37 public works, water/wastewater treatment and parks personnel may be expected to work during most emergencies, including scheduled on-call, and, in extreme cases, off-duty personnel of these departments. The absence will be considered an excused absence for all employees and will not be charged to Vacation Leave time however, an employee may choose to use Vacation Leave time to compensate for the lost time by requesting it through their supervisor. Should an emergency occur while an employee is already on paid leave time (i.e. Sick Leave, Vacation Leave) that employee is not entitled to additional wages. Employees who do not report for work because of the weather, in the absence of an official closing that day, will be charged for that time against Vacation leave time. FAMILY AND MEDICAL LEAVE ACT (FMLA) LEAVE OF ABSENCE The City provides up to 12 weeks of unpaid, job-protected leave to eligible employees for the following reasons: • Incapacity due to pregnancy, pre-natal medical care, or child-birth. • To care for the employee's child after birth, or placement for adoption or foster care. • To care for the employee's spouse, son or daughter, or parent who has a serious health condition. • Serious health condition that makes the employee unable to perform the employee's job. FAMLI PROGRAM The Family and Medical Leave Insurance Program (FAMLI Program) is a state-run PAID Family and Medical Leave Insurance (FAMLI) program. The FAMLI program will ensure all Colorado workers have access to paid leave in order to take care of themselves or their family during life circumstances that pull them away from their jobs. FAMLI will start providing benefits to employees starting January 1, 2024. On June 27, 2022, Lamar City Council voted to decline participation in the FAMLI Act (reference Resolution 22-06-02). HOWEVER, EMPLOYEES MAY STILL OPT-IN TO FAMLI ON THEIR OWN. Any employee who chooses to opt into the program will be responsible to remit premiums directly to the state of Colorado. Fact sheets and other information are included in the City of Lamar Benefits Summary (separate document). MILITARY FAMILY LEAVE ENTITLEMENTS Eligible employees with a spouse, son, daughter, or parent on active duty or called to active duty status in the Armed Forces, National Guard or Reserves may use their 12- week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings. FMLA also includes a special leave entitlement that permits an eligible employee to take up to 26 weeks of leave to care for a covered servicemember during a single 12- month period. A covered servicemember is: (1) a current member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness*; or (2) a veteran who was discharged or released under conditions other than dishonorable at any time dur ing the five-year period prior to the first date the eligible employee takes FMLA leave to care for the
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