Employee Manual 2023 - Flipbook - Page 39
use available paid time off until exhausted as permitted by law. After all paid time off has been
used, the remainder of the leave is unpaid unless the employee receives worker’s disability
compensation benefits or short-term disability benefits.
For unforeseeable events, such as accidental injury causing a serious health condition, premature
birth, a sudden change in the employee's health, the employee is expected to notify the City of the
need for leave as soon as it is possible to do so. Notice is generally expected within one or two
business days of finding out the need for the leave. The employee must verbally notify the human
resources director of their need for leave as soon as possible and then submit a written request
along with the appropriate medical certification. If the employee fails to comply with these notice
requirements, the leave may be delayed or denied.
To extend a leave of absence, it is important that the written request for an extension be received
five days prior to the expiration of the original leave.
Unless and until the employee receives written approval for their medical leave of absence, they
must follow all standard call-in procedures each day they are off and any day of no call/no show is
generally a voluntary resignation (absent unusual circumstances). If the leave of absence is not
approved, and the employee has been absent from work, normal attendance rules will apply.
Similarly, if an employee has requested an extension of their medical leave of absence, they must
call-in each day before approval for the extension is granted and any day of no call/no show is
generally a voluntary resignation (absent unusual circumstances). If approval for the extension is
not granted, any unexcused absences will be subject to normal attendance rules and result in
disciplinary action for attendance violations.
The City will require a fitness for duty certification from the treating physician before an employee
returns to work.
All time covered by an authorized leave of absence will be considered as continuous employment
for the purpose of seniority and benefits, however an employee will not continue to receive
additional paid time off while on unpaid leave (or while receiving short term disability payments or
worker’s disability compensation benefits). Except where an accommodation is required under the
Americans with Disabilities Act, leaves of absence under this policy are not granted on an
intermittent or reduced leave basis.
Military Leave:
During a military leave, either paid or unpaid, employees will be granted all benefits and rights in
accordance with the applicable laws and regulations. Military leave guidelines apply to those who
do not have a contract, collectively bargained or otherwise, with the City in which specific terms for
military leave are defined.
Paid Leave of Absence: Military leave is a paid benefit granted to eligible employees who are
former members of the armed services or members of the organized reserve forces of any of the
armed services of the United States or the National Guard and are on federally funded military duty
for training. Paid military leave for training will not exceed 15 calendar days in any fiscal year. To be
City of Plymouth Employee manual - Page 39 – March 2023
