Source: https://coloradosprings.gov/human-resources/page/civilian-ppm-benefits?mlid=43326
Timestamp: 2020-04-07 00:54:30
Document Index: 398094750

Matched Legal Cases: ['art 1', 'art 1', 'art 1', 'art 1', 'art 1', 'art 1']

Civilian PPM: Benefits | Colorado Springs
Policy # 17: Insurance
Benefit plans are reviewed on a regular basis and subject to change annually.
Employee contributions for benefit plans are paid by payroll deductions. The City currently offers plans in the following areas for regular, probationary, and special employees:
Dental Voluntary Term Life
Vision Short-term Disability
Long-term Care Long Term Disability
Flexible Spending Accounts Retirement Health Savings Plan
Employees enrolled in benefit plans should review the Medical Plan Document and contact the City's Benefit section in Human Resources if an employee experiences a family status change.
Regular, probationary, or special part-time employees who are employed to work a minimum of 20 hours, but less than 30 hours, a week shall be eligible for the employer paid benefit premiums according to established schedules. Employees working 30 hours or more a week are eligible for the same employer paid premiums as full-time employees.
In order to facilitate the retirement process, employees are encouraged to meet with a representative of Human Resources to determine the status of benefit plans upon retirement.
The family of a deceased employee should contact Human Resources to determine the relevant policies regarding continuation of coverage.
The City is a member of the State of Colorado Public Employees' Retirement Association (PERA) in lieu of participation in the Federal Social Security System. Membership for all non-sworn employees is mandatory at date of employment.
PERA benefits available upon retirement, death, or separation are prescribed by the state of Colorado.
The state of Colorado sets the percentage rates of contribution for employer and employee.
Rates are based upon the employee's pensionable earnings.
PERA Short-term Disability Insurance Benefit
PERA offers a short-term disability insurance benefit to eligible employees. Availability and receipt of this benefit is not a factor in determining continued employment.
A separated employee who receives PERA short-term disability benefits, and is later (within 22 months) granted full medical retirement from PERA, will be eligible for City retirement benefits, if such employee applied for PERA medical retirement prior to being separated. Retirement benefits will begin the date that PERA awarded the full medical retirement.
Such employee is responsible for notifying the City that they have been awarded full medical retirement within 60 days from the date the employee received notice from PERA. Should an employee fail to make such notification, the City is not obligated to grant the employee retirement benefits.
Concurrent Use of Short Term Disability and Paid Leaves
Employees may supplement short-term disability payments with accrued leave. While on FMLA leave, employees must supplement time not covered by short-term disability with paid time/paid leave. Under no circumstances will an employee receive a combination of short-term disability payments and accrued leave which exceeds 100% of the employee’s normal gross base pay. Employees must supplement time not covered by short-term disability with paid time/paid leave until these are exhausted before going on unpaid leave.
The State of Colorado Employment Security Act provides that a separated employee may apply for unemployment benefits. Eligibility and amount of compensation are determined by the State of Colorado. The City pays the entire cost of this benefit.
Policy # 18: HIPPA Policy and Procedure
An employee who feels that the PHI maintained by the City is incorrect or incomplete may ask to have the file amended for as long as it is maintained. The Privacy Officer will be responsible for maintaining all records of such requests to amend.
Policy # 25: Educational Assistance
Policy # 62: The At-will Senior Manager Benefit Program
This policy applies to all managers in salary bands 1 and 2.
At-Will Senior Managers shall accrue vacation according to the following schedule:
At Will Vacation Accrual
New hire at-will managers will accrue vacation at the 1st year level. Employees promoted to an at-will manager position will accrue vacation according to the schedule beginning at their current accrual level.
Cap Increase on Leave Accrual
The carry-over allowance of unused vacation time is 2x annual entitlement for eligible at-will managers.
At-Will Sick Leave Payout Upon Retirement
Employees eligible for sick leave accrual on or before 12/31/10: In the event of retirement, eligible at-will managers will receive an employer contribution of half of the accrued sick leave up to a maximum of 480 hours civilian or 720 hours sworn (40 hour employee) to the mandatory Retirement Health Savings (RHS) Plan. . Contributions can be used for medical premiums upon separation.
Employees with full coverage insurance provided by a spouse or other employment will be excluded from the mandatory RHS plan.
In the event of death, the employee’s estate will be paid for half of the accrued sick leave up to 480 hours. Contributions will not be made to the RHS plan for the employee’s estate.
Employees hired or rehired after 12/31/10: These employees are not eligible for at-will sick leave payout upon retirement or death.
A paid 30-day notice of termination and the possibility of severance pay and/or benefits up to six months, for an eligible manager terminated without cause is authorized at the Mayor or Appointee's discretion. Any action taken under this program will be reported quarterly to City Council.
Although there is no appeal process for at-will employees, an eligible employee under the At-Will Senior Management program who is terminated will be afforded the opportunity to have an exit discussion with his/her Director.
Policy # 16: Holidays
The City of Colorado Springs will make available employee benefit programs with the goal of attracting and retaining a quality workforce, as well as, programs required by law. The employer contribution toward any authorized employee benefit program is determined annually by City Council.
The City recognizes the following holidays:
All regular, probationary, and special employees are eligible for 8-hour paid holidays on these days. Holidays that fall on Saturday will be observed on the preceding Friday. Holidays that fall on Sunday will be observed on the following Monday (see Policy & Procedures # 11, Shift Work, for shift worker holiday schedule). Non-exempt employees who actually work the holiday shall be provided with additional pay of half time for hours worked.
Division managers may grant an alternative day off in lieu of one of the scheduled holidays, depending on operational needs.
When Work Schedule Exceeds 8 Hours per Day on Holidays
If the employee’s normal work schedule exceeds 8 hours per day, the additional hours off in excess of the 8-hour holiday shall be charged as vacation, personal holiday, compensatory time off or may be made up on a different day within the same workweek with supervisor approval.
If, due to operational requirements, management temporarily changes the employee’s schedule to five 8-hour days for the week containing a holiday, the employee will not be required to charge time as described above.
In addition to the observed holidays listed above, after six months of employment, employees are eligible for one 8-hour personal day each year. The personal day must be taken at a time mutually agreeable to the supervisor and the employee. The personal day may not be carried over to the next year or taken in increments of less than 1 hour.
Part-time regular, probationary and special employees shall accrue holiday and personal-day hours on a pro-rata share of the full-time accrual based on the normally scheduled work hours.
City holiday and personal day cannot be utilized after the resignation or retirement date. An employee’s resignation or retirement date is the actual last day that the employee is physically at work unless previously approved by the Human Resources Director due to exceptional circumstances. For example, an employee submits their resignation with July 4th as their last day of work. Since the employee was not physically at work on July 4th, a City holiday, their resignation date is July 3rd and the employee will not receive pay for the July 4th holiday in their final paycheck.
Policy # 19: Vacation
Regular, probationary, and special employees shall accrue paid vacation for years of continuous employment according to the following schedule:
15th Year +
For purposes of accrual, years of continuous employment will mean combined years of CSU and City employment.
Vacation may be utilized only with the prior approval of the immediate supervisor. Vacation may not be taken in increments of less than ¼ hour.
Vacation carry-over into the following year may not exceed the employee's annual entitlement plus 40 hours.
Additional vacation carryover requests may be made in the following circumstances:
When an employee is not granted time to take vacation due to operational requirements, or
An employee is required to take leave as a result of a work-related accident and, as a result, will lose vacation at year-end.
All requests for additional carryover must be approved by the Department Director or Council/Mayoral Appointee. The additional vacation time must be utilized in the following year.
Vacation accrual for regular, part-time employees shall be a pro-rata share of the full-time accrual, based on actual hours worked within the pay period.
Holidays observed by the City that fall within an employee's vacation will be treated as a paid holiday for all employees who work an annual minimum schedule of 2080 hours. If the employee's normal work schedule exceeds 8 hours/day, the additional hours off in excess of the 8-hour holiday shall be charged as vacation.
If an employee becomes ill or injured while on vacation, the employee may exchange vacation hours for sick leave hours. The employee must notify the immediate supervisor at the time of the illness or injury. The immediate supervisor may request that the employee bring a physician's statement specifying the nature of the illness or injury and releasing the employee to return to work.
References: Policy and Procedure # 4, Separation (Out-Processing)
Employees in the At-Will Senior Manager Benefit Program should refer to Policy #62.
Policy # 20: Vacation Donation
The City allows employees to donate accrued vacation leave to co-workers who are faced with a serious illness or injury to either themselves or an immediate family member and have exhausted their accrued leave. This policy is not intended for an employee who has a common illness or injury, or has incurred an illness or injury covered by Worker’s Compensation.
To be eligible to donate vacation an employee must:
donate voluntarily to a specific individual; and
have accrued vacation leave available.
To be eligible to receive donated vacation an employee must:
be eligible to accrue vacation leave;
be approved for FMLA leave;
must have exhausted all forms of paid leave; i.e., vacation, sick, personal, compensatory time off, or be reasonably close to exhausting all paid leave, and it is clear that such leave will be exhausted;
must expect to need a minimum of 40 hours of vacation donation; and
suffer from a serious illness or injury to either themselves or an immediate family member and submit information to substantiate this situation. “Immediate family member” is defined in the PPM under the City Employee Sick Leave Policy.
Donated vacation can only be applied for after FMLA leave is approved. No advance or retroactive payments will be made.
Compensation received under the Vacation Donation program is considered to be taxable to the recipient to the extent required by law.
Donated vacation hours are converted into an equivalent number of sick hours, regardless of differences between participant’s pay rates.
The recipient may use up to 45 days or 360 hours in any 12-month period.
The donor cannot donate more than 80 hours of vacation per calendar year and must donate in whole one-hour increments. The minimum vacation donation allowable under the plan is 4 hours. The donor can donate to multiple recipients.
Leave taken using donated vacation may not be counted in the calculation of unpaid leave balances.
Donated vacation may not be used to exceed the recipient’s normally scheduled work hours per pay period.
Donated vacation may run concurrently with Family Medical Leave.
The recipient is not eligible to simultaneously receive Worker’s Compensation while receiving vacation donations.
Unused vacation donations in the event of employee’s return to work, retirement or death will be removed from their sick balance and returned to the donor’s vacation balance. In the event that the hours donated were “use it or lose it” vacation hours, the hours can be donated to an alternate recipient or will be forfeited and will not be returned to the donor.
Application may be made prior to the depletion of an employee’s leave, as long as the need for leave is known.
The recipient is prohibited from soliciting co-workers for vacation leave. Donations must be strictly voluntary.
Employees must supplement time not covered by short term disability with paid time/paid leave. Under no circumstances will an employee receive a combination of short term disability payments and accrued leave which exceeds 100% of the employee’s normal gross base pay. Short-term disability recipients applying for vacation donation must also comply with vacation donation policy requirement to have exhausted, or be reasonably close to exhausting, all forms of paid leave including vacation, sick, personal and compensatory time.
Recipient must submit a signed Vacation Donation Recipient Agreement to be able to be eligible for vacation donations.
Recipient must be approved for FMLA leave through the Human Resources department.
Donors must sign a Vacation Donation Donor Agreement to donate time to a recipient and submit the form to the Payroll Supervisor for processing.
Manager of Recipient
The Manager must meet with the recipient individually to review the guidelines, eligibility, and obtain a signed Vacation Donation Recipient Agreement.
If the request is approved, the Manager will inform co-workers of the need for donations via approved email and/or posted notices. Information about the nature of the illness or injury will remain confidential if the recipient requests it to be so.
The manager will turn in a time card to the payroll department each pay period, reporting all hours not worked due to the illness or injury as sick time (SCK).
Human Resources must verify the Vacation Donation Recipient Agreement and forward it to the Payroll Supervisor.
The Payroll Supervisor will collect all Vacation Donation Recipient Agreements.
The Payroll Supervisor will collect all Vacation Donation Donor Agreement forms and deduct donated hours from the donor’s vacation leave balance (VDN) and pay out the donated hours as sick leave (SDN) as it is needed to the recipient. Unused donations will be returned to the donor’s balance as long as they are not “use it or lose it” vacation hours. If the hours are “use it or lose it”, the hours can be donated to an alternate recipient or will be forfeited and will not be returned to the donor.
Payroll will monitor donations to make sure that donations do not exceed the limitations set forth in the policy.
Payroll will use the donated hours in the following manner: “use it or lose it” hours will be given to the recipient first; the remaining donations will be given to the recipient, as they are needed in the order received. Payroll will only fund a maximum of 80 hours of vacation donation per pay period to the recipient in the equivalent number of sick hours.
Policy # 21: Sick Leave
Sick leave may be used for absences caused by illness, injury, temporary disability (including pregnancy), medical exams or medical treatment of the employee or the employee's immediate family.
To be eligible for paid sick leave, the intended use of sick leave must be reported to the immediate supervisor prior to the start of each scheduled workday or prior to leaving the work site. In the cases where treatment, surgery, or other regimen are scheduled in advance, at least 30 days notice must be given to the supervisor, or as soon as practicable. If the employee is unable to contact the supervisor in the case of an emergency, every effort should be made to have another party contact the supervisor. An employee who fails to give proper notification may be subject to disciplinary action. An exception to this policy may be granted by the Department Director or Council/Mayoral Appointee in special circumstances or in the case of an extended illness.
Full-time regular, probationary, and special employees shall accrue sick leave for hours worked at the rate of 8 hours per month of continuous employment. Part-time regular, probationary, and special employees shall accrue sick leave as a pro-rata share of the full-time accrual, based on actual hours worked within the pay period.
Sick leave may be accrued to a maximum of 960 hours plus current year accrual (to a maximum of 1056 hours).
An employee may not give sick leave with pay to another employee.
Employees may utilize up to 12 weeks of accrued sick leave per calendar year for the care of an immediate family member’s illness, injury, serious health condition, temporary disability (including pregnancy), medical exams or medical treatment. Immediate family is defined as spouse, parent, guardian, child, brother, sister, grandparents, or grandchild, as well as these relatives in-law, step or half, or any other family member residing in the employee's household. Employees married under common law rules are required to have an approved common law affidavit on file with Benefits and Wellness in order to utilize sick leave to care for common law family members.
Sick Leave Advance: Up to 240 hours of sick leave with pay may be advanced to an employee upon the approval of the Department Director or Council/Mayoral Appointee. Such an advance may be made only after accrued sick leave and vacation has been exhausted and must be repaid by the employee through future sick leave accruals. If an employee terminates prior to completing the repayment, the remaining amount will be deducted from the final paycheck or shall be repaid in accordance with arrangements made through the Finance Office.
Sick Leave Without Pay: Sick leave without pay may be granted when illness, injury, or convalescence has exhausted all paid leave. An employee request for such a leave must include a physician's prognosis and estimated date of return. Prior to return, an employee must provide to the immediate supervisor a physician's statement certifying that the employee is released to resume assigned duties.
After considering the specifics of the employee's request and the impact of the employee's continued absence on the operations, the employee's supervisor may approve the request or separate the employee, subject to FMLA requirements. Managers are encouraged to consult with Human Resources for guidance concerning granting requests for unpaid sick leave.
Reassignment After Sick Leave Without Pay
Employees returning from a period of sick leave without pay, who cannot perform the essential functions of their position, should refer to the Policy and Procedure Manual # 34, Americans with Disabilities Act, and follow the outlined procedures.
Holidays During Sick Leave
For all employees who work an annual schedule of 2080 hours, holidays observed by the City that fall within a period of sick leave shall not be charged as sick leave. In cases where the length of the employee's normal workday exceeds that of the holiday, the hours in excess of the holiday shall be charged to sick leave.
Unused Sick Leave upon Retirement or Death
Employees eligible for sick leave accrual on or before 12/31/10: In the event of retirement, the employer will make a contribution to the Retirement Health Savings (RHS) Plan for half of the accrued sick leave in excess of 480 hours if he or she is eligible to retire on the date of separation. However, the retirement eligible employee may then defer actually taking the retirement until a later date. Employees with full coverage insurance provided by a spouse or other employment will be excluded from the mandatory RHS Plan and will be paid out for half of the accrued sick leave in excess of 480 hours if he or she is eligible to retire on the date of separation
In the event of death, the employee's estate will be paid for half of the accrued sick leave in excess of 480 hours. Contributions will not be made to the RHS Plan for the employee’s estate.
Employees hired or rehired after 12/31/10: These employees are not eligible for payout of unused sick leave upon retirement or death.
Policy # 22: Leave of Absence (Paid)
Full-time Employees: Full-time regular, probationary, or special employees who are called to jury duty shall be granted jury leave-of-absence and shall be compensated for scheduled hours not worked the first 3 days on jury duty. Such compensation will continue for the fourth day of service and each day thereafter provided jury pay received from the court is surrendered to the Finance Department.
Part-time Employees: Part-time regular, probationary, or special employees who are called to jury duty shall be granted jury leave-of-absence and shall be compensated for scheduled hours not worked for the first 3 days on jury duty. For the fourth day of service and each day thereafter, the employee may choose either the jury pay provided by the court or their regular pay. If the employee elects to receive regular pay, the jury pay received from the court must be surrendered to the Finance Department.
Hourly Employees: An hourly full-time or part-time employee who is called to jury duty shall be granted jury leave-of-absence for County and District Court and shall be compensated for scheduled hours not worked for the first three days not to exceed $50 per day. Jury service on the fourth and subsequent days shall be charged as jury leave-of-absence without pay.
Jury duty by hourly employees in Municipal Court shall be considered jury leave-of-absence without pay.
Shift Workers: In the case of a shift worker called for jury duty, the immediate supervisor shall make an appropriate accommodation to the employee's work schedule when, in the supervisor's judgment, performing both jury service and the normal work schedule would affect the employee's ability to properly perform such jury service or job duties.
Standby Jury Duty: If an employee is placed on standby by the Court for possible call to jury duty that employee shall report to work, and the immediate supervisor will make accommodations if necessary for the employee to be near a phone and have ready access to personal transportation if called to jury duty.
Release from Jury Duty: Employees released from jury duty during the normal work schedule must return to work.
A regular, probationary, or special employee shall be granted a funeral leave-of-absence with pay for the purpose of making funeral arrangements,attending a funeral and/or bereavement, not to exceed 40 hours, in the event of the death of a member of the immediate family (spouse, parent, guardian, child, brother, sister, grandparents, and grandchild, including these relatives in-law, step or half, or any other family member residing in the employee's household).
A Department Director/Division Manager or Council/Mayoral Appointee may authorize funeral leave for employee attendance at funeral services for special circumstances including deceased employees.
An employee who attends a funeral for other than the above may be granted vacation, compensatory time, personal holiday, or funeral leave-of-absence without pay.
The City will not pay an employee for any absences associated with an action brought by the employee against the City and/or any of its employees.
An employee will be allowed time off with pay to attend a regular or special meeting of City Council when an item affecting the terms or conditions of employment is on the agenda. Operational requirements may require the Division Manager, Deputy Chief or Council/Mayoral Appointee to limit the number of employees who may attend such meetings or the amount of time away from the job.
A regular, probationary, or special employee who is a member of the Colorado National Guard or any branch of the United States Military Reserves shall be granted military leave-of-absence with pay, when ordered by the proper authority to active duty or training, for a period not to exceed 15 calendar days (120 hours of regularly scheduled work time) per calendar year. Military compensation is retained by the employee.
A regular employee may be granted a leave-of-absence without pay for personal reasons. Personal leaves must be consistent with effective organizational operations and should be requested 30 days in advance or as soon as practicable before the leave.
An employee may be placed on administrative leave with or without pay at the discretion of the Mayor, Department Director, or Council/Mayoral Appointee.
Policy # 23: Leave of Absence (Unpaid)
Leaves-of-absence with or without pay shall be approved in advance by the Department Director or Council/Mayoral Appointee.
An employee who is called as a participant in a non job-related legal proceeding shall be granted vacation, personal holiday or court leave-of-absence without pay at the employee's discretion.
When ordered by the proper authority, a regular, probationary, or special employee who is called to active duty or who enters active duty with the Armed Forces of the United States shall be granted military leave-of-absence without pay. The City will comply with any state and federal requirements concerning military leave-of-absence and job reentry.
A regular employee may be granted an educational leave-of-absence without pay to pursue personal educational objectives that are career related and serve the best interest of the City.
An employee may be placed on administrative leave with or without pay at the discretion of the Mayor, Department Director Council/Mayoral Appointee.
If the leave is no longer than 30 days, employer benefit contributions are continued. If the leave extends beyond 30 days, employer benefit contributions will stop as of the 31st day of the unpaid leave period. Before commencing leave, the employee should meet with Payroll to arrange for payments relating to benefits and PERA notification.
The employee should meet with Payroll to set up an arrangement to protect PERA benefits.
Depending on the operational needs of the Unit, a leave-of-absence without pay, including extensions, may not exceed 12 months. No employee's total time on leave-of-absence may exceed 12 months in any 24-month period.
Policy # 24: Family Medical Leave Act/ Family Care Act
The City complies with the requirements of the Family and Medical Leave Act (FMLA) of 1993 and Colorado’s Family Care Act (FCA). FMLA/FCA provides job protection and maintenance of benefits while employees are out on certain types of leave. The provisions of the City's existing leave policies continue to apply and will run concurrently with FMLA/FCA leave. This policy contains an overview of FMLA/FCA; however, the specific provisions, requirements, and definitions of FMLA and FCA and the related Department of Labor (DOL) regulations will be followed in applying this policy.
Birth, adoption, or foster care placement of a child within 12 months of birth or placement, or
To care for a serious health condition of the employee's partner in marriage pursuant to the provisions of the “Uniform Marriage Act, “Part 1 of Article 2 of Title 14 or Colorado common law,, child, or parent, or
A serious health condition of the employee that renders the employee incapable of performing the functions of the job, or
A qualifying exigency arising out of the covered active duty or call to the covered active duty status in the Regular Armed Forces, National Guard or Reserves of the employee’s partner in marriage pursuant to the provisions of the “Uniform Marriage Act, “Part 1 of Article 2 of Title 14 or Colorado common law, son, daughter, or parent of an eligible employee, or
Military caregiver leave for an eligible employee who is the employee’s partner in marriage pursuant to the provisions of the “Uniform Marriage Act, “Part 1 of Article 2 of Title 14 or Colorado common law, son, daughter, parent or next of kin of a covered service member or veteran with a qualifying serious injury or illness.
Supervisors will inform employees requesting leave whether they are eligible under FMLA. If they are, the notice will specify any additional information required as well as the employees’ rights and responsibilities. If they are not eligible, the City will provide a reason for the ineligibility. Supervisors shall also notify the employees whether or not the leave qualifies as FMLA, if the leave will be designated as FMLA-protected and the amount of leave counted against the employees’ leave entitlement. If it is determined that the leave is not FMLA-protected, the supervisor will notify the employee.
Eligible employees are entitled to a maximum of 12 workweeks of unpaid leave in any 12-month period. The 12-month period is calculated as a rolling 12-month period measured backward from the date the employee uses any FMLA leave. If the leave is military caregiver leave, eligible employees are entitled to a maximum of 26 workweeks of unpaid leave during a single 12-month period. The 12 month period for this leave is calculated from the first day the leave is taken.
The total FMLA leave that may be taken during a 12 month period (alone or in combination with other FMLA leave) is 26 workweeks. Mandatory overtime will count toward an employee’s FMLA time for all types of leave. Any leave beyond FMLA leave will be subject to the City's other leave policies.
If both partners in marriage, whether pursuant to the provisions of the “Uniform Marriage Act, “Part 1 of Article 2 of Title 14 or Colorado common law, are employed by the City and have met the tenure and hours worked requirements under FMLA, the husband and wife may be limited to combined FMLA leave periods in accordance with DOL regulations.
FMLA leave may be taken on either a consecutive, intermittent, or reduced basis as provided by FMLA. Such a schedule must be needed for medical reasons and approved by a healthcare provider. Leave due to qualifying exigencies or military caregiver leave may also be taken on an intermittent or reduced leave basis. However, FMLA leave may not be taken on an intermittent or reduced leave schedule for the birth, adoption, or foster care placement of a child unless approved by the Division Manager. The organization may temporarily transfer an employee who is taking FMLA on an intermittent or reduced schedule basis if the alternative position better accommodates the leave, and the leave is foreseeable and based on planned medical care. The alternative position must be equal in pay and benefits. Reduced schedule leave will not affect the status of "exempt" employees.
Employees are required to use accrued leave to the extent they qualify for that leave in the following order unless previously approved by Human Resources:
The employee must first draw from available sick or family sick balances as appropriate until exhausted,
The employee must next draw from compensatory time, vacation, and personal holiday balances in any order until exhausted,
The employee may then use leave without pay for the remainder of the FMLA leave.
Certification regarding the health condition of employee, , employee’s partner in marriage pursuant to the provisions of the “Uniform Marriage Act, “Part 1 of Article 2 of Title 14 or Colorado common law, child, parent, or covered servicemember requires health care provider statements. Certification for a qualified exigency requires facts supporting the leave request including any supporting documentation. Documentation confirming family relationship, adoption or foster care may be required.
When already in effect, immediately prior to FMLA, employer contributions to insurance benefits will continue during FMLA leave to a maximum of 12 workweeks or a maximum of 26 workweeks if the FMLA leave is military caregiver leave. Employees must make prior arrangements with HR Benefits and Wellness to pay the required employee contribution for such benefits while on leave if leave is without pay.
The nearest blood relative of the injured or recovering servicemember.
Specific and exclusive list of reasons defined by the Department of Labor for which an eligible employee can take leave arising out of the fact that an employee’s partner in marriage pursuant to the provisions of the “Uniform Marriage Act, “Part 1 of Article 2 of Title 14 or Colorado common law, son, daughter or parent of the employee is on covered active duty or has been notified of an impending call to covered active duty status in the National Guard or Reserves or Regular Armed Forces. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings.
Serious Health Condition: As defined by the FMLA, including an illness, injury, impairment, or physical or mental condition that may involve any of the following:
Inpatient care (overnight stay) in a hospital, hospice, or residential medical care facility;
Continuing treatment by a health care provider with incapacity of more than 3 calendar days that also involved treatment by a health care provider two or more times within 30 days. The first visit must take place in person and within seven days of the first day of incapacity; OR
Treatment on one occasion that results in a regimen of continuing treatment (i.e. antibiotics). (Generally, the common cold or flu does not quality as a serious health condition.) The treatment must take place in-person and within seven days of the first day of incapacity;
Chronic condition requiring periodic visits for treatment such as asthma. Visits for treatment must take place at least twice a year and certification form must be turned in twice a year;
Absences to receive multiple treatments by or under the supervision, orders or referral of a health care provider and any period of recovery related to the treatments.
An employee may file a complaint with the U.S. Department of Labor or may bring a private lawsuit against the City.
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