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ARTICLE 13 SICK TIME AND PREGNANCY LEAVE POLICY <br />13.01 Employees of the Division of Fire who are sick or injured and unable to report for duty shall report <br />said sickness or injury to the Assistant Chief at least one (1) hour prior to the start of the employee's sched- <br />uled shift. The Assistant Chief shall in turn notify the Chief of Fire. <br />13.02 For any absence which qualifies under the Family and Medical Leave Act ("FMLA"), paramedics <br />must use sick time and other paid time off during FMLA leave, except for an injury which qualifies under <br />§ 13 .08. The employee must apply for FMLA for any FMLA qualifying event, including injury leaves. <br />13.03 When an employee reports sick due to a non -work related illness, upon return to work, the employee <br />must report to the Assistant Chief and complete the Certificate of Illness or Injury form that is to be retained <br />at the Division of Fire. If the employee is injured or sick from work more than seven (7) consecutive cal- <br />endar days, has undergone an operation or told to have one, suffered an injury (including non -work related) <br />which affects or could affect the employee's mobility, physical agility or ability to perform their job duties <br />in any way, or contracted any contagious illness which could be transmitted in close living quarters or in <br />the course of their job duties, the employee must complete a Attending Physician's Statement or attach a <br />statement from their physician to the certificate giving a diagnosis/prognosis, indicating that the employee <br />is able to return to regular or temporary light duties and turn it in to Human Resources prior to returning to <br />duty. <br />Unless specifically stated otherwise by the proper medical authority, all days off stipulated by the attending <br />physician as a result of injury or illness are construed to be consecutive calendar days. These documents <br />shall be submitted to the Division of Human Resources, prior to the day the employee returns to work. <br />Whenever an employee is absent due to illness or injury, that employee will secure permission from the <br />Chief of the Division of Fire before leaving the area, except to see a physician. <br />13.04 The City has a right to review the employee's physical and mental status at any time during an em- <br />ployee's absence to determine whether the employee is actually sick or injured, or the employee has the <br />ability to return to work. The City may have the employee examined by a physician, paid by the City, to <br />determine whether the employee is actually sick or injured. If authorized by proper medical authority, the <br />City may call an employee who is injured on the job to perform temporary light duties, providing that work <br />is available and that the employee has the skill and ability to perform the work. Employees who are absent <br />due to a non -duty related sickness or injury may request a temporary light duty assignment. Providing that <br />a temporary light duty assignment is available, as determined by the Chief, and providing the employee <br />possesses the skill, ability and physical stamina to perform the duties required and provides written author- <br />ization to perform specific duties from his or her attending physician, the employee may be given consid- <br />eration for such an assignment. Any employee on light duty who is working forty (40) hours per week will <br />have any holiday time taken off equal to one-half (1/2) of an accrued twenty four (24) hour holiday. In the <br />event an employee is unable to return to assume full duties as a Paramedic for a period in excess of six (6) <br />months, the employee shall be required to submit to Human Resources a diagnosis and prognosis of the <br />employee's condition, stating whether the employee will or will not be able to resume the full duties of <br />Paramedic. <br />13.05 Should it be determined by proper medical authority that an employee will not be able to return to <br />regular full duties as a Paramedic, the City has the right to require that employee to apply for disability <br />retirement. In the event of a difference of opinion as to the employee's mental or physical status, regarding <br />their ability to perform their regular duties, between the employee's physician and the City's physician, the <br />