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<br />37 <br /> <br />Use of up to one (1) work day of personal business leave, vacation, or compensatory leave shall <br />be approved upon request to consecutively supplement bereavement leave in the event the funeral <br />is three hundred (300) or more miles from the City. Use of additional personal business leave, <br />vacation, or compensatory leave may be approved by the Department Head. <br /> <br />20.3.2 For the purpose of this provision, the immediate family shall be restricted to father, mother, brother, <br />sister, spouse, registered domestic partner, child, half-brother, half-sister, step brother, step sister, <br />mother-in-law, father-in-law, grandparent, grandchild, and stepfather, stepmother, stepchild, <br />daughter-in-law, son-in-law, and any close relative residing in the home of the worker.. <br /> <br />20.3.3 In the event of the death of an active City worker, the City will excuse (without loss of pay) those <br />workers who wish to attend the locally conducted funeral only to the extent it does not interfere with <br />the operation of the City. <br /> <br />20.4 Military Leave <br /> <br />The provisions of the Uniformed Services Employment and Reemployment Rights Act (USERRA) and the <br />Military and Veterans Code of the State of California shall govern the granting of military leaves of absence <br />and the rights of workers returning from such leaves. <br /> <br />20.5 Parental Leave of Absence Without Pay <br /> <br />20.5.1 A worker is entitled to California Family Rights Act (CFRA) bonding leave in accordance with legal <br />requirements. CFRA bonding leave will run concurrently with parental leave. <br /> <br />20.5.2 A worker shall be granted a leave of absence without pay to fulfill parenting responsibilities for up <br />to one (1) year following the child's birth or one (1) year following the filing of application for <br />adoption and actual arrival of a child in the home, subject to the approval of the Department Head <br />and the Personnel Officer. <br /> <br />20.5.3 Following parental leave, the worker on leave shall be returned to his/her original position. If that <br />position has been eliminated, applicable layoff and reemployment rules shall apply. <br /> <br />20.5.4 While on parental leave, a worker must exhaust his or her accrued leave, including accrued <br />vacation and compensatory time off, not including sick leave. Upon exhaustion of paid leave, the <br />worker will remain in unpaid status for the remainder of the parental leave. The worker may elect <br />to continue medical and dental insurance coverage for up to one (1) year during this leave. Medical <br />and dental insurance coverage during any portion of parental leave that does not run concurrently <br />with Pregnancy Disability Leave, Family Medical Leave Act leave, California Family Rights Act <br />leave shall be at the employee’s own expense for the period the worker is on approved, unpaid, <br />non-statutory leave. <br /> <br />20.5.5 Parental leave shall run concurrently with Pregnancy Disability Leave, Family Medical Leave and <br />California Family Rights Act bonding Leave. <br /> <br />20.5.6 In any case in which both parents of a child are employed by the City and are entitled to parental <br />leave, the aggregate number of workweeks of parental leave to which both may be entitled shall be <br />limited to 52 workweeks during any 12-month period. <br /> <br />20.6 Leave for Pregnancy Disability <br />6.3.B. - Page 47