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You must report to your supervisor periodically so he or she can make arrangements to cover your work during your leave. Also, inform your HR Representative as they will handle the healthcare information and recertification to preserve medical privacy to the extent possible and will assure your leave is coordinated consistent with City policy and federal law.
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Yes. You need to arrange a plan with your supervisor for submitting weekly timesheets to reflect your choices about the use of accruals and\or unpaid leave.
No. You must have worked for the City of Oak Harbor a total of 12 months (need not be consecutive) and at least 1,250 hours in the previous 12 consecutive months.
Yes, in most cases. If required, Human Resources will provide you with the proper forms to give to your Health Care Provider for medical certification. Failure to provide the certification to HR by the deadline noted in the form may result in your leave being denied.
We will let you know when recertifications are required. For lengthy, intermittent leave due to your own serious health condition, we may also ask your doctor to review your attendance record periodically and verify your attendance is consistent with the medical needs of your condition.
Complete an FMLA Leave Request (PDF) and forward to the HR department. Also, be sure to inform your supervisor about your need for leave.
All health and welfare benefits continue during FMLA leave under the same conditions as if you continued to work. If you normally have a payroll deduction for voluntary benefits (voluntary life, personal accident insurance, etc.), these payments will be deducted from your paychecks while on leave. If your paycheck does not cover these self-pay premiums, Finance will send you a bill. If self-pay premium payments are not made in a timely fashion, those benefits may be canceled. If you decide to discontinue these benefit enhancements, you must notify the HR department in writing.
Leave for a workers’ compensation injury or illness runs concurrently with FMLA, if the reason for the absence is due to a qualifying FMLA serious health condition. The first three days following an on-the-job injury or illness is a waiting period for which you may use leave accruals. Time loss payments start after the waiting period and do not quite provide the same income as regular pay. Work with your department and the HR department if you wish to supplement time loss payments with accruals. If you qualify for holidays, and a holiday falls during the time you are off work on time loss payments, you will receive holiday pay.
Yes. You cannot waive your federal protection for leaves that qualify as FMLA.
Usually not, however, for any month you are not paid the minimum number of hours required to earn service credits for your retirement plan, you lose retirement service credit for that month. Contact the Department of Retirement Systems (DRS) directly at 800-547-6657 and visit the Department of Retirement Systems (DRS) website for information about how to recover lost service credit.
If you have accrued sick leave, you will be required to use your available paid sick leave during your FMLA absence, you have the option of using available vacation leave in lieu of your sick leave (Police Department staff: sick leave usage is not required per CBA).
If you do not have any accrued leave, you can take unpaid time. You will continue to accrue sick and vacation leave if you meet the minimum compensated hours per month.
Free, professional and confidential counseling is available through our Employee Assistance Program (EAP) via ComPsych by calling 800-570-9315. ComPsych guidance counselors are available 24 hours a day, 7 days a week to arrange an appointment with a qualified counselor in your area.
Online resources are also available on the ComPsych GuidanceResources website.
EAP is available to you and your immediate family, including your dependent children and anyone living in your household.
The EAP can help you with:
Phone: 800-570-9315ComPsych GuidanceResources website
FMLA is a federal law that allows employees to balance their work and family life by taking reasonable paid or unpaid leave for certain family and medical reasons. Eligible employees may take up to 12 workweeks of leave in a 12-month period.