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9.10.3 9.10.4 immediate supervisor (or if the event is unforseeable employee should give as must notice as possible). The City may require that a request for family leave be supported by a certification issued by the employee's health care provider. Certification may also be required fi.om the health care provider of the employee's child, parent or spouse who has a serious health condition before the employee is approved to use family/medical leave to take care of that family member. Failure to comply with the above requirements may lead to denial of leave. The employee may elect, or the City may require the employee, to substitute accrued vacation leave or other accrued time offduring family/medical leave. Sick leave may be used during the period of family/medical leave in accordance with the provisions of the Plan. The City will maintain contributions for the employee's health benefits under group health plans at the same level as prior to the leave, in accordance with the Family & Medical Leave Act. The equivalent benefits, pay and other terms and conditions of employment upon completion of the leave. SECTION 10. HEALTH PLANS 10.1 Health and Cafeteria Plans 10.1.1 The City agrees to contract with the California Public Employee's Retirement System (PERS) for participation under the Public Employees Medical and Hospital Care Act (Government Code Section 22751, et, seq.), pursuant specifically to Government Code Section 22825 and 22850. 10.1.2 For the period September 1, 1995 through August 31, 1997, the City's maximum contribution for each active employee for a Health Benefit Plan (as referenced in Government Code 22825) shall not exceed sixteen dollars ($16.00) per month. 10.1.3 The City shall establish in accordance with Section 125 of the IRS Code a Cafeteria Plan establishing the following individual accounts for each active employee: A. PERS Medical Premiums B. Dependent Care C. Health Care Reimbursement 21