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<br />15 <br /> <br />stating the dates of leave and return and the reason for the request. The Police Chief must submit <br />a written statement giving the reasons for recommending the approval of each request, after <br />considering such factors as employee work performance, whether loss of services would be <br />detrimental to the City's interest, availability of replacements and similar pertinent factors. The <br />City Manager may approve or disapprove the recommendation of the Police Chief to allow a <br />leave of absence for a period not to exceed six (6) months. Approval may be given to extend a <br />leave of absence for one (1) additional period not to exceed six (6) months. <br /> <br />At the expiration of any leave of absence, an employee of this City may be required to submit to <br />medical examinations to determine that the employee is still capable of performing the duties of <br />the position. <br /> <br />.Unpaid absences equal to or greater than one full pay period will extend the Adjusted Service <br />Date, which governs vacation accrual advancement. <br /> <br />An employee absent before leave of absence has been granted is absent without leave, and such <br />conduct shall be proper grounds for discharge. Upon the expiration of a regularly approved <br />leave of absence the employee shall be reinstated in the position held at the time such leave was <br />granted, unless while on such leave the employee's conduct constitutes cause for discharge. <br />Failure on the part of an employee on leave of absence to report to work promptly at its <br />expiration shall be cause for discharge. <br /> <br />Section 21. Pregnancy Disability Leave & Family Medical Leave <br /> <br />Such leaves shall be in accordance with City Administrative Procedure 1600, Family and <br />Medical Leave Request Process; Administrative Procedure 1630, Pregnancy Disability Leave <br />Process, and applicable State and/or Federal law. <br /> <br />Section 22. Layoff <br /> <br />If a reduction in the work force, as determined by the City Manager is necessitated by, but not <br />limited to, the following: a material change in duties or organization, adverse working <br />conditions, return of employee from leave of absence, or shortage of work or funds; the City <br />Manager shall notify the affected employee(s) of the intended action and the reason for the <br />layoff. <br /> <br />Immediately following a decision which may involve the potential layoff of employees, the City <br />Manager shall freeze all current vacancies in the Police Department in similar and related <br />classifications to those likely to be targeted for layoff, and notify the Police Chief that such <br />current and anticipated vacancies will be frozen until further notice. <br /> <br />As determined by official City payroll records: all service in the employ of the City shall be <br />counted toward the establishment of an employee's City Seniority Service Date, including, for <br />example, permanent, probationary, provisional, temporary (full-time and intermittent), as well as <br />leaves of absences for obligatory military service while an employee with the City. Less than <br />full-time service will be consolidated in equivalences of full-time service for the purpose of <br />establishing the City Seniority Service Date. Time off as a result of formal disciplinary action <br />will be subtracted from the City Seniority Service Date. <br />