A. Release To Work: If the leave is for the employee's own serious health condition, the employee will be required to submit a Release to Work Notice from their medical provider at the time of reinstatement. If the employee fails to provide a release to work note, the City, through its designee, may delay the employee's return to work until the release form is provided.
B. Former Or Equivalent Position: Upon return from FMLA leave, the employee will return to the former position or an equivalent position in terms of pay, benefits and working conditions. An equivalent position must have substantially similar duties, conditions, responsibilities, privileges and status as the employee's original position.
C. Personnel Actions Or Decisions: The City may take any personnel action/decision that would have happened if the employee had continued to work while the employee is on FMLA leave (discipline, reduction in force, etc.).
D. Term To Determine Return To Work: The employee is considered to have returned to work following FMLA leave if they return for at least thirty (30) calendar days. (2019 Compilation)