Employee Manual 2025 - Flipbook - Page 41
Unless and until the employee receives written approval for their medical leave of absence, they
must follow all standard call-in procedures each day they are off and any day of no call/no show is
generally a voluntary resignation (absent unusual circumstances). If the leave of absence is not
approved, and the employee has been absent from work, normal attendance rules will apply.
Similarly, if an employee has requested an extension of their medical leave of absence, they must
call-in each day before approval for the extension is granted and any day of no call/no show is
generally a voluntary resignation (absent unusual circumstances). If approval for the extension is
not granted, any unexcused absences will be subject to normal attendance rules and result in
disciplinary action for attendance violations.
The City will require a fitness for duty certification from the treating physician before an
employee returns to work.
All time covered by an authorized leave of absence will be considered as continuous employment
for the purpose of seniority and benefits, however an employee will not continue to receive
additional paid time off while on unpaid leave (or while receiving short term disability payments
or worker’s disability compensation benefits). Except where an accommodation is required under
the Americans with Disabilities Act, leaves of absence under this policy are not granted on an
intermittent or reduced leave basis.
Military Leave:
During a military leave, either paid or unpaid, employees will be granted all benefits and rights in
accordance with the applicable laws and regulations. Military leave guidelines apply to those who
do not have a contract, collectively bargained or otherwise, with the City in which specific terms for
military leave are defined.
Paid Leave of Absence: Military leave is a paid benefit granted to eligible employees who are
former members of the armed services or members of the organized reserve forces of any of the
armed services of the United States or the National Guard and are on federally funded military duty
for training. Paid military leave for training will not exceed 15 calendar days in any fiscal year. To be
eligible for paid leave, the employee must provide military orders or other official military
documentation validating military leave requirements to their supervisor as soon as possible. If
active duty exceeds 15 regularly scheduled workdays in any fiscal year, the employee may elect to
be placed on unpaid leave of absence or utilize their accumulated paid-time for the remainder of
the training period.
Uniformed Services Employment and Reemployment Policy:
Overview: The Uniformed Services Employment and Reemployment Rights Act (“USERRA”) grants
certain rights and protections in employment to individuals involved in the uniformed services and
prohibits discrimination in hiring, promotion, reemployment, termination and benefits because of
past or present membership in, application to, or obligation to perform, such military service.
City of Plymouth Employee manual - Page 41 – May 2025
