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<br />6.1C <br />Page 25 <br /> <br />regularly scheduled hours. This provision does not apply if the death occurs <br />while the employee is on leave of absence, layoff or sick leave. <br /> <br />9.8.2 For the purpose ofthis provision, the immediate family shall be restricted to <br />father, mother, brother, sister, spouse, domestic partner, child, half brother, <br />half sister, step brother, step sister, mother-in-law, father-in-law, grandparent, <br />grandchild, and stepfather, stepmother, stepchild in those cases where direct <br />child rearing-parental relationship may be demonstrated to have existed. <br /> <br />9.8.3 In the event of the death of an active City employee, the City will excuse <br />(without loss of pay) those employees who wish to attend the locally <br />conducted funeral only to the extent it does not interfere with the operation of <br />the City. <br /> <br />9.8.4 Funeral leave applies only in instances in which the employee attends the <br />funeral, or is required to make funeral arrangements, but is not applicable for <br />other purposes, such as settling the estate of the deceased. <br /> <br />9.9 Familv and Medical Leave <br /> <br />9.9.1 In accordance with the California Family Rights Act of 1991 and the <br />Family and Medical Leave Act of 1993, regular part-time and full-time <br />employees with one year or more of service are entitled to leave to a maximum <br />of 12 weeks of unpaid leave in a 12-month period: <br /> <br />9.9.1.1 <br /> <br />to care for a child following a birth or placement of a <br />child with the employee for adoption or foster care; <br /> <br />9.9.1.2 <br /> <br />to care for the spouse, child or parent of the employee <br />who has a serious health condition; <br /> <br />9.9.1.3 <br /> <br />if the employee is unable to perform his/her job because <br />of the employee's own serious health condition. <br /> <br />9.9.2 When an employee desires leave for the above stated reasons, the employee <br />should give 30 calendar days written advance notice to his/her immediate <br />supervisor (or if the event is unforeseeable employee should give as much <br />notice as possible). <br /> <br />The City may require that a request for family leave be supported by a <br />certitication issued by the employee's health care provider. <br /> <br />Certification may also be required from the health care provider of the <br />employee's child, parent or spouse who has a serious health condition before <br />the employee is approved to use family/medical leave to take care of that <br />family member. <br /> <br />Failure to comply with the above requirements may lead to denial of leave. <br /> <br />19 <br />