Human resources division

5.03 (repealed 11/7/05)

5.04 Notice Requirements for Family and Medical Leave
At least 30 days in advance, the employee shall submit to the Appointing Authority a written notice of his/her intent to take family or medical leave and the dates and expected duration of the leave. If 30 days notice is not possible, the employee shall give notice as soon as practicable. The employee shall provide upon request by the Appointing Authority proof of the birth, placement or adoption of a child.
5.05 Continuation of Benefits During Family Leave
Employees taking an unpaid leave of absence under Section 5.02(A) will accumulate sick and vacation leave benefits only for the first 8 weeks of such unpaid leave. The period of family leave granted under these rules shall not affect the employee’s right to receive any benefits for which the employee was eligible at the start of his/her leave.
5.06 Satisfactory Evidence for Family and Medical Leave
The employee shall provide upon request by the Appointing Authority, satisfactory medical evidence, which is defined as:

• 
  In the case of the employee’s illness, a signed statement by a licensed physician, physician’s assistant, nurse practitioner, chiropractor or dentist stating that he/she has personally examined the employee, explaining the nature of the illness or injury (unless identified as being of a confidential nature), and stating that the employee was unable to perform his/her duties due to the specific illness or injury on the days in question.
  

12. 
    In the case of illness of spouse, child or parent, a signed statement by a medical provider as defined above indicating that the person in question has been determined to be seriously ill and needing care on the days in question.
    

The statement shall be on the letterhead of the attending physician or medical provider or adoption/foster placement agency, and shall list an address and phone number. If the Appointing Authority has reason to doubt the validity of the medical evidence, the Appointing Authority may obtain a second opinion at his/her own expense. If there is a conflict between the second opinion and the original medical statement, the Appointing Authority and the employee may resolve the conflict by obtaining the opinion of a third medical provider, who is approved jointly by the Appointing Authority and the employee, at the Appointing Authority’s expense. This requirement does not apply to the birth or adoption of a child.