Town of Tolland, CT Leave

Holiday pay is granted to any employee for established holidays on which the employee would normally have been scheduled to work and is available for such work.

To be eligible to receive holiday pay, an employee is required to work his/her regularly scheduled hours on both the workday preceding and the workday following the holiday.

Exceptions to this policy may be approved when an individual is on:

Military leave.

Jury duty.

Vacation leave.

Bereavement leave.

One day of illness either before or after the holiday but not both.

(f)

Previously approved personal days off either before or after the holiday but not both.

(g)

Other leave as approved by the Town Manager at his/her discretion.

In the event that an employee is absent the day prior and after the holiday due to illness, a sick day will be charged for the holiday as well as the day of absence.

§ A174-23 Vacation.

Eligibility.

Full-time employees who have completed 1/2 year of employment are eligible for vacation leave in accordance with the table below:

Service Years	Vacation Days Earned
Upon hire*	10
1 less than 2	11
2 less than 3	12
3 less than 4	13
4 less than 5	14
5 less than 6	15
6 less than 7	16
7 less than 8	17
8 less than 9	18
9 less than 10	19
10 less than 11	20
11 less than 12	20
12 less than 13	20
13 less than 14	20
14 less than 15	20
15 less than 16	20
16 less than 17	20
17 less than 18	20
18 less than 19	20
19 less than 20	20
20 less than 21	20
21 less than 22	21
22 less than 23	22
23 less than 24	23
24 less than 25	24
25 or more	25

Notes:
* In the year of hire, employees cannot use vacation until they have been employed for six months of continuous service.

Vacation for part-time employees. Part-time employees whose normal workweek is 25 hours or more shall receive vacation leave in proportion to their normal workweek.

Maximum accumulation of vacation leave. A full-time employee, with the approval of the Town Manager, may carry over a maximum of 10 earned vacation days from one year to the next. Therefore, an employee may never have more time accumulated than the amount he/she earns in a year plus 10 days, unless an exception is granted by the Town Manager.

[Amended 1-28-2014]

Break in service. Vacation leave shall be determined by the length of continuous service. For purposes of computing vacation leave, employees who leave Town employment and are later rehired shall be considered new employees.

Transfers. An employee who is transferred between departments shall retain all accrued vacation credit.

Advanced vacation. No employee may take vacation leave beyond the amount earned except in the most unusual cases. Requests for advanced vacation must be submitted by the department head to the Town Manager, in writing, and no advanced vacation shall be approved without a written agreement signed by the employee that he/she will reimburse the Town if he/she leaves Town employment before earning the vacation credit taken.

Holiday celebrated during vacation leave. Observed holidays established by these rules shall not be considered in the computation of vacation credit or as part of the vacation leave.

Use of vacation credit. An employee may take earned vacation leave during the year with proper authorization, except that no employee may take vacation leave of less than a one-hour increment. Since the purpose of vacation leave is rest and relaxation, no additional salary shall be paid an employee in lieu of vacation except in the most unusual cases and with the approval of the Town Manager. The sole exception is that an employee with four weeks' accumulated vacation time may cash in five days at the current salary or hourly rate, provided that a written request is made and approved by the Town Manager.

[Amended 9-8-2020]

Sickness while on vacation. An employee who becomes ill while on vacation leave may not charge such illness to sick leave unless the illness exceeds three vacation days and the employee files a physician's certificate describing the nature and duration of the illness with the Town Manager upon the employee's return to work.

§ A174-24 Sick leave.

[Amended 9-8-2020; 9-26-2023]

Paid sick leave may be accrued up to a maximum of 180 days. Sick leave shall be accrued at a rate of 1 1/4 days per month. Sick leave shall be taken in hourly increments. "Day" shall mean the employee's normal workday: thirty-five-hour employees receive seven hours per day; and forty-hour employees receive eight hours per day. Effective January 1, 2024, each employee will continue to accrue sick leave on a monthly basis until his/her start date/anniversary date. On each employee's start date/anniversary date after January 1, 2024, the employee shall be given credit for the full annual allotment of sick leave. Any employee who leaves employment with the Town after having taken more sick leave than she/he would have earned under the accrual system shall be required to repay the Town by way of a deduction from the employee's final pay for the extra time taken.

Use of sick leave. Sick leave may be allowed by the department head for the following purposes:

Personal illness, physical incapacity, health condition or bodily injury or disease.

Enforced quarantine in accordance with public health regulations.

To meet medical and dental appointments in excess of two hours' duration when an employee has made reasonable efforts to secure appointments outside his normal working hours, provided that the department head is notified at least one day in advance of the day on which the absence occurs.

Illness or physical incapacity in the employee's immediate family or for preventative medical care for the same individuals, or if the employee is a victim of family violence or sexual assault, or for other reason related to family violence (such as to obtain services from a victim's services organization; to relocate due to violence and/or assault; or to participate in any civil or criminal proceedings related to violence and/or assault) requiring his or her personal attention and resulting from causes beyond control, up to a maximum of 40 hours per year. Refer to § A174-25A for the definition of "immediate family."

Proof of illness.

A department head or the Town Manager may require proof of illness for authorized sick leave. An employee who has been absent for three or more consecutive days due to illness, injury or health condition, or for preventative medical care, of the employee or his/her immediate family member may be required to provide a note from the applicable health care provider establishing the need for the time off. The note must state the length of the illness and (as applicable) whether the employee is able to return to full duty without restrictions, or if the employee has any restrictions, the nature of those restrictions and how long the restrictions may need to be in place. The Town retains the sole discretion to determine whether an employee's proof is satisfactory.

If an employee takes more than 40 hours of paid sick leave in any fiscal year, she/he may be required to provide a health care provider's note under additional circumstances as well. Examples of additional circumstances when a note may be required include when there has been frequent or questionable absenteeism, or when the employee calls out sick the day before or after a holiday or vacation day, or for absences of less than three consecutive days.

If the Town determines that an employee is abusing sick leave, that employee will be subject to appropriate disciplinary action. However, the Town will not take any retaliatory or other adverse employment action or otherwise discriminate against any employees because they request or use paid sick leave in accordance with Town policy and applicable law or file a complaint with the Connecticut Department of Labor regarding sick leave matters.

Report of illness. On the first day of absence from work for an employee seeking to use sick time (and on each further day of absence if required by the department head or Town Manager), the employee shall notify his/her supervisor no later than one hour after the beginning of his/her scheduled work assignment, except that where a relief employee is required, such report must be made at least one hour prior to the beginning of his/her scheduled work assignment. Nothing in this section shall preclude the payment of sick leave to an employee who cannot comply with provisions of this section due to extenuating circumstances, such as when the need for leave is not foreseeable, in which case the employee must give notice as soon as practicable.

Payment for sick leave. Employees who have separated from Town employment in good standing may receive credit for accumulated, unused sick leave at the rate of $10 per day, up to a maximum of 180 days. Annually, accumulated sick leave in excess of 180 days shall be paid to the employee at the rate of $10 per day. See § A174-35B.

§ A174-25 Bereavement leave.

Employees are entitled to a maximum of three days off in the event of death in the immediate family, to be taken within one week of the death. "Immediate family" includes and is limited to the employee's current spouse, mother, step-mother, father, step-father, mother-in-law, father-in-law, grandparents, brother, sister, child, stepchild, daughter-in-law, son-in-law, brother-in-law, sister-in-law or grandchild.

[Amended 9-8-2020]

The Town Manager may grant additional leave on a case-by-case basis, with or without pay, upon written request from the employee.

§ A174-26 Other leave with pay.

Subject to the procedures outlined in § A174-21, employees may be granted leave with pay in accordance with the following:

Administrative leave.

Training. With the approval of the Town Manager, leaves of absence with pay may be granted by the department head for the purpose of allowing a regular employee to participate in conferences, seminars, training courses and official meetings which enhance the employee's value to the Town.

Special. The Town Manager may authorize designated employees either full or partial days off to permit closing of some or all Town offices in such instances as severe snowstorms, public celebrations, days of mourning or days of excessive heat or cold.

Jury duty. An employee required to serve jury duty will receive his/her regular pay for the first five days of his/her jury duty. If the employee is required to serve more than five days, he or she will receive the difference between jury duty pay and regular base pay for each hour spent on jury duty that the employee otherwise would be required to work, up to a maximum of three weeks, excluding any overtime hours. Upon expiration of the three-week period, if the jury duty continues, the employee will not be disciplined for such time spent away from work, but will not be paid by the Town.

Military leave. The Town shall allow military leave in accordance with applicable legal requirements.

Personal days. Full-time employees shall be provided up to three paid personal days off annually on their anniversary date of hire for unforseen or emergency circumstances which require the employee to miss work as well as to attend matters of a personal nature which cannot be accomplished during non-working hours. Examples of the latter include religious observances, ethnic holidays and other events of a personal nature which cannot be taken care of outside of regular business hours. Personal days may not be used to extend scheduled vacations. During their first year of employment, full-time employees shall be provided with up to two paid personal days. Full-time employees shall not be permitted to take personal days until they complete four months of employment with the Town. Written notice of a request to use a personal day must be given to the department head or Town Manager at least one week in advance, except in emergency situations. The department head shall consider workload priorities in determining whether to approve such requests; however, full consideration shall be given to request for holidays of religious significance where reasonable accommodation is possible. Personal days must be taken and may not be carried over from year to year, and there shall be no payment for unused personal days at the end of an employee's year, or in the event of separation. Therefore, all personal days which are not taken by the employee's yearly anniversary date shall be lost. Personal days shall be charged off in hourly increments. Note: At the discretion of their supervisor, limited regular and temporary employees may also be granted time off for personal reasons without pay.

[Amended 9-8-2020]

§ A174-27 Leave without pay.

[Amended 6-9-2009]

The Town Manager may grant a leave of absence with approval by the Town Council without pay to an employee, provided that the position remains vacant or is filled by temporary appointment until the expiration of such leave. Benefits will not accrue. Insurance may be continued at the employee's expense if such continuation is acceptable to the insurance company.

Professional development. The Town Manager may grant a regular full-time employee leave of absence without pay for travel or study for a period to be determined by the Manager. Such leave shall be granted only after consideration of the service record of the employee and when it will not result in undue harm to the interests of the Town. No leave without pay shall be granted except upon request of the employee and a signed statement by the employee that he/she will serve the Town for a minimum of one year after return from such leave.

Absence without leave. An absence of an employee from duty, including an absence for a whole or part of a day, that is not authorized by a specific grant of leave of absence under the provisions of these rules shall be deemed an absence without leave. Any such absence shall be without pay and may be subject to disciplinary action. Any employee who is absent from work for three consecutive workdays or on three separate occasions for less than a total of three days without notifying his/her department head or immediate supervisor of the reason for such absence or absences shall be considered to have resigned from the Town service unless the employee, on return, provides an acceptable reason for the absences.

The Town Manager shall be solely responsible for determining whether the reason is acceptable for reinstatement.

Reinstatement. Upon expiration of a regularly approved leave without pay, the employee shall be reinstated to the position held at the time leave was granted, without loss of seniority, status or benefits, provided such position is still available. Failure on the part of an employee on leave to report promptly at its expiration or within a reasonable time after notice to return to duty may be cause for dismissal. No benefits will accrue while the employee is absent, except those earned prior to the leave.

Family and medical leave.

Employees who have worked for the Town for at least 12 months, and who have worked at least 1,250 actual work hours during the 12 months immediately preceding the start of a leave, are eligible for unpaid leave under the Federal Family and Medical Leave Act of 1993 ("FMLA"). Leaves under the FMLA may be taken for the following reasons:

The birth and/or care of the employee's newborn child;

The placement of a child with the employee by adoption or for foster care;

(c)

To care for the employee's spouse, civil union partner, child or parent who has a serious health condition;

(d)

To care for the employee's own serious health condition that renders the employee unable to perform the functions of his or her position;

(e)

Due to a "qualifying exigency" of an employee whose spouse, child or parent is on covered active duty (or has been notified of an impending call or order to covered active duty) in the Armed Forces (including the National Guard Reserves); or

[Amended 6-11-2013]

(f)

To serve as an organ or bone marrow donor; or

(g)

To care for the employee’s spouse, child, parent or next of kin who is a covered servicemember or a covered veteran who has a serious injury or illness.

[Amended 6-11-2013]

If a leave is designated for any of the reasons identified in Subsection E(1)(a) through (f) above, each eligible employee may take up to a total of 12 weeks unpaid family or medical leave in any twelve-month entitlement period. The twelve-month entitlement period for family or medical leave is measured from the initial date of the employee's first leave under this policy. If a leave is designated for the reason identified in Subsection E(1)(g) above, each eligible employee may take up to a total of 26 weeks unpaid family or medical leave in the twelve-month entitlement period as measured from the initial date of the employee's first leave under this policy.

The maximum amounts of FMLA leave stated above do not afford eligible employees the ability to take more leave if they have multiple qualifying reasons that they otherwise would be entitled to take for a single qualifying reason during the applicable twelve-month period.

Any absences that qualify as FMLA leave run concurrently with an absence under the Town's disability insurance plan or workers' compensation laws.

(5)

Any leave spent performing “light duty” work does not count against an employee’s FMLA leave entitlement, whether such “light duty” work has been required by the Town or requested by the employee. Therefore, any employee’s right to restoration of his or her job is held in abeyance during the period of time (if any) the employee performs light duty (or until the end of the applicable FMLA leave period).

(6)

Since the purpose of any leave provided under this policy is to enable employees to maintain their ability to continue employment with the Town, an employee may not work elsewhere while on FMLA leave.

(7)

Full-time unpaid leave may be designated for any of the reasons permitted by the FMLA. Full-time leave excuses the employee from work for a continuous period of time. Intermittent leave means leave taken in separate periods of time rather than for one continuous period of time. Examples of intermittent leave include: leave taken one day per week over a period of a few months; or leave taken on an occasional/as-needed basis for medical appointments. Reduced-schedule leave is leave that reduces the employee's usual number of work hours per day for some period of time. For example, an employee may be afforded half-time work leave for a number of weeks so the employee can assist in the care of a seriously ill parent. An employee may be provided with full-time, intermittent or reduced-schedule leave whenever it is medically necessary for a serious health condition of the eligible employee, his or her spouse, child or parent, or due to a qualifying exigency or the serious injury or illness of a covered servicemember or covered veteran. When planning medical treatment or seeking intermittent or reduced-schedule leave, the employee must consult with his/her immediate supervisor and/or the Director of Administrative Services and must make a reasonable effort to schedule the treatment or intermittent or reduced-schedule leave so as to avoid unduly disruptive effects on the Town's operations. Intermittent leave or reduced-schedule leave for other reasons will be permitted only with the approval of the Town Manager or his/her designee. If intermittent or reduced-schedule leave is medically required, the Town may, in its sole discretion, temporarily transfer the employee to another job that better accommodates such leave, so long as the temporary position has equivalent pay and benefits (but not necessarily equivalent duties).

[Amended 6-11-2013]

(8)

If both spouses or civil union partners are employees of the Town and request leave for the birth, placement of a child by adoption or for foster care, or to care for a parent with a serious health condition, they will be entitled only to a maximum combined total leave equal to 12 weeks in the twelve-month entitlement period as measured in the same manner as described above. If either spouse or civil union partner (or both) uses a portion of the total twelve-week entitlement for one of the purposes in the preceding sentence, each is entitled to the difference between the amount he or she has taken individually and the 12 weeks for FMLA leave for his/her own or his/her spouse's or civil union partner's serious health condition in the twelve-month entitlement periods. For purposes of leave due to each spouse's or civil union partner's own serious health condition, or to care for the serious health condition of his/her child or the other spouse or civil union partner, or due to a qualifying exigency, each spouse or civil union partner is eligible to receive the maximum leave time allowable to one individual eligible employee. Similarly, for leave taken due to the serious injury or illness of a covered servicemember or a covered veteran (or for a combination of leave taken for this reason and any other qualifying reason), each spouse or civil union partner is eligible for the maximum leave allowable to one individual eligible employee.

[Amended 6-11-2013]

(9)

Employees needing FMLA leave must, at a minimum, follow the Town’s usual and customary call-in procedures for reporting an absence, absent unusual circumstances.

(10)

Notice of and/or request for a family or medical leave must be submitted to the Director of Administrative Services at least 30 days before the leave is to commence whenever leave is foreseeable based upon an expected birth, placement for adoption or foster care, planned medical treatment, or to care for others. If 30 days' notice is not possible, such as in the case of an unforeseen emergency or qualifying exigency, the employee must provide notice and/or submit a request as soon as practicable as s/he learns of the need for the leave (typically within one or two working days of learning of the need for the leave). Failure to comply with these notice rules is grounds for, and may result in, deferral or denial of the requested leave.

For leaves taken because of the serious health condition of the employee or the employee's child, parent or spouse or civil union partner, or due to the serious injury or illness of a covered servicemember or a covered veteran, the employee must submit a completed health care provider certification form before the leave begins. This form may be obtained from the Director of Administrative Services. If providing such advance certification is impossible, the employee must submit the medical certification within 15 calendar days after the leave begins (or after otherwise being requested by the Town), unless the employee can demonstrate that it is not practicable to do so despite his/her good faith efforts.

[Amended 6-11-2013]

Subsequent medical recertification will be required as necessary, but no more than once every 30 days after receipt of the initial medical certification.

(c)

In response to a request for leave necessitated by the serious health condition of the employee or others, the Town may require the employee to obtain a second opinion from a health care provider selected and paid for by the Town.

(d)

All leaves due to a qualifying exigency must be accompanied by a certification as the Secretary of Labor has prescribed.

(e)

While on leave, employees are, at a minimum, required to report on the first day of each month to the Director of Administrative Services regarding the status of the family or medical condition(s) and their intent to return to work.

(f)

Under Town policy, employees are required to provide at least two weeks' advance notification of the date they intend to return to work from a leave of absence.

(g)

If an employee takes leave to care for his or her own serious health condition (other than an employee taking intermittent or reduced-schedule leave), the employee must provide medical certification prior to returning to work that the health condition that created the need for the leave no longer renders the employee unable to perform the functions of the job. This certification must be submitted to the Director of Administrative Services. If there are any medical restrictions upon an employee's return to work, the health care provider should state these restrictions in the certificate provided. It is the employee's responsibility to notify his/her supervisor and/or the Director of Administrative Services prior to his/her return to work and make them aware of any restrictions.

(h)

Employees will not be eligible to return to work after a medical leave without being medically cleared to do so. In addition, the Town reserves the right to have its own health care provider and/or the Director of Administrative Services contact the employee’s health care provider for purposes of clarification of the employee’s fitness to return to work certification. Under no circumstances will an employee’s direct supervisor make contact with the employee’s health care provider for purposes of determining fitness of duty (or any other medical certification issue pertaining to FMLA).

(i)

Failure to comply with any of the medical certification or recertification rules identified above is grounds for, and may result in, termination of any leave entitlement or delay or denial of any return to work.

(11)

Accrued paid personal leave and accrued paid vacation will be substituted (in that order) for any unpaid portions of family or medical leave taken for any reason. However, where the leave is for the employee's own serious health condition, accrued paid sick leave shall be substituted for unpaid portions of family or medical leave prior to the substitution of accrued paid personal and accrued paid vacation leave. The amount of unpaid family or medical leave entitlement is reduced by the amount of paid leave that is substituted. While as stated above all accrued paid leave must be used in accordance with Town policy before an employee is eligible to utilize any unpaid family or medical leave, an employee will not be required to utilize any such paid leave during an FMLA leave if she/he is simultaneously receiving payments under the Town's disability insurance plan or workers' compensation laws. The maximum amount of family and medical leave allowed, whether it includes paid and/or unpaid leave or whether it includes time off during which an employee is receiving payments under either the Town's disability insurance plan or workers' compensation laws, will not exceed the maximum leave entitlement as described above.

(12)

During approved family or medical leaves of absence, the Town will continue to pay its portion of medical insurance premiums for the period of unpaid family or medical leave. The employee must continue to pay his/her share of the premium, and failure to do so may result in loss of coverage. While on paid leave, the Town will continue to make payroll deductions to collect the employee's share of the medical insurance premiums. While on unpaid leave, the employee must continue to pay his/her share of the medical insurance premiums, either in person or by mail. The payment must be received by the first day of each month. Failure of the employee to pay the premium may result in loss of coverage.

(13)

Employees have a thirty-day grace period in which to make required premium payments while on unpaid leave. If payment is not timely made, health insurance coverage may be cancelled, if the employee has been notified in writing at least 15 days before the date that coverage would lapse. At the Town's option, the Town may pay the employee's share of the premiums during FMLA leave if the coverage were to lapse due to failure of the employee to make timely payments, and then recover such payments from the employee upon return to work. Should an employee's health insurance lapse due to nonpayment while on FMLA leave, the Town will again provide health insurance benefits according to the applicable plans when and if the employee returns from the leave of absence. If the employee does not return to work after expiration of the leave, the employee will be required to reimburse the Town for payment of medical insurance premiums during the family or medical leave, unless the employee does not return because of: (a) the continuation, recurrence or onset of a serious health condition (or serious injury or illness in the case of a covered servicemember or a covered veteran) which would otherwise render the employee eligible for FMLA leave; or (b) other circumstances beyond the employee's control.

[Amended 6-11-2013]

(14)

Leave taken under this policy does not constitute an absence under the Town's attendance policy. However, an employee will not be credited for any service time accrued during FMLA leave until he/she returns to work. Furthermore, any unused employment benefits accrued by the employee up to the day on which the leave begins will not be lost upon return to work. During any portion of FMLA leave that is unpaid, an employee shall not continue to accrue sick, vacation or personal leave. However, during any portion of FMLA leave in which the employee continues to be paid, an employee shall continue to accrue sick, vacation or personal leave but cannot use any such leave until after he/she returns to work following FMLA leave. If the employee does not return to work following FMLA (whether paid or not), any accrued time earned but unused during the FMLA leave will be paid out in accordance with any applicable Town policies or contractual obligations.

(15)

If an employee is considered a “key employee” as defined in the FMLA, restoration to employment may be denied following FMLA leave if restoration will cause substantial and grievous economic injury to the Town. If an employee is not a “key employee” as defined in the FMLA, upon the conclusion of an employee’s FMLA leave (or the expiration of the maximum family or medical leave provided by law, whichever occurs first), an employee may be reinstated to the position s/he held prior to such leave. If the job previously held by an employee is unavailable, an equivalent position with equivalent pay, benefits, and other terms and conditions of employment will be provided. If an employee is medically unable to perform his/her prior job, s/he will be offered work suitable to his or her physical condition, if such work is available, at the pay rate appropriate to that job.

(16)

If an employee cannot return to work at the expiration of the maximum FMLA leave allowed, the Town has no obligation under the FMLA to restore an employee to any position. An employee on leave or returning from leave has no greater right to reinstatement or to other benefits and conditions of employment than if the employee had been continuously employed during the leave period.

Witness and crime victim leave.

[Added 6-28-2011]

Employees who are crime victims or witnesses will be permitted reasonable time off to attend a court proceeding or participate in a police investigation relating to their criminal cases. Crime victim and witness leave will be unpaid, unless the employee chooses to use any available paid vacation, sick or personal leave or the law otherwise requires payment for any such leave taken. A crime victim is defined as an employee who:

Suffers direct or threatened physical, emotional or financial harm as a result of a crime; or

Is an immediate family member or guardian of a homicide victim or a minor, physically disabled or incompetent person who suffers such harm.

In addition, the Town will not take adverse actions against any employee for having a restraining order issued on the employee’s behalf in a domestic violence case or having a protective order issued on the employee’s behalf by a court of any state. Further, the Town will not take any adverse action against any employee because he/she obeys a legal subpoena to appear in court as a witness in any criminal proceeding or because such employee is a crime victim, provided that the employee gives the Town reasonable notice of the need to appear in court.

Any leave time allotted under this policy runs concurrently with any leave time afforded under any of the Town’s other policies for which the employee may be eligible.

Family violence victim leave.

[Added 6-28-2011]

Employees who are victims of family violence will be permitted to take up to 12 days of leave during any calendar year in which the leave is reasonably needed for one or more of the following reasons:

To seek medical care or counseling for physical or psychological injury or disability;

To obtain services from a victim services organization;

(c)

To relocate due to the family violence; or

(d)

To participate in any civil or criminal proceeding related to or resulting from such family violence.

Such leave will be unpaid, unless the employee chooses to use any available paid vacation, sick or personal leave or the law otherwise requires payment for any such leave taken.

Employees who seek such leave will need to provide at least seven days' notice of the need for such leave, if foreseeable, or notice as soon as practicable if the need for such leave is not foreseeable. The Town may require certification from the employee, and/or an agent of a victim services organization, and/or the Judicial Branch’s Office of Victim Services or the Office of the Victim Advocate, and/or a licensed medical professional or other licensed professional from whom the employee has sought assistance with respect to the family violence, certifying that the employee is a victim of family violence. Any such certification provided will be maintained in a confidential manner and will be only disclosed as required by law or to protect the employee’s safety in the workplace, provided that the employee is given notice prior to any such disclosure. The Town will further not discriminate or take adverse actions against any employee for being a victim of family violence or for having to attend or participate in a court proceeding related to a civil case in which the employee is a family violence victim.

Pregnancy disability leave.

[Added 9-8-2020]

The Town will provide any pregnant employee with a reasonable leave of absence during any period of time when her health care provider has certified, in writing, that she is disabled from work due to conditions related to the pregnancy. While the length of any such disability-related pregnancy leave may vary depending on individual circumstances, it is generally expected to be no longer than six to eight weeks.

A health care provider's statement must be submitted verifying the need for the pregnancy disability leave and its beginning and expected ending dates, if known. Any changes in this information should be promptly reported, in writing, to the Town. So that appropriate staffing decisions can be made in a timely manner, employees are expected to provide the Town with as much advance notice as possible of their intent to return to work following disability-related pregnancy leave and, in any event, with a minimum of two weeks' notice of their intent. Employees returning from pregnancy disability leave may further be required to submit a health care provider's verification of their fitness to return to work.

An employee returning from pregnancy disability leave is reinstated to her original position with equivalent pay and accumulated seniority and benefits, unless the Town's circumstances have changed which makes reinstatement unreasonable.