2019 005 ORDINANCE - Laserfiche WebLink

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IL below subsections (C)(6): ] . Pregnancy or the birth of the employee's child and in order to care for the child; 2. The placement of a child with the employee for adoption or foster care; 3. To care for a spouse, child, or parent who has a serious health condition; 4. A serious health condition that renders the employee incapable of performing the functions of his or her job; 5. Because of any qualifying exigency arising out of the fact that the spouse, son, daughter, or parent of the employee is a covered military member on active duty (or has been notified of an impending call or order to active duty) in the Armed Forces in support of a contingency operation; and 6. To care for a covered servicemember with a serious injury or illness if the employee is the spouse, son, daughter, parent, or next of kin of the servicemember. Under this Policy, the 12 month period is the 12 -month period measured forward from the first date an employee takes leave for the purposes set forth in Subsections (Q(046). The next 12 month period would begin the first time FMLA leave is taken after completion of the prior 12 month period (for example if an FMLA leave begins on November 6'h the 12 month period runs through November 5'h of the following year) Eligible employees, including a spouse, son, daughter, parent, or next of kin of a member of the Armed Forces, including the National Guard or Reserves, are entitled to take up to 26 weeks of FMLA leave in a single 12 -month period to care for that covered servicemember with a serious illness or injury. This leave is only available during a single 12 -month period beginning on the first day the eligible employee takes FMLA leave to care for a covered servicemember and ending 12 months after that date. If an eligible employee does not take all of his or her 26 workweeks of leave entitlement to care for a covered servicemember during this single 12 -month period, the remaining part of the employee's 26 workweeks of leave entitlement to care for the covered servicemember is forfeited. This military leave entitlement is to be applied on a per- covered-servicemember, per -injury basis, except that no more than 26 workweeks of leave may be taken within any single 12 -month period. In the case of leave that qualifies as both leave to care for a covered servicemember and leave to care for a family member with a serious health condition during the single 12 -month period, the Village must designate such leave as leave to care for a covered servicemember in the first instance. (D) APPLICATION & NOTICE OF LEAVE: All requests for FMLA leave should be made in writing to the employee's department head or to the Mayor where making the request to the employee's department head is impracticable. The amount of sick leave and vacation time available should be confirmed with the Finance Department before application for FMLA leave is made. In all cases an employee requesting FMLA leave must complete an application for FMLA leave sufficient to make the Village aware that the employee needs FMLA-qualifying leave and return it to their immediate Supervisor and the Finance Department. The completed application must state the reason for the leave, the anticipated duration of the leave, and anticipate the starting and ending dates of the leave. Although notice need only be given one time, the employee must advise the Village as soon as practicable if dates of scheduled leave change, are extended, or were initially unknown. The employee must also provide the Village with notice of any changes in contact information that occur during FMLA leave. Notice may be given by the employee's spokesperson if the employee is unable to do so personally. -3-