CITY OF LODI

                            ADMINISTRATIVE POLICY AND PROCEDURE MANUAL

 

 

 

 

 

SUBJECT:                                           :           FAMILY/MEDICAL LEAVE -

                                                                        Procedure

 

DATE ISSUED:                                   :           May 1, 1995

 

SECTION:                                           :           L

 

REFERENCE:                                     :           California Family Rights Act of 1993 Family and Medical Leave Act of 1993.

 

 

 

SECTION 1:                                        PURPOSE

 

                                                            The purpose of this procedure is to describe the implementation of the City's Family/Medical Leave policy.

 

 

SECTION 2:                                        NOTICE REQUIREMENT

 

                                                            Any employee requesting Family/Medical Leave shall submit the appropriate form to the Personnel Department.

 

                                                            The employee shall provide at least thirty (30) calendar days written advance notice for foreseeable events (such as the expected birth of child or a planned medical treatment of a family member).  For events which are unforeseeable thirty (30) days in advance, the employee shall provide notification as soon as he/she has learned of the need for the leave, followed by the completed appropriate form.

 

 

SECTION 3:                                        REVIEW OF REQUEST FOR APPROVAL

 

                                                            The employee's department shall review and submit the request, to the Personnel Department for approval.  The approval of Family/Medical Leave is subject, but not limited to a number of considerations such as length of employment, reason for the leave, the effect of the leave on the department, and the duration of the leave.  Approval or denial of the request shall be given within ten (10) working days of receipt of the request by the department. 

 

SECTION 4:                                        MEDICAL CERTIFICATION

 

                                                            For leaves taken because of the employee's or a covered family member's serious health condition, the employee must submit a completed certification form to the Personnel Department.  Medical certification must be provided by the employee within 15 days after requested, or as soon as is reasonably possible.

 

                                                            The City may require a second or third opinion, periodic reports on the employee's status and intent to return to work, and a fitness-for-duty report to return to work.

 

                                                            All documentation related to the employee's or family member's medical condition will be held in strict confidence and maintained in the Personnel Department.  All forms may be obtained from the Personnel Department.

 

 

SECTION 5:                                        EFFECT OF FAMILY/MEDICAL LEAVE ON SERVICE AND BENEFITS

 

                                                            Family/Medical Leave shall not constitute a break in service for purposes of the City of Lodi's service award, nor shall it impair an employee's status as a regular full-time employee.  An employee returning to employment after a leave shall retain the same status and shall be placed at the same salary step in the pay range in effect for the class as the employee received when the leave commenced.

 

                                                            P.E.R.S. contributions will continue to be made as long as an employee continues to receive compensation from his/her accumulated leave balances.  The amount of the contributions will vary according to the amount of compensation being received from the accumulated leave balances.

                                                            While an employee is on Family/Medical Leave, he/she may receive compensation from his/her accumulated leave balances in accordance with the City's policies on leave usage and Leave of Absence policy.