Employee Manual 2023 - Flipbook - Page 38
work for the City’s Fire/Medical service provider, City of Northville.
Educational expenses eligible for reimbursement are tuition and books. Other expenses such as
parking fees, mileage, school fees, etc. are not eligible for reimbursement.
Employees will attend courses on their own time and without additional compensation from the
City. No course work will be scheduled during normal employee working hours.
Employees can submit proof of payment and copy of the transcripts showing successful completion
of class/course for reimbursement. Successful completion shall be defined as a ‘C’ average or a
certificate of completion.
Employees must have prior approval for the course to receive reimbursement. If course is taken
without approval from the city manager/assistant city manager, it will not be reimbursed.
Educational institution must be recognized, approved, or accredited by an appropriate agency such
as North Central, State Board of Education, United State Department of Education or other
nationally recognized approval agency.
Payment for course will not be made directly to any institution and will be reimbursed after
successful course completion. Successful completion shall be defined as a ‘C’ average or a
certificate of completion.
Should an employee voluntarily terminate their employment, the employee will reimburse the City
for all costs (tuition/books) incurred in taking any course during the previous two-year
period. Upon separation from the City there is no payout for the education allowance.
The final decision on any reimbursement shall be at the sole discretion of the city
manager/Assistant city manager. Individual bargaining units have different negotiated education
allowance benefits.
Medical Leaves of Absences (Non-FMLA):
Some employees may not qualify for a leave of absence under the Family and Medical Leave Act
(“FMLA”) because they have not been employed by the City long enough or they are not regularly
scheduled to work sufficient hours a year. This policy will apply under such circumstances and it will
apply to all employees if the City should employ less than 50 employees and therefore not be
subject to FMLA. However, it is not intended to be applied to an employee who has either
exhausted all of their FMLA leave or, because of their use of FMLA or other leave time, they have
not worked sufficient hours to qualify for more leave under FMLA.
Medical leave under this policy must be applied for through the human resources director. In the
case of foreseeable leaves, such as leaves for planned medical treatment, or for the birth of a child,
the employee must request the leave at least thirty days (30) in advance of the leave. Generally,
leaves of absences are limited to 30 days (unless additional leave is granted as an accommodation
under the Americans with Disabilities Act). During leaves of absences, employees are required to
City of Plymouth Employee manual - Page 38 – March 2023
