ICMARC Associate Handbook August 2016

ICMA‑RC reserves the right to confirm information on the certification form with the health care provider and to request additional necessary information. ICMA‑RC may require that you obtain an opinion from a second health care provider to verify any information in the medical certification. ICMA‑RC will select the second health care provider and pay for the second opinion. If the first and second opinions conflict, ICMA‑RC may require a third opinion from a health care practitioner approved by both you and the corporation. ICMA‑RC will pay for the third opinion also. The third will be the final opinion and will be binding on both you and the corporation. ICMA‑RC may require that you obtain subsequent recertification on a reasonable basis. Intermittent or Reduced Leave Under certain conditions, where medically necessary, ICMA‑RC may allow you to take intermittent leave or work on a reduced leave schedule. “Intermittent leave” is leave taken in separate blocks of time rather than one continuous period of time. ICMA‑RC may allow intermittent leave to be taken on an occasional basis or several days at a time over a period of months. If you request either intermittent leave or reduced schedule leave, you should assist with arrangements to minimize the disruption in the workplace. Intermittent or reduced leave will generally not be granted for the birth, adoption, or foster care placement of a child. Intermittent or reduced leave will be granted due to the serious health condition of the associate or a family member if such leave is medically necessary. Intermittent or reduced leave should be scheduled to minimize disruption to ICMA‑RC’s business operations. A “reduced leave schedule” is one that reduces your usual number of days per workweek or hours per workday. It could include, for example, a schedule of a three-day week, or working only mornings or afternoons to meet your requirements. ICMA‑RC in general does not set a limit on the size of an increment of leave for an intermittent or reduced leave schedule. The type of leave will not reduce the total amount of leave available to you. Only the time actually taken will be charged against your entitlement. A reduced leave schedule or intermittent leave may be beneficial to both you and ICMA‑RC. That is why your manager may recommend these alternatives when you first apply for FMLA leave. If you select intermittent leave or a reduced work schedule, ICMA‑RC has the right to transfer you to a job that is more suitable to recurring periods of leave. There are two conditions for this transfer: 1 The equivalent position must have equivalent pay and benefits, but it does not have to have equivalent duties. 2 You must be qualified to perform the job. ICMA‑RC reserves the right to make such a transfer, with or without your permission. If you are considered to be an individual with a disability, you will be transferred to a position that complies with the requirements of the Americans with Disabilities Act. Time Available for FMLA Leave The D.C. Code provides that a qualified associate may take up to 16 weeks of family and 16 weeks of medical leave in any rolling 24-month period. The federal law provides that a qualified associate may take up to 12 weeks of FMLA leave in any rolling 12-month period. Together these provisions make up the 16/12-week period that is further explained below. This is how it works:

Confidential — for Internal Use Only

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