Leave Without Pay for Medical Reasons. Employees seeking LWOP due to medical necessity must provide appropriate documentation indicating the need for leave, and estimated date the employee is expected to return to work in a full-time capacity. In the event the employee is released by their treating physician to perform part-time work during their recovery, and only require intermittent LWOP as a result, the employee must provide certification from their treating physician indicating their capabilities and restrictions. Intermittent work will be provided via a Transitional Work Assignment and is subject to approval based on business necessity (i.e. there is work available; part-time work will not be created for an employee). The duration of the transitional assignment will not exceed six months and the transitional work assignment may not violate any other provisions of City policies.
Leave Without Pay for Medical Reasons. An employee may require sick time but does not have accumulated sick leave, annual leave, donated leave or TILO. Employees on LWOP, due to medical necessity, may request approval to work on an intermittent basis (part-time). Intermittent or part-time work will only be considered on a transitional basis. The request for intermittent or part-time work must be approved by the Department Director, or designee, and the Human Resources Department, and is subject to business necessity. The request shall specify the part-time schedule the employee is requesting, and the duration of the transitional assignment (not to exceed six months). This transitional work assignment may not violate any provisions of City policies.
