Use of FMLA leave. A. Leave taken to care for the employee's newborn child or child newly placed for adoption or xxxxxx care: 1. Must be taken within 12 months of the birth, adoption, or xxxxxx care placement of the child; 2. May be used on a continuing basis or, with the approval of the supervisor, may be used on an intermittent or reduced workweek basis; 3. At the employee's option, may be paid leave of the appropriate type, or unpaid leave, or any combination of the two; 4. Must be unpaid leave if the employee has exhausted all appropriate paid leave or does not accrue paid leave; 5. Is subject to a 30-day advance notice period; 6. Will not qualify as parental leave under Article 8 of this Agreement if the leave is taken to care for a newly placed xxxxxx child, or if the employee has exhausted the 720 hours (up to 864 hours for an operational firefighter) of parental leave provided per 24-month period under Article 8. B. FMLA leave which does not qualify as parental leave under Article 8 of this Agreement may not include sick leave beyond the limitations stated in section 7.1 of the Agreement. C. FMLA leave taken for medical purposes listed in section 11.2 C and D: 1. At the employee's option, may be paid leave of the appropriate type or unpaid leave, or any combination of the two; 2. Must be unpaid leave if the employee has exhausted all appropriate paid leave or does not accrue paid leave; 3. May be used on a continuing, intermittent or reduced workweek basis, as needed. 4. The Employer may require an employee to submit medical certification from a health care provider to support a request for FMLA leave for the employee's serious health condition that makes the employee unable to perform the function of the employee's position, or for the serious health condition of the employee’s family member including domestic partners and their children. A request for medical certification must be made in writing and must advise the employee of the anticipated consequences of failing to provide the certification. Medical certification may be required for any of the following reasons: (a) the FMLA leave exceeds 5 consecutive work days; (b) the employee requests to use any amount of annual leave as FMLA leave, and the requested leave would not normally be approved under the standards generally applied to requests for annual leave; (c) the Employer suspects the employee of leave misuse or abuse; (d) the employee has been placed on leave restriction and must submit medical certification for any request to use leave for medical purposes; or, (e) the department's approved leave policy requires medical certification under the circumstances. 5. The Employer may require medical re-certification of a serious health condition of the employee or the employee's family member. Such re-certification may be requested verbally, at reasonable intervals, but not more often than every 30 days, unless: (a) the employee requests an extension of leave; (b) circumstances described by the original certification have changed significantly; (c) the Employer receives information that casts doubt upon the continuing validity of the original certification; or, (d) the employee is unable to return to work after FMLA leave because of the continuation, recurrence, or onset of a serious health condition. 6. If medical certification or re-certification is required, it must be submitted by the employee within 15 calendar days after it is requested by the Employer. 7. If the Employer has reason to doubt the medical opinion as documented by the completed medical certification for the serious health condition of the employee or the employee's family member (including domestic partners and their children), the Employer may require the employee to obtain, at the County's expense, a medical opinion from a second health care provider designated by the Fire/Rescue Occupational Medical Section. If the two opinions differ, the employer may require a medical opinion from a third health care provider at the expense of the County. The employee and the Fire/Rescue Occupational Medical Section must jointly agree on the third health care provider, whose opinion is final and binding. 8. FMLA leave taken for a serious health condition may be taken on an intermittent or reduced work schedule if the medical need can best be accommodated through such a schedule. An employee must attempt to schedule intermittent leave so as not to disrupt the work unit unduly. 9. FMLA leave cannot be taken to care for the employee's adult son or daughter capable of self care who has a disability from which complete recovery is expected. 10. When returning from 15 or more consecutive days of FMLA leave for the employee's serious health condition other than childbirth, the employee must be referred to the Fire/Rescue Occupational Medical Section for clearance to return to work. D. An employee may be temporarily transferred to another position in the Department with equivalent pay and benefits to accommodate an intermittent leave schedule or reduced workweek. E. Employees must apply for paid FMLA leave in accordance with applicable procedures for the granting of annual leave, sick leave, and parental leave and provide as much advance notice as possible to the Employer so as not to disrupt the work unit unduly. When unforeseen events occur, notice of the need to use FMLA leave will be given as soon as practicable, ordinarily within 1 or 2 working days. F. Employees must provide advance written notice of intent to use leave without pay for FMLA purposes when the need to use the leave is foreseeable. Employees must otherwise provide such notice as is practicable. G. Either the employee or Employer may designate leave as FMLA leave. The Employer should designate leave as FMLA leave if the information available to the Employer from the employee indicates that the leave is being taken for an FMLA purpose, and the employee has not requested or otherwise indicated that the leave is FMLA leave. The Employer must advise the employee prior to the completion of the period of leave that it has been designated as FMLA leave and the reasons for the designation.
Appears in 12 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Use of FMLA leave. A. Leave taken to care for the employee's newborn child or child newly placed for adoption or xxxxxx care:
1. Must be taken within 12 months of the birth, adoption, or xxxxxx care placement of the child;
2. May be used on a continuing basis or, with the approval of the supervisor, may be used on an intermittent or reduced workweek basis;
3. At the employee's option, may be paid leave of the appropriate type, or unpaid leave, or any combination of the two;
4. Must be unpaid leave if the employee has exhausted all appropriate paid leave or does not accrue paid leave;
5. Is subject to a 30-day 30‐day advance notice period;
6. Will not qualify as parental leave under Article 8 of this Agreement if the leave is taken to care for a newly placed xxxxxx child, or if the employee has exhausted the 720 hours (up to 864 hours for an operational firefighter) of parental leave provided per 24-month 24‐month period under Article 8.
B. FMLA leave which does not qualify as parental leave under Article 8 of this Agreement may not include sick leave beyond the limitations stated in section 7.1 of the Agreement.
C. FMLA leave taken for medical purposes listed in section 11.2 C and D:
1. At the employee's option, may be paid leave of the appropriate type or unpaid leave, or any combination of the two;
2. Must be unpaid leave if the employee has exhausted all appropriate paid leave or does not accrue paid leave;
3. May be used on a continuing, intermittent or reduced workweek basis, as needed.
4. The Employer may require an employee to submit medical certification from a health care provider to support a request for FMLA leave for the employee's serious health condition that makes the employee unable to perform the function of the employee's position, or for the serious health condition of the employee’s family member including domestic partners and their children. A request for medical certification must be made in writing and must advise the employee of the anticipated consequences of failing to provide the certification. Medical certification may be required for any of the following reasons:
(a) the FMLA leave exceeds 5 consecutive work days;
(b) the employee requests to use any amount of annual leave as FMLA leave, and the requested leave would not normally be approved under the standards generally applied to requests for annual leave;
(c) the Employer suspects the employee of leave misuse or abuse;
(d) the employee has been placed on leave restriction and must submit medical certification for any request to use leave for medical purposes; or,
(e) the department's approved leave policy requires medical certification under the circumstances.
5. The Employer may require medical re-certification re‐certification of a serious health condition of the employee or the employee's family member. Such re-certification re‐certification may be requested verbally, at reasonable intervals, but not more often than every 30 days, unless:
(a) the employee requests an extension of leave;
(b) circumstances described by the original certification have changed significantly;
(c) the Employer receives information that casts doubt upon the continuing validity of the original certification; or,
(d) the employee is unable to return to work after FMLA leave because of the continuation, recurrence, or onset of a serious health condition.
6. If medical certification or re-certification re‐certification is required, it must be submitted by the employee within 15 calendar days after it is requested by the Employer.
7. If the Employer has reason to doubt the medical opinion as documented by the completed medical certification for the serious health condition of the employee or the employee's family member (including domestic partners and their children), the Employer may require the employee to obtain, at the County's expense, a medical opinion from a second health care provider designated by the Fire/Rescue Occupational Medical Section. If the two opinions differ, the employer may require a medical opinion from a third health care provider at the expense of the County. The employee and the Fire/Rescue Occupational Medical Section must jointly agree on the third health care provider, whose opinion is final and binding.
8. FMLA leave taken for a serious health condition may be taken on an intermittent or reduced work schedule if the medical need can best be accommodated through such a schedule. An employee must attempt to schedule intermittent leave so as not to disrupt the work unit unduly.
9. FMLA leave cannot be taken to care for the employee's adult son or daughter capable of self care who has a disability from which complete recovery is expected.
10. When returning from 15 or more consecutive days of FMLA leave for the employee's serious health condition other than childbirth, the employee must be referred to the Fire/Rescue Occupational Medical Section for clearance to return to work.
D. An employee may be temporarily transferred to another position in the Department with equivalent pay and benefits to accommodate an intermittent leave schedule or reduced workweek.
E. Employees must apply for paid FMLA leave in accordance with applicable procedures for the granting of annual leave, sick leave, and parental leave and provide as much advance notice as possible to the Employer so as not to disrupt the work unit unduly. When unforeseen events occur, notice of the need to use FMLA leave will be given as soon as practicable, ordinarily within 1 or 2 working days.
F. Employees must provide advance written notice of intent to use leave without pay for FMLA purposes when the need to use the leave is foreseeable. Employees must otherwise provide such notice as is practicable.
G. Either the employee or Employer may designate leave as FMLA leave. The Employer should designate leave as FMLA leave if the information available to the Employer from the employee indicates that the leave is being taken for an FMLA purpose, and the employee has not requested or otherwise indicated that the leave is FMLA leave. The Employer must advise the employee prior to the completion of the period of leave that it has been designated as FMLA leave and the reasons for the designation.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Use of FMLA leave. A. (a) Leave taken to care for the employee's newborn child or child newly placed for adoption or xxxxxx care:
(1. Must ) must be taken within 12 months of the birth, adoption, or xxxxxx care placement of the child;
(2. May ) may be used on a continuing basis or, with the approval of the supervisor/Employer, may be used on an intermittent or reduced workweek work week basis;
(3. At ) at the employee's option, may be paid leave of the appropriate type, or unpaid leave, or any combination of the two;
(4. Must ) must be unpaid leave if the employee has exhausted all appropriate paid leave or does not accrue paid leave;
(5. Is ) is subject to a 30-day advance notice periodperiod when the need to use leave is foreseeable;
(6. Will ) will not qualify as parental leave under Article 8 18 of this Agreement if the leave is taken to care for a newly placed xxxxxx child, or if the employee has exhausted the 720 hours (up to 864 hours for an operational firefighter) of parental leave provided per 24-month period under Article 818.
B. (b) FMLA leave which that does not qualify as parental leave under Article 8 18 of this Agreement may not include sick leave beyond the limitations stated in section 7.1 15.1 of the Agreement.
C. (c) FMLA leave taken for medical purposes listed in section 11.2 C 45.2(c) and D:(d):
(1. At ) at the employee's option, may be paid leave of the appropriate type or unpaid leave, or any combination of the two;
(2. Must ) must be unpaid leave if the employee has exhausted all appropriate paid leave or does not accrue paid leave;
(3. May ) may be used on a continuing, intermittent or reduced workweek work week basis, as needed.; and
(4. The ) the Employer may require an employee to submit medical certification from a health care provider to support a request for FMLA leave for the employee's serious health condition that makes the employee unable to perform the function functions of the employee's position, or for the serious health condition of the employee’s 's family member including domestic partners and their children. member.
(5) The Employer shall ensure that medical information remains confidential in compliance with HIPAA.
(6) The Employer shall respond to FMLA requests within 5 business days.
(d) A request for medical certification must be made in writing and must advise the employee of the anticipated consequences of failing to provide the certification. Medical certification may be required for any of the following reasons:
(a1) the FMLA leave exceeds 5 consecutive work days;
(b2) the employee requests to use any amount of annual leave as FMLA leave, and the requested leave would not normally be approved under the standards generally applied to requests for annual leave;
(c3) the Employer suspects the employee of leave misuse or abuse;
(d4) the employee has been placed on leave restriction and must submit medical certification for any request to use leave for medical purposes; or,
(e5) the department's approved leave policy requires medical certification under the circumstances.
5(e) The employee’s medical information, shall remain confidential and maintained in accordance with relevant laws, including but not limited to HIPAA and XXXX. Any such specific medical information shall not be maintained in that employee’s personnel file but shall be provided to the custodian of employee medical records, the Occupational Medical Service in OHR.
(f) The Employer may require medical re-certification recertification of a serious health condition of the employee or the employee's family member. Such re-certification recertification may be requested verbally, at reasonable intervals, but not more often than every 30 days, unless:
(a1) the employee requests an extension of leave;
(b2) circumstances described by the original certification have changed significantly;
(c3) the Employer receives information that casts doubt upon the continuing validity of the original certification; or,
(d4) the employee is unable to return to work after FMLA leave because of the continuation, recurrence, or onset of a serious health condition.
6. (g) If medical certification or re-certification recertification is required, it must be submitted by the employee within 15 calendar days after it is requested by the Employer.
7. (h) If the Employer has reason to doubt the medical opinion as documented by the completed medical certification for the serious health condition of the employee or the employee's family member (including domestic partners and their children)member, the Employer may require the employee to obtain, at the County's expense, a medical opinion from a second health care provider designated by the Fire/Rescue Occupational Medical Section. If the two 2 opinions differ, the employer Employer may require a medical opinion from a third health care provider at the expense of the County. The employee and the Fire/Rescue Occupational Medical Section must jointly agree on the third health care provider, whose opinion is final and binding.
8. (i) FMLA leave taken for a serious health condition may be taken on an intermittent or reduced work schedule if the medical need can best be accommodated through such a schedule. An employee must attempt to schedule intermittent leave so as not to disrupt the work unit unduly.
9. (j) FMLA leave cannot be taken to care for the employee's adult son or daughter capable of self care who has with a disability from which complete recovery is expected.
10. (k) When returning from 15 or more consecutive days of FMLA leave for the employee's serious health condition other than childbirth, the employee must be referred to the Fire/Rescue Occupational Medical Section Services for clearance to return to work.
D. (l) An employee may be temporarily transferred to another position in the Department department with equivalent pay and benefits to accommodate an intermittent leave schedule or reduced workweek.
E. (m) Employees must apply for paid FMLA leave in accordance with applicable procedures for the granting of annual leave, sick leave, and parental leave and provide as much advance notice as possible to the Employer supervisor so as not to disrupt the work unit unduly. When unforeseen events occur, notice of the need to use FMLA leave will be given as soon as practicable, ordinarily within 1 or 2 working days.
F. (n) Employees must provide advance written notice of intent to use leave without pay for FMLA purposes when the need to use the leave is foreseeable. Employees must otherwise provide such notice as is practicable.
G. (1) Either the employee or Employer supervisor may designate leave as FMLA leave. The Employer supervisor should designate leave as FMLA leave if the information available to the Employer supervisor from the employee indicates that the leave is being taken for an FMLA purpose, and the employee has not requested or otherwise indicated that the leave is FMLA leave. The Employer supervisor must advise the employee prior to the completion of the period of leave that it has been designated as FMLA leave and the reasons for the designation.
(2) A supervisor should designate disability leave as FMLA leave if the leave is taken for an FMLA-qualifying reason under Section 45.2(d) of this Article. An employee on disability leave that is designated as FMLA leave cannot be forced to take a light duty work assignment until the employee has exhausted the employee’s FMLA leave.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Use of FMLA leave. A. (a) Leave taken to care for the employee's newborn child or child newly placed for adoption or xxxxxx care:
(1. Must ) must be taken within 12 months of the birth, adoption, or xxxxxx care placement of the child;
(2. May ) may be used on a continuing basis or, with the approval of the supervisor/Employer, may be used on an intermittent or reduced workweek work week basis;
(3. At ) at the employee's option, may be paid leave of the appropriate type, or unpaid leave, or any combination of the two;
(4. Must ) must be unpaid leave if the employee has exhausted all appropriate paid leave or does not accrue paid leave;
(5. Is ) is subject to a 30-day advance notice periodperiod when the need to use leave is foreseeable;
(6. Will ) will not qualify as parental leave under Article 8 18 of this Agreement if the leave is taken to care for a newly placed xxxxxx child, or if the employee has exhausted the 720 hours (up to 864 hours for an operational firefighter) of parental leave provided per 24-month period under Article 818.
B. (b) FMLA leave which that does not qualify as parental leave under Article 8 18 of this Agreement may not include sick leave beyond the limitations stated in section 7.1 15.1 of the Agreement.
C. (c) FMLA leave taken for medical purposes listed in section 11.2 C 45.2(c) and D:(d):
(1. At ) at the employee's option, may be paid leave of the appropriate type or unpaid leave, or any combination of the two;
(2. Must ) must be unpaid leave if the employee has exhausted all appropriate paid leave or does not accrue paid leave;
(3. May ) may be used on a continuing, intermittent or reduced workweek work week basis, as needed.; and
(4. The ) the Employer may require an employee to submit medical certification from a health care provider to support a request for FMLA leave for the employee's serious health condition that makes the employee unable to perform the function functions of the employee's position, or for the serious health condition of the employee’s 's family member including domestic partners and their children. member.
(5) The Employer shall ensure that medical information remains confidential in compliance with HIPAA.
(6) The Employer shall respond to FMLA requests within 5 business days.
(d) A request for medical certification must be made in writing and must advise the employee of the anticipated consequences of failing to provide the certification. Medical certification may be required for any of the following reasons:
(a1) the FMLA leave exceeds 5 consecutive work days;
(b2) the employee requests to use any amount of annual leave as FMLA leave, and the requested leave would not normally be approved under the standards generally applied to requests for annual leave;
(c3) the Employer suspects the employee of leave misuse or abuse;
(d4) the employee has been placed on leave restriction and must submit medical certification for any request to use leave for medical purposes; or,
(e5) the department's approved leave policy requires medical certification under the circumstances.
5(e) The employee’s medical information, shall remain confidential and maintained in accordance with relevant laws, including but not limited to HIPAA and XXXX. Any such specific medical information shall not be maintained in that employee’s personnel file but shall be provided to the custodian of employee medical records, the Occupational Medical Service in OHR.
(f) The Employer may require medical re-certification recertification of a serious health condition of the employee or the employee's family member. Such re-certification recertification may be requested verbally, at reasonable intervals, but not more often than every 30 days, unless:
(a1) the employee requests an extension of leave;
(b2) circumstances described by the original certification have changed significantly;
(c3) the Employer receives information that casts doubt upon the continuing validity of the original certification; or,
(d4) the employee is unable to return to work after FMLA leave because of the continuation, recurrence, or onset of a serious health condition.
6. (g) If medical certification or re-certification recertification is required, it must be submitted by the employee within 15 calendar days after it is requested by the Employer.
7. (h) If the Employer has reason to doubt the medical opinion as documented by the completed medical certification for the serious health condition of the employee or the employee's family member (including domestic partners and their children)member, the Employer may require the employee to obtain, at the County's expense, a medical opinion from a second health care provider designated by the Fire/Rescue Occupational Medical Section. If the two 2 opinions differ, the employer Employer may require a medical opinion from a third health care provider at the expense of the County. The employee and the Fire/Rescue Occupational Medical Section must jointly agree on the third health care provider, whose opinion is final and binding.
8. (i) FMLA leave taken for a serious health condition may be taken on an intermittent or reduced work schedule if the medical need can best be accommodated through such a schedule. An employee must attempt to schedule intermittent leave so as not to disrupt the work unit unduly.
9. (j) FMLA leave cannot be taken to care for the employee's adult son or daughter capable of self self-care who has with a disability from which complete recovery is expected.
10. (k) When returning from 15 or more consecutive days of FMLA leave for the employee's serious health condition other than childbirth, the employee must be referred to the Fire/Rescue Occupational Medical Section Services for clearance to return to work.
D. (l) An employee may be temporarily transferred to another position in the Department department with equivalent pay and benefits to accommodate an intermittent leave schedule or reduced workweek.
E. (m) Employees must apply for paid FMLA leave in accordance with applicable procedures for the granting of annual leave, sick leave, and parental leave and provide as much advance notice as possible to the Employer supervisor so as not to disrupt the work unit unduly. When unforeseen events occur, notice of the need to use FMLA leave will be given as soon as practicable, ordinarily within 1 or 2 working days.
F. (n) Employees must provide advance written notice of intent to use leave without pay for FMLA purposes when the need to use the leave is foreseeable. Employees must otherwise provide such notice as is practicable.
G. (1) Either the employee or Employer supervisor may designate leave as FMLA leave. The Employer supervisor should designate leave as FMLA leave if the information available to the Employer supervisor from the employee indicates that the leave is being taken for an FMLA purpose, and the employee has not requested or otherwise indicated that the leave is FMLA leave. The Employer supervisor must advise the employee prior to the completion of the period of leave that it has been designated as FMLA leave and the reasons for the designation.
(2) A supervisor should designate disability leave as FMLA leave if the leave is taken for an FMLA-qualifying reason under Section 45.2(d) of this Article. An employee on disability leave that is designated as FMLA leave cannot be forced to take a light duty work assignment until the employee has exhausted the employee’s FMLA leave.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Use of FMLA leave. A. (a) Leave taken to care for the employee's newborn child or child newly placed for adoption or xxxxxx care:
(1. Must ) must be taken within 12 months of the birth, adoption, or xxxxxx care placement of the child;
(2. May ) may be used on a continuing basis or, with the approval of the supervisor/Employer, may be used on an intermittent or reduced workweek work week basis;
(3. At ) at the employee's option, may be paid leave of the appropriate type, or unpaid leave, or any combination of the two;
(4. Must ) must be unpaid leave if the employee has exhausted all appropriate paid leave or does not accrue paid leave;
(5. Is ) is subject to a 30-day advance notice periodperiod when the need to use leave is foreseeable;
(6. Will ) will not qualify as parental leave under Article 8 18 of this Agreement if the leave is taken to care for a newly placed xxxxxx child, or if the employee has exhausted the 720 hours (up to 864 hours for an operational firefighter) of parental leave provided per 24-month period under Article 818.
B. (b) FMLA leave which that does not qualify as parental leave under Article 8 18 of this Agreement may not include sick leave beyond the limitations stated in section 7.1 15.1 of the Agreement.
C. (c) FMLA leave taken for medical purposes listed in section 11.2 C 45.2(c) and D:(d):
(1. At ) at the employee's option, may be paid leave of the appropriate type or unpaid leave, or any combination of the two;
(2. Must ) must be unpaid leave if the employee has exhausted all appropriate paid leave or does not accrue paid leave;
(3. May ) may be used on a continuing, intermittent or reduced workweek work week basis, as needed.; and
(4. The ) the Employer may require an employee to submit medical certification from a health care provider to support a request for FMLA leave for the employee's serious health condition that makes the employee unable to perform the function functions of the employee's position, or for the serious health condition of the employee’s 's family member including domestic partners and their children. member.
(5) The Employer shall ensure that medical information remains confidential in compliance with HIPAA.
(6) The Employer shall respond to FMLA requests within 5 business days.
(d) A request for medical certification must be made in writing and must advise the employee of the anticipated consequences of failing to provide the certification. Medical certification may be required for any of the following reasons:
(a1) the FMLA leave exceeds 5 consecutive work days;
(b2) the employee requests to use any amount of annual leave as FMLA leave, and the requested leave would not normally be approved under the standards generally applied to requests for annual leave;
(c3) the Employer suspects the employee of leave misuse or abuse;
(d4) the employee has been placed on leave restriction and must submit medical certification for any request to use leave for medical purposes; or,
(e5) the department's approved leave policy requires medical certification under the circumstances.
5(e) The employee’s medical information, shall remain confidential and maintained in accordance with relevant laws, including but not limited to HIPAA and XXXX. Any such specific medical information shall not be maintained in that employee’s personnel file but shall be provided to the custodian of employee medical records, the Occupational Medical Service in OHR.
(f) The Employer may require medical re-certification recertification of a serious health condition of the employee or the employee's family member. Such re-certification recertification may be requested verbally, at reasonable intervals, but not more often than every 30 days, unless:
(a1) the employee requests an extension of leave;
(b2) circumstances described by the original certification have changed significantly;
(c3) the Employer receives information that casts doubt upon the continuing validity of the original certification; or,
(d4) the employee is unable to return to work after FMLA leave because of the continuation, recurrence, or onset of a serious health condition.
6. (g) If medical certification or re-certification recertification is required, it must be submitted by the employee within 15 calendar days after it is requested by the Employer.
7. (h) If the Employer has reason to doubt the medical opinion as documented by the completed medical certification for the serious health condition of the employee or the employee's family member (including domestic partners and their children)member, the Employer may require the employee to obtain, at the County's expense, a medical opinion from a second health care provider designated by the Fire/Rescue Occupational Medical Section. If the two opinions differ, the employer may require a medical opinion from a third health care provider at the expense of the County. The employee and the Fire/Rescue Occupational Medical Section must jointly agree on the third health care provider, whose opinion is final and binding.
8. FMLA leave taken for a serious health condition may be taken on an intermittent or reduced work schedule if the medical need can best be accommodated through such a schedule. An employee must attempt to schedule intermittent leave so as not to disrupt the work unit unduly.
9. FMLA leave cannot be taken to care for the employee's adult son or daughter capable of self care who has a disability from which complete recovery is expected.
10. When returning from 15 or more consecutive days of FMLA leave for the employee's serious health condition other than childbirth, the employee must be referred to the Fire/Rescue Occupational Medical Section for clearance to return to work.
D. An employee may be temporarily transferred to another position in the Department with equivalent pay and benefits to accommodate an intermittent leave schedule or reduced workweek.
E. Employees must apply for paid FMLA leave in accordance with applicable procedures for the granting of annual leave, sick leave, and parental leave and provide as much advance notice as possible to the Employer so as not to disrupt the work unit unduly. When unforeseen events occur, notice of the need to use FMLA leave will be given as soon as practicable, ordinarily within 1 or 2 working days.
F. Employees must provide advance written notice of intent to use leave without pay for FMLA purposes when the need to use the leave is foreseeable. Employees must otherwise provide such notice as is practicable.
G. Either the employee or Employer may designate leave as FMLA leave. The Employer should designate leave as FMLA leave if the information available to the Employer from the employee indicates that the leave is being taken for an FMLA purpose, and the employee has not requested or otherwise indicated that the leave is FMLA leave. The Employer must advise the employee prior to the completion of the period of leave that it has been designated as FMLA leave and the reasons for the designation.Medical
Appears in 1 contract
Samples: Collective Bargaining Agreement
