4.2 17.3.2 Except for emergencies, the employee shall submit written notification to their his/her respective Human Resources representative at least thirty two (302) days weeks prior to his/her anticipated departure stating the probable duration of the leave. The Human Resources representative may require the employee to provide a statement from the employee's his/her physician setting forth (1a) the anticipated duration of the disability, and (2b) whether the employee he/she may continue to perform his/her his work assignments. 21.4.3 17.3.3 Upon written request of the employee submitted to his/her Human Resources representative at least two (2) weeks prior to the expiration of the granted leave, and at the discretion of the City Manager, after recommendation of the Department Head and the Director of Human Resources, a disability leave of absence without pay may be extended or renewed for an additional period of time but time. 17.3.4 Disability leaves of absence, including extensions and renewals, will not to exceed a total be approved in excess of twelve (12) months duration upon presentation from the start of certification the leave. At the expiration of continued medical needthe twelve months, any requests for extension beyond twelve (12) months will be evaluated according to physician recommendations and in accordance with applicable law. 21.4.4 17.3.5 Accumulated sick leave benefits shall be applied to any portion of the requested or required leave so eligible, but cannot be used to extend a disability leave beyond the twelve (12) month period. 17.3.6 Disabilities caused or contributed to by pregnancy are, for all job-related purposes, temporary disabilities. 21.4.5 Accumulated sick and vacation . Requests for pregnancy leave benefits shall be applied to any portion of the requested or required leave so eligible at the option of the employee, but cannot be used to extend a disability leave beyond the twelve-month period.made under paragraph 17.3.1,

Extended Medical Leaves of Absence. 21.4.1 Should an employee not be eligible for or have otherwise exhausted other available leave, such as FMLA, or require an extension of leave due to a disability or serious health condition, the employee may be eligible to take a leave of absence pursuant to this section where medically necessary. All leave requests will be reviewed pursuant to applicable state and federal law including but not limited to the Family Medical Leave Act and the Americans with Disabilities Act. Pursuant to the Americans with Disabilities Act (the "ADA") and other applicable Maine law, the City shall provide a reasonable accommodation for a qualified employee with a disability, unless such accommodation would cause an undue hardship on the City. In some instances, a reasonable accommodation may take the form of an extended unpaid leave of absence. The employee must inform the City of the need for an accommodation and should do so as soon as practicable upon becoming aware that a workplace barrier exists. If the need for an accommodation is not obvious or the employee has not already provided information to substantiate his or her qualifying medical condition, the City may request documentation of the individual's medical condition. The City may request clarification concerning the nature of the medical condition and the employee's limitations in order to identify an appropriate reasonable accommodation. The City shall place major emphasis upon the recommendation of the employee's physician, as the recommendation concerns the employee's health and physical capabilities. The City and the employee shall engage in an interactive process to determine an effective reasonable accommodation within as quick a timeframe as is practicable under the circumstances. If leave is determined to be necessary, the initial period of disability leave will be processed as Family Medical Leave, twelve (12) weeks under the Federal law or ten (10) weeks under the Maine law, if the disability is a serious health condition as defined by the Family Medical Leave Act and the employee is otherwise eligible. 21.4.2 Except for emergencies, the employee shall submit written notification to their respective Human Resources representative at least thirty (30) days prior to his/her anticipated departure stating the probable duration of the leave. The Human Resources representative may require the employee to provide a statement from the employee's physician setting forth (1) the anticipated duration of the disability, and (2) whether the employee may continue to perform his/her work assignments. 21.4.3 Upon written request of the employee submitted to his/her Human Resources representative at least two weeks prior to the expiration of the granted leave, and at the discretion of the City Manager, after recommendation of the Department Head and the Director of Human Resources, a disability leave of absence without pay may be extended or renewed for an additional period of time but not to exceed a total of twelve months duration upon presentation of certification of continued medical need. 21.4.4 Disabilities caused or contributed to by pregnancy are, for all job-related job‐related purposes, temporary disabilities. 21.4.5 Accumulated sick and vacation leave benefits shall be applied to any portion of the requested or required leave so eligible at the option of the employee, but cannot be used to extend a disability leave beyond the twelve-month twelve‐month period.

Extended Medical Leaves of Absence. 21.4.1 18.7.1 Should an employee not be eligible for or have otherwise exhausted other available leave, such as FMLA, or require an extension of leave due to a disability or serious health condition, the employee may be eligible to take a leave of absence pursuant to this section where medically necessary. All leave requests will be reviewed pursuant to applicable state and federal law including but not limited to the Family and Medical Leave Act and the Americans with Disabilities Act. Act Pursuant to the Americans with Disabilities Act (the "“ADA"”) and other applicable Maine law, the City shall provide a reasonable accommodation for a qualified employee with a disability, unless such accommodation would cause an undue hardship on the City. In some instances, a reasonable accommodation may take the form of an extended unpaid leave of absence. The employee must inform the City of the need for an accommodation and should do so as soon as practicable upon becoming aware that a workplace barrier exists. If the need for an accommodation is not obvious or the employee has not already provided sufficient information to substantiate his or her qualifying medical condition, the City may request documentation of the individual's ’s medical condition. The City may request clarification concerning the nature of the medical condition and the employee's ’s limitations in order to identify an appropriate reasonable accommodation. The City shall place major emphasis upon the recommendation of the employee's physician, as the recommendation concerns the employee's health and physical capabilities. The City and the employee shall engage in an interactive process to determine an effective reasonable accommodation within as quick a timeframe as is practicable under the circumstances. If leave is determined to be necessary, the initial period of disability leave will be processed as Family Medical Leave, Leave twelve (12) weeks under the Federal law or ten (10) weeks under the Maine law, law if the disability is a serious health condition as defined by the Family Medical Leave Act and the employee is otherwise eligible. 21.4.2 Except for emergencies18.7.2 Absent unusual circumstances, the employee shall submit written notification to their respective Human Resources representative at least thirty (30) days prior to his/her their anticipated departure stating the probable duration of the leave. The Human Resources representative may require the employee to provide a statement from the employee's their physician setting forth (1) the anticipated duration of the disability, and (2) whether the employee they may continue to perform his/her their work assignments. 21.4.3 18.7.3 Upon written request of the employee submitted to his/her the Human Resources representative at least two weeks prior to the expiration of the granted leave, and at the discretion of the City Manager, after recommendation of the Department Head and the Director of Human Resources, a disability leave of absence without pay may be extended or renewed for an additional period of time but time. 18.7.4 Disability leaves of absence, including extensions and renewals, will not to exceed be approved for a total combined period in excess of twelve (12) months duration upon presentation from the start of certification the leave. At the expiration of continued medical needthe twelve (12) months, any requests for extension beyond the twelve (12) months will be evaluated according to physician recommendations in accordance with applicable law. 21.4.4 Disabilities caused or contributed to by pregnancy are, for all job-related purposes, temporary disabilities. 21.4.5 18.7.5 Accumulated sick and vacation leave benefits shall be applied to any portion of the requested or required leave so eligible at the option of the employee, but cannot be used to extend a disability leave beyond the twelve-month (12) period.

Extended Medical Leaves of Absence. 21.4.1 24.4.1 Should an employee not be eligible for or have otherwise exhausted other available leave, such as FMLA, or require an extension of leave due to a disability or serious health condition, the employee may be eligible to take a leave of absence pursuant to this section where medically necessary. All leave requests will be reviewed pursuant to applicable state and federal law including but not limited to the Family and Medical Leave Act and the Americans with Disabilities Act. Pursuant to the Americans with Disabilities Act (the "ADA") and other applicable Maine law, the City shall provide a reasonable accommodation for a qualified employee with a disability, unless such accommodation would cause an undue hardship on the City. In some instances, a reasonable accommodation may take the form of an extended unpaid leave of absence. The employee must inform the City of the need for an accommodation and should do so as soon as practicable upon becoming aware that a workplace barrier exists. If the need for an accommodation is not obvious or the employee has not already provided information to substantiate his or her qualifying medical condition, the City may request documentation of the individual's medical condition. The City may request clarification concerning the nature of the medical condition and the employee's limitations in order to identify an appropriate reasonable accommodation. The City shall place major emphasis upon the recommendation of the employee's ’s physician, as the recommendation concerns the employee's ’s health and physical capabilities. The City and the employee shall engage in an interactive process to determine an effective reasonable accommodation within as quick a timeframe as is practicable under the circumstances. If leave is determined to be necessary, the initial period of disability leave will be processed as Family Medical Leave, twelve (12) weeks under the Federal law or ten (10) weeks under the Maine law, if the disability is a serious health condition as defined by the Family Medical Leave Act and the employee is otherwise eligible. 21.4.2 24.4.2 Except for emergencies, the employee shall submit written notification to their respective Human Resources representative his Department Head at least thirty (30) days two weeks prior to his/her his anticipated departure stating the probable duration of the leave. The Human Resources representative Department Head may require the employee to provide a statement from the employee's his physician setting forth forth (1) the anticipated duration of the disability, and (2) whether the employee he may continue to perform his/her his work assignments. 21.4.3 24.4.3 Upon written request of the employee submitted to his/her Human Resources representative his Department Head at least two weeks prior to the expiration of the granted leave, and at the discretion of the City Manager, after recommendation of the Department Head and the Director of Human Resources, a disability leave of absence without pay may be extended or renewed for an additional period of time but not to exceed a total of twelve months duration upon presentation of certification of continued medical needduration. 21.4.4 24.4.4 Disabilities caused or contributed to by pregnancy are, for all job-related purposes, temporary disabilities. 21.4.5 24.4.5 Accumulated sick and vacation leave benefits shall be applied to any portion of the requested or required leave so eligible at the option of the employee, but cannot be used to extend a disability leave beyond the twelve-month period.