A family and/or medical leave of absence shall be defined as an approved absence available to eligible employees for up to twelve weeks of unpaid leave per year under particular circumstances that are critical to the life of a family. Article 26 in the MPPL/CSEA Agreement supersedes this policy in the circumstances detailed in that agreement.

Leave may be taken for the following reasons:
•    The birth of a child of the employee and in order to care for such a child.
•    The placement of a child with the employee for adoption or foster care.
•    To care for a child, spouse or parent with a serious health condition.
•    A serious health condition of the employee which renders the employee unable to perform the functions of his or her position.

If an employee is
entitled to accrued (earned but not used) paid vacation or personal leave, the employee
must take the paid leave first.

To be eligible for leave under this policy an employee must have permanent status.

Mount Pleasant Public Library will require medical certification to support a claim for
leave for an employee's own serious health conditions or to care for a seriously ill child,
spouse or parent.

For the employee's own medical leave, the medical certification must include a statement that
the employee is unable to perform the functions of his or her position.

For leave to care for a seriously ill child or parent, the certification must include an
estimate of the amount of time the employee is needed to provide care.

NOTE:
We may require a second medical opinion and periodic re-certifications at
our own expense. If the first and second opinions differ, the library, at its
own expense, may require the binding opinion of a third health care
provider, approved jointly by the library and the employee.

If medically necessary for a serious health condition of the employee or his or her
spouse, child or parent, leave may be taken on an intermittent or reduced leave
schedule. If a leave is requested on his basis, the library may require the employee to
transfer temporarily to an alternative position which better accommodates recurring
periods of absence or a part-time schedule, provided that the position has equivalent
pay and benefits.

NOTE:
Spouses who are both employed by the library, are entitled to a
total of twelve weeks of leave (instead of 12 weeks each) for the birth or
adoption of a child or the care of a sick parent.

When the need for leave is foreseeable such as the birth or adoption of a child, or
planned medical treatment, the employee must provide reasonable prior notice and
make efforts to schedule leave so as not to disrupt library operations. In cases of illness,
the employee will be required to report periodically on his or her leave status and
intention to return to work.

Benefit entitlements based upon length of service will be calculated as of the last paid work day prior to the start of the unpaid leave of absence.

An FMLA form must be completed in detail and signed by the employee. If possible. it should be submitted 30 days in advance of the effective date of the leave.



Approved by the Library Board of Trustees December 15, 1994
Revised October 2013