ICMARC Associate Handbook August 2016

practicable; you should provide at least verbal notice within one or two days of learning of the need for leave. All requests for leave must be made on a Request for Leave form and forwarded to your HR manager. ICMA‑RC may waive advance notice in the case of a medical emergency requiring leave because of your own serious health condition or that of a qualified family member. ICMA-RC will notify you in writing that the leave will be designated as FMLA leave. Consistent with applicable law, if the leave is solely federal FMLA leave, such leave will run concurrently with any applicable paid leave, including vacation leave and workers’ compensation leave. However, if the leave is D.C. FMLA leave, whether alone or concurrently with federal FMLA leave, you may elect to have such leave run concurrently with any applicable paid leave, including vacation leave and workers’ compensation leave. If you fail to give proper notice, FMLA leave may be delayed or denied, and ICMA‑RC may require an explanation of your delay in providing notice. If you provide verbal notice, it will be confirmed by ICMA‑RC in writing by the next payday unless that payday is less than one week after the verbal notice, in which case the notice will normally be given no later than the subsequent payday. In the event you are absent from work for more than three (3) working days for a reason that would qualify you for FMLA leave and appropriate notice of the leave is not given, ICMA‑RC has the option to treat the leave as FMLA leave, regardless of whether a “formal” notice of FMLA leave is provided. ICMA‑RC will notify you in writing that the leave will be designated as FMLA leave and consistent with such applicable law, you may elect to have such leave run concurrently with any applicable paid leave including vacation leave and workers’ compensation leave. ICMA‑RC will normally give such notice within 2 business days of the time it learns that the leave time may qualify for FMLA leave, absent extenuating circumstances. B. CERTIFICATION Requests for leave due to birth must be supported with certification by a health care provider. Requests for leave due to adoption or foster care placement of a child must be supported with certification by a placement agency. All requests for leave to care for a family member with a serious health condition or for your own serious health condition must be supported with a certification by your health care provider or that of your eligible family member. Such certification will include the following information: P P Date on which the serious medical condition commenced P P Probable duration of the condition P P Appropriate medical facts within the knowledge of the health care practitioner, and P P In the case of family care — a statement that you are needed to care for the family member or that your presence would be beneficial, and an estimate of the time you are needed for care, or P P In the case of leave due to your own serious medical condition — a statement that you are unable to perform the essential functions of your position. In the case of intermittent leave for planned medical treatment, the dates on which such treatment is expected must also be included. Private information regarding the circumstance under which an associate wishes to take leave will be kept as confidential as possible under the circumstances by ICMA‑RC. In most cases, you must furnish medical certification within 15 days of making application for FMLA leave. If you fail to supply medical certification within a reasonable period of time, the FMLA leave request may be delayed or denied. In the case of an emergency, ICMA‑RC may grant the leave, but you are expected to furnish the medical certification as soon as possible after the leave has started. ICMA‑RC reserves the right to disqualify the leave if you fail to provide appropriate medical certification in a timely manner.

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