The purpose of this article is to outline the conditions and procedures
under which an employee may request time off for a limited period, as required
by the federally enacted Family and Medical Leave Act (FMLA).
As used in this article, the following terms shall have the meanings
indicated:
FAMILY AND/OR MEDICAL LEAVE OF ABSENCE
An approved absence available to eligible employees for up to 12
weeks of leave per year under particular circumstances.
A.
Leave may be taken:
(1)
Upon the birth of the employee's child;
(2)
Upon placement of a child with the employee for adoption or foster care;
(3)
When the employee is needed to care for a child, spouse or parent who
has a serious health condition; or
(4)
When the employee is unable to perform the functions of his/her position
because of a serious health condition.
B.
Note that an employee's entitlement to leave for the birth, adoption
or placement for foster care expires at the end of the twelve-month period
beginning on the date of birth or placement, unless the employer permits a
longer time.
LEAVE TIME
May be paid or unpaid (see discussion below).
SERIOUS HEALTH CONDITION
Any illness, injury, impairment or physical or mental condition that
involves (but may not be limited to) the following:
A.
Any period of incapacity or treatment in connection with or consequent
to inpatient care in a hospital, hospice or residential medical-care facility;
or
B.
Any period of incapacity that requires absence from regular daily activities
of more than three days and that involves continuing treatment by (or under
supervision of) a health-care provider.
Each department head is responsible for ensuring that this policy is
communicated to the employees. Questions regarding the intent and interpretation
of this policy shall be directed to the Supervisor's office.
The provisions of this policy shall apply to all covered family and
medical leaves of absence for any part of the 12 weeks of leave to which the
employee may be entitled.
To be eligible for leave under this policy, an employee must have been
employed for at least 12 months and must have worked at least 1,250 hours
during the twelve-month period immediately preceding the commencement of the
leave.
In the event that an employee requires leave in excess of the twelve-week
maximum described herein, the Town Board may provide additional unpaid leave.
Any employee on unpaid leave will be responsible for his/her medical coverage
during any extended leave.
It is the intent of the employer to provide the standards
as articulated in the federal FMLA and as detailed herein.