2019 005 ORDINANCE - Laserfiche WebLink

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if the Village agrees. Leave taken pursuant to Section (C)(5) may be taken on an intermittent or ,c reduced leave schedule basis. If an employee needs intermittent leave or leave on a reduced leave schedule that is foreseeable based on planned medical treatment for the employee, a family member, or a covered servicemember, the Village may require the employee to transfer temporarily, during the period that the intermittent or reduced leave schedule is required, to an available alternative position having equivalent pay and benefits for which the employee is qualified and which better accommodates recurring periods of leave than does the employee's regular position. (G) SPOUSES EMPLOYED BY THE VILLAGE: In any case in which a husband and wife entitled to FMLA leave are employed by the Village, the aggregate number of workweeks of leave to which both may be entitled may be limited to 12 workweeks during any 12 -month period, if such leave is taken for the birth, care, or the placement for adoption or foster care of a son or daughter pursuant to Section (C)(1) or (2), or to care for a sick parent under Section (C)(3). The aggregate number of workweeks of leave to which both that husband and wife may be entitled may be limited to 26 workweeks during the single 12 -month period described in subsection (C) if the leave is family servicemember leave or a combination of family servicemember leave and another type of leave described in Section (C)(1)-(4). (H) MEDICAL CERTIFICATION OF LEAVE: An application for FMLA leave pursuant to Section (C)(1), (2), (3), (4), or (6) must also be accompanied by a medical certification statement (provided by the Village) completed by the applicable health care provider. In the case of foreseen leave, the Village requests that an employee furnish a complete and sufficient certification at the time the employee gives notice of the need for leave or within five (5) business days thereafter, or, in the case of unforeseen leave, within five (5) business days after the leave commences. The employee must provide the requested certification to the Village within fifteen 15 calendar days after the Village's request unless it is not practicable under the particular circumstances to do so despite the employee's diligent, good faith efforts. Where the employee's (or the employee's family member's) health care provider is providing the certification, it is the employee's responsibility to furnish the health care provider with any necessary authorization from the employee or the employee's family member in order for the health care provider to release a complete and sufficient certification to the Village to support the employee's FMLA request. The certification must state the date on which the serious health condition commenced, the probable duration of the condition, and the appropriate medical facts regarding the condition. If the employee is needed to care for a spouse, child, or parent with a serious health condition, the certification must so state along with an estimate of the amount of time the employee will be needed. If the employee has a serious health condition, the certification must state why the employee cannot perform the essential functions of his or her job. The Village must advise an employee whenever the Village finds a certification incomplete or insufficient, and must state in writing what additional information is necessary to make the certification complete and sufficient. A certification is considered incomplete if one or more of the applicable entries have not been completed. A certification is considered insufficient if the information provided is vague, ambiguous, or non-responsive. The employee has seven (7) calendar days to cure any such deficiency unless not practicable under the particular circumstances despite the employee's diligent good faith efforts. If such deficiencies are not cured in the resubmitted certification, the Village may deny the taking of FMLA leave. A certification that is not returned to the Village constitutes a failure to provide certification. Where the employee's need for leave due to the employee's own serious health condition, or the -5-