Common use of NON-WORK RELATED EXTENDED INJURY/ILLNESS PROCESS Clause in Contracts

NON-WORK RELATED EXTENDED INJURY/ILLNESS PROCESS. Employees injured in non-work related incident or accident, which limits the ability to be able to to be fit for duty, may use the following process. The below process is in place to identify steps, set expectations, create milestones, and provide options where possible. This 12-month maximum mark process is only available to an employee once in their career. A second (or more) major injury/illness for that employee will result in just FMLA and paid time off coverage benefits. Additionally, MFD can only utilize this process for a maximum of three employees at one time. If a fourth employee has a major injury/illness, it will also results in just FMLA and paid time off coverage benefits. 1. Employees will utilize the FMLA process in accordance with City Policy in the event of a serious medical event (injury/illness) and the employee cannot work. 2. Employees first utilize sick leave in accordance with Article 20 of this agreement for non- work related injuries/illness and in conjunction with FMLA. 3. If at some point, either during the FMLA or afterwards, the employee runs out of sick leave, they may use any and all other paid time off (other PTO: vacation, personnel, and compensatory time) to provide paid leave in accordance with this section. The usage of PTO, may continue up to 12 months from the initial time of injury/illness. 4. If the injury or illness extends pass the FMLA 12 xxxxx xxxx, the employee will provide a doctor’s note regarding the reasons for the extended absence and a projected return to work date, if possible. This note and all notes referred to in this process will be filed in the employees’ HIPPA compliant medical record. Supervisor may request updated certification/doctors’ notes periodically, but no more than one report every 30 days, to document the absence. 5. During the FMLA 12 weeks and beyond, the employee will check-in (telephone or meeting) with their supervisor bi-weekly to keep their supervisor informed regarding any return to work progress and their medical condition, along with verification of employee timecard with PTO usage. 6. If at some point before the 12 month mark, the employee runs out of all other PTO, they may apply for sick leave donation per City Policy. Xxxx leave donation may last up to 480 hours. 7. If sick leave donation runs out before the 12 month mark or is not made available, the employee may apply for short-term disability in accordance with City policy. Short term disability may last up to 13 weeks. 8. If the employee is not otherwise determined to be medically able to return to work after exhausting FMLA, all forms of PTO, sick leave donation and short term disability, and the 12- month mark has not been hit; a determination point is reached. The employee would be examined by Occupation Health. They would determine the feasibility of a return to work and provide a projected date of return. The employee agrees to release a record of that visit to the City of Marysville. If the employee can feasibility return to work on or before the 12 month mark from date of injury/illness, the employee may apply for leave without pay per City Policy for the remaining time to extend to the 12-month mark. At the 12-month mark, the employee must successfully pass a functional capacity evaluation, at City’s expense, for a full return to duty or the employee is medically retired. 9. In all cases, if the employee is still not medically able to return to work at the end of the 12-month mark from the date of the initial injury/illness; the employee is medically retired by the City on the calendar day after the 12-month mark. 10. If at any point in the above process the employee is made aware that a medical doctor has determined they will never be able to return to duty (they have reached a maximum medical improvement status) or a medical doctor projects that the employee cannot reasonable return within one year from the date of injury/illness, that employee must notify their supervisor within one calendar week from the notice. After this notice, the employee has 12 weeks or the 12 month mark (whichever is sooner) to utilize PTO available until they are medically retired. At this point of maximum medical improvement, MFD is authorized to backfill the position. 00. Xx any point in the above process, the City reserves the right to have the employee be examined by Occupational Health at the City’s expense. The employee agrees to release a record of that visit to the City of Marysville. 00. Xx all cases, the employee must present medical approval for a full return to duty. The City, at City’s expense, may have the employee examined by Occupational Health and/or have the employee successfully pass a functional capacity evaluation for a full return to duty. The employee agrees to release a record of such visit to the City of Marysville.

NON-WORK RELATED EXTENDED INJURY/ILLNESS PROCESS. Employees injured in non-work work-related incident or accident, which limits the ability to be able to to be fit for duty, may use the following process. The below process is in place to identify steps, set expectations, create milestones, and provide options where possible. This 12-month maximum mark process is only available to an employee once in their career. A second (or more) major injury/illness for that employee will result in just FMLA and paid time off coverage benefits. Additionally, MFD can only utilize this process for a maximum of three employees at one time. If a fourth employee has a major injury/illness, it will also results result in just FMLA and paid time off coverage benefits. 1. Employees will utilize the FMLA process in accordance with City Policy in the event of a serious medical event (injury/illness) and the employee cannot work. 2. Employees first utilize sick leave in accordance with Article 20 of this agreement for non- work work-related injuries/illness and in conjunction with FMLA. 3. If at some point, either during the FMLA or afterwards, the employee runs out of sick leave, they may use any and all other paid time off (other PTO: vacation, personnel, and compensatory time) to provide paid leave in accordance with this section. The usage of PTO, may continue up to 12 months from the initial time of injury/illness. 4. If the injury or illness extends pass the FMLA 12 xxxxx xxxx, the employee will provide a doctor’s note regarding the reasons for the extended absence and a projected return to work date, if possible. This note and all notes referred to in this process will be filed in the employees’ HIPPA compliant medical record. Supervisor may request updated certification/doctors’ notes periodically, but no more than one report every 30 days, to document the absence. 5. During the FMLA 12 weeks and beyond, the employee will check-in (telephone or meeting) with their supervisor bi-weekly to keep their supervisor informed regarding any return to work progress and their medical condition, along with verification of employee timecard with PTO usage. 6. If at some point before the 12 12-month mark, the employee runs out of all other PTO, they may apply for sick leave donation per City Policy. Xxxx leave donation may last up to 480 hours. 7. If sick leave donation runs out before the 12 12-month mark or is not made available, the employee may apply for short-term disability in accordance with City policy. Short term disability may last up to 13 weeks. 8. If the employee is not otherwise determined to be medically able to return to work after exhausting FMLA, all forms of PTO, sick leave donation and short short-term disability, and the 12- month mark has not been hit; a determination point is reached. The employee would be examined by Occupation Health. They would determine the feasibility of a return to work and provide a projected date of return. The employee agrees to release a record of that visit to the City of Marysville. If the employee can feasibility return to work on or before the 12 12-month mark from date of injury/illness, the employee may apply for leave without pay per City Policy for the remaining time to extend to the 12-month mark. At the 12-month mark, the employee must successfully pass a functional capacity evaluation, at City’s expense, for a full return to duty or the employee is medically retired. 9. In all cases, if the employee is still not medically able to return to work at the end of the 12-month mark from the date of the initial injury/illness; the employee is medically retired by the City on the calendar day after the 12-month mark. 10. If at any point in the above process the employee is made aware that a medical doctor has determined they will never be able to return to duty (they have reached a maximum medical improvement [MMI] status) or a medical doctor projects that the employee cannot reasonable return within one year from the date of injury/illness, that employee must notify their supervisor within one calendar week from the notice. After this notice, the employee has 12 weeks or the 12 12-month mark (whichever is sooner) to utilize PTO available until they are medically retired. At this point of maximum medical improvementMMI, MFD is authorized to backfill the position. 0011. Xx At any point in the above process, the City reserves the right to have the employee be examined by Occupational Health at the City’s expense. The employee agrees to release a record of that visit to the City of Marysville. 0012. Xx In all cases, the employee must present medical approval for a full return to duty. The City, at City’s expense, may have the employee examined by Occupational Health and/or have the employee successfully pass a functional capacity evaluation for a full return to duty. The employee agrees to release a record of such visit to the City of Marysville.

NON-WORK RELATED EXTENDED INJURY/ILLNESS PROCESS. Employees injured in non-work work-related incident or accident, which limits the ability to be able to to be fit for duty, may use the following process. The below process is in place to identify steps, set expectations, create milestones, and provide options where possible. This 12-month maximum mark xxxx process is only available to an employee once in their career. A second (or more) major injury/illness for that employee will result in just FMLA and paid time off coverage benefits. Additionally, MFD can only utilize this process for a maximum of three employees at one time. If a fourth employee has a major injury/illness, it will also results result in just FMLA and paid time off coverage benefits. 1. Employees will utilize the FMLA process in accordance with City Policy in the event of a serious medical event (injury/illness) and the employee cannot work. 2. Employees first utilize sick leave in accordance with Article 20 of this agreement for non- work work-related injuries/illness and in conjunction with FMLA. 3. If at some point, either during the FMLA or afterwards, the employee runs out of sick leave, they may use any and all other paid time off (other PTO: vacation, personnel, and compensatory time) to provide paid leave in accordance with this section. The usage of PTO, may continue up to 12 months from the initial time of injury/illness. 4. If the injury or illness extends pass the FMLA 12 xxxxx xxxx, the employee will provide a doctor’s note regarding the reasons for the extended absence and a projected return to work date, if possible. This note and all notes referred to in this process will be filed in the employees’ HIPPA compliant medical record. Supervisor may request updated certification/doctors’ notes periodically, but no more than one report every 30 days, to document the absence. 5. During the FMLA 12 weeks and beyond, the employee will check-in (telephone or meeting) with their supervisor bi-weekly to keep their supervisor informed regarding any return to work progress and their medical condition, along with verification of employee timecard with PTO usage. 6. If at some point before the 12 12-month markxxxx, the employee runs out of all other PTO, they may apply for sick leave donation per City Policy. Xxxx Sick leave donation may last up to 480 hours. 7. If sick leave donation runs out before the 12 12-month mark xxxx or is not made available, the employee may apply for short-term disability in accordance with City policy. Short term disability may last up to 13 weeks. 8. If the employee is not otherwise determined to be medically able to return to work after exhausting FMLA, all forms of PTO, sick leave donation and short short-term disability, and the 12- month mark xxxx has not been hit; a determination point is reached. The employee would be examined by Occupation Health. They would determine the feasibility of a return to work and provide a projected date of return. The employee agrees to release a record of that visit to the City of Marysville. If the employee can feasibility return to work on or before the 12 12-month mark xxxx from date of injury/illness, the employee may apply for leave without pay per City Policy for the remaining time to extend to the 12-month markxxxx. At the 12-month markxxxx, the employee must successfully pass a functional capacity evaluation, at City’s expense, for a full return to duty or the employee is medically retired. 9. In all cases, if the employee is still not medically able to return to work at the end of the 12-month mark xxxx from the date of the initial injury/illness; the employee is medically retired by the City on the calendar day after the 12-month markxxxx. 10. If at any point in the above process the employee is made aware that a medical doctor has determined they will never be able to return to duty (they have reached a maximum medical improvement [MMI] status) or a medical doctor projects that the employee cannot reasonable return within one year from the date of injury/illness, that employee must notify their supervisor within one calendar week from the notice. After this notice, the employee has 12 weeks or the 12 12-month mark xxxx (whichever is sooner) to utilize PTO available until they are medically retired. At this point of maximum medical improvementMMI, MFD is authorized to backfill the position. 0011. Xx At any point in the above process, the City reserves the right to have the employee be examined by Occupational Health at the City’s expense. The employee agrees to release a record of that visit to the City of Marysville. 0012. Xx In all cases, the employee must present medical approval for a full return to duty. The City, at City’s expense, may have the employee examined by Occupational Health and/or have the employee successfully pass a functional capacity evaluation for a full return to duty. The employee agrees to release a record of such visit to the City of Marysville.