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9.9.1.1 to care for a child following a birth or placement of a child with the employee for adoption or foster care; 9.9.1.2 to care for the spouse, child or parent of the employee who has a serious health condition; 9.9.1.3 if the employee is unable to perform his/her job because of the employee's own serious health condition. 9.9.2 When an employee desires leave for the above stated reasons, the employee should give 30 calendar days written advance notice to his/her immediate supervisor (or if the event is unforseeable employee should give as much 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 from 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. 9.9.3 The employee may elect, or the City may require the employee, to substitute accrued vacation leave or other accrued time off during family/medical leave. Sick leave may be used during the period of family/medical leave in accordance with the provisions of this MOU. 9.9.4. 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 worker may return to the same position, or another position with equivalent benefits, pay and other terms and conditions of employment upon completion of the leave. 9.10 Absence Notification Failure on the part of an employee to report for duty or notify the designated management official one-half (1/2) hour prior to the employee's scheduled starting time as to a reason why the employee cannot report may subject the employee to disciplinary action. 20