ICMARC Associate Handbook August 2016

ICMA‑RC may require that an associate seeking to use Servicemember Care Leave provide a medical certification from the servicemember’s health care provider.

ACTIVE DUTY LEAVE FOR A QUALIFYING EXIGENCY (URGENT SITUATION) The active duty FMLA leave provision provides up to 12 weeks of FMLA leave for an associate for a qualifying exigency arising out of the fact that a spouse, son, daughter or parent is on covered active duty in the armed forces or notified of an impending call or order to covered active duty in the armed forces, that is, deployed to a foreign country in support of a contingency operation or notified of an impending call or order to deployment to a foreign country in support of a contingency operation. You may take active duty leave for “any qualifying exigency” related to the family member’s call-up, and the leave may commence as soon as an individual receives notification of being called to active duty. An associate seeking FMLA leave under the FMLA’s active duty leave provision should provide notice to ICMA‑RC of a foreseeable leave as soon as is reasonable and practicable. THE FMLA’S GENERAL ELIGIBILITY REQUIREMENTS APPLY TO MILITARY-RELATED EXIGENT CIRCUMSTANCES OR CAREGIVER LEAVE In order to be eligible for this leave associates: (1) must have at least 12 months of service with ICMA‑RC (the 12 months need not be consecutive); (2) must have worked at least 1,250 hours during the 12 months preceding the start date of the leave; and (3) must be employed at a site where ICMA‑RC employs at least 50 associates, or where ICMA‑RC employs 50 associates within a 75-mile radius of that worksite. For questions or additional information related to leave for family and caregivers of military personnel, please contact Human Resources. Paid and Unpaid Leave Leave granted under the FMLA is unpaid leave; however, an eligible associate may use accrued leave for any part of the FMLA leave period. The use of paid leave will run concurrently with FMLA leave entitlement. Workers’ compensation leave or leave under an STD/LTD policy will also run concurrently with FMLA leave, when consistent with applicable law. Regular sick and extended leave will run concurrently with FMLA leave due to the birth or care of a newborn, adoption, or foster care placement of a child until such leave is exhausted, then the remaining FMLA leave will be unpaid leave. The birth of a child may also qualify under some circumstances as a serious medical condition. Reduction-in-Force ICMA‑RC will not treat associates who are on FMLA leave at the time of a layoff any differently than any other associates. Managers and supervisors will make the same decisions that they would have made had an associate not been on FMLA leave. Communications During Leave A Human Resources representative may periodically contact an associate on family leave to check the status of the leave and intention to return to work. ICMA‑RC will request medical recertification for any of the following reasons: P P A leave extension is requested.

Confidential — for Internal Use Only

Associate Handbook August 2016 | 87