(A) To be eligible for leave, an employee must have been employed for at least 12 months in total, and must have worked at least 1250 hours during the 12-month period preceding the commencement of the leave. The leave may be granted for one or more of the following for a total of 12 work weeks of leave during any 12-month period:
(1) Because of the birth of a son or daughter of the employee and in order to care for such son or daughter.
(2) Because of the placement of a son or daughter with the employee for adoption or foster care.
(3) In order to care for the spouse, or a son, daughter, or parent of the employee, if such spouse, son, daughter or parent has a serious health condition.
(4) Because of a serious health condition that makes the employee unable to perform the functions of the position of such employee.
(B) The entitlement to leave under division (A)(1) or (2) shall expire at the end of the 12-month period beginning on the date of such birth or placement. Leave under division (A)(1) or (2) shall not be taken intermittently or on a reduced leave schedule.
(C) The entitlement to leave under division (A)(3) or (4) may be as follows:
(1) The leave must be medically necessary. If leave is so requested, then the Village may require the employee to provide medical certification to support a claim for leave for the employee's own serious health condition or to care for a seriously ill child, spouse or parent. For the employee's own medical leave, the 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, spouse or parent, the certification must include an estimate of the amount of time the employee is needed to provide care. In its discretion, the village may require a second medical opinion and periodic recertification at its own expense. If the first and second opinions differ, the village may require the binding opinion of a third health care provider, approved jointly by the village and the employee.
(2) 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 leave is requested on this basis, however, the village 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.
(3) Spouses who are both employed by the village are entitled to a total of 12 weeks of leave (rather than 12-weeks each) for the birth or adoption of a child or for the care of a sick parent.
(Ord. 4-2008, passed 1-22-08)