Page | 63 Prior to return, an employee must provide Human Resources and their immediate supervisor a physician's statement certifying that the employee is able to perform the essential functions of his/her job with or without reasonable accommodation. Employees placed on an unpaid leave of absence shall not be eligible to earn sick or vacation leave benefits during the period of time they are on unpaid leave. An employee that fails to report to work on the established return to work date will be considered to have voluntarily terminated their employment. Benefits Continuation – During a FMLA covered unpaid leave of absence, the City will continue its contributions to the employee’s insurance coverage and the employee will be required to pay their portion of the monthly insurance premium to the City in order to continue insurance coverage. For non-FMLA unpaid leaves of absence, the City will cease its premium contributions and the employee and his/her dependents will be offered benefits continuation through COBRA. CIVIC LEAVE 610 The purpose of civil leave is to provide regular full-time employees with time off from regular work hours, as necessary, to meet civic responsibilities or to attend to certain civic duties. Requests for civil leave by regular part-time employees or those employees that have non-standard schedules/shifts will be reviewed on a case-by-case basis. For the purposes of this policy, civic leave may only be approved for the following circumstances: • Jury duty; • Responding to or assisting in a criminal investigation; and • Answering a subpoena or summons in a criminal case of which they are not the defendant. Upon receiving notice of jury duty or other civic responsibilities as described above, the employee is expected to notify his/her supervisor and Human Resources as soon as possible. Civic leave requests will normally be approved, unless the employee’s absence would cause an undue hardship to the City’s operations/services. In such cases, the City may request that the employee attempt to reschedule the civic responsibility (and assist the employee in doing so). If approved, Civic leave shall be limited to the time necessary to perform civic responsibilities (including reasonable travel time). Civil leave will be paid at the employee’s regular base rate of pay, without offset or deduction for any fees or expenses that the employee may otherwise receive performing civic duties. However, civic leave will not count as hours worked for the purposes of calculating overtime. If an employee is involved in legal proceedings as a result of his/her official capacity with the City of Hutchinson, a request for Civil leave will not be required. MILITARY LEAVE 611 In accordance with federal and state law, it is the City’s policy that no employee or prospective employee will be subjected to any form of discrimination on the basis of that person's membership in or obligation to perform service for any of the Uniformed Services of the United States. Specifically, no person will be denied employment, reemployment, promotion or other benefit of employment on the basis of such membership. Furthermore, no person will be subjected to retaliation or adverse employment action because such person has exercised his or her rights under this policy. If any employee believes that he or she has been subjected to discrimination in violation of this policy, the employee should immediately contact the Human Resources Department. Temporary/Two-Week Military Leave – In addition to the rights and benefits provided to employees taking Extended Military Leave (as described in this policy), eligible employees who must be absent from their job for a period of not more than ten working days each year in order to participate in temporary military duty are entitled to as many as ten days unpaid military leave. All benefits will continue during an employee’s temporary military leave.
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