Employee Manual 2025 - Flipbook - Page 40
Educational institution must be recognized, approved, or accredited by an appropriate agency such
as North Central, State Board of Education, United State Department of Education or other
nationally recognized approval agency.
Payment for course will not be made directly to any institution and will be reimbursed after
successful course completion. Successful completion shall be defined as a ‘C’ average or a
certificate of completion.
Should an employee voluntarily terminate their employment, the employee will reimburse the City
for all costs (tuition/books) incurred in taking any course during the previous two-year
period. Upon separation from the City there is no payout for the education allowance.
The final decision on any reimbursement shall be at the sole discretion of the city
manager/Assistant city manager. Individual bargaining units have different negotiated education
allowance benefits.
Medical Leaves of Absences (Non-FMLA):
Some employees may not qualify for a leave of absence under the Family and Medical Leave Act
(“FMLA”) because they have not been employed by the City long enough or they are not regularly
scheduled to work sufficient hours a year. This policy will apply under such circumstances and it will
apply to all employees if the City should employ less than 50 employees and therefore not be
subject to FMLA. However, it is not intended to be applied to an employee who has either
exhausted all of their FMLA leave or, because of their use of FMLA or other leave time, they have
not worked sufficient hours to qualify for more leave under FMLA.
Medical leave under this policy must be applied for through the human resources director. In the
case of foreseeable leaves, such as leaves for planned medical treatment, or for the birth of a child,
the employee must request the leave at least thirty days (30) in advance of the leave. Generally,
leaves of absences are limited to 30 days (unless additional leave is granted as an accommodation
under the Americans with Disabilities Act). During leaves of absences, employees are required to
use available paid time off until exhausted as permitted by law. After all paid time off has been
used, the remainder of the leave is unpaid unless the employee receives worker’s disability
compensation benefits or short-term disability benefits.
For unforeseeable events, such as accidental injury causing a serious health condition, premature
birth, a sudden change in the employee's health, the employee is expected to notify the City of
the need for leave as soon as it is possible to do so. Notice is generally expected within one or two
business days of finding out the need for the leave. The employee must verbally notify the human
resources director of their need for leave as soon as possible and then submit a written request
along with the appropriate medical certification. If the employee fails to comply with these notice
requirements, the leave may be delayed or denied.
To extend a leave of absence, it is important that the written request for an extension be received
five days prior to the expiration of the original leave.
City of Plymouth Employee manual - Page 40 – May 2025
