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792CH - Courthouse Union <br />D.To allow the employee to provide care for a family member with a mental or physical <br />illness, injury, or health condition; care of a family member who needs medical <br />diagnosis, care, or treatment of a mental or physical illness, injury, or health condition; <br />or care for a family member who needs preventive medical care. <br />E When the employee's place of business has been closed by order of a public official for <br />any health-related reason, or when an employee's child's school or place of care has <br />been closed for such a reason. <br />1,4.IO Verification of Absences Exceedins Three (3) Davs: lf an em ployee uses unscheduled PTO for <br />more than three (3) consecutive days, the employee will be required to provide verification that <br />establishes or confirms the use of unscheduled PTO for an authorized purpose. The employee <br />must complete and sign the "Employee Verification of Authorized Use of Unscheduled PTO for <br />Absences Exceeding Three (3) Days" form and return it to their supervisor within ten (10) <br />calendar days of the first day the employee used unscheduled PTO. Verification forms and <br />accompanying documentation will be forwarded to the Human Resources Department. <br />74.17 Emplovee Discipline:Any employee who fails to comply with the notification of PTO use and/or <br />verification of absences provisions set forth in Articles I4.9, !4.LO, and/or 74.I7, may be subject <br />to progressive discipline up to, and including, termination of employment. <br />I4.L2 Extended lllness Time Bank (ElT): Employees who received an EIT bank as a result of ratification <br />of this PTO policy on January 1,2023 may continue to use time from their EIT bank first when <br />they must call out for PTO due to a sick leave authorized purpose (see Article 14.8), until the EIT <br />bank is exhausted. EIT hours are not eligible for cash out upon separation. <br />ARTICLE XV - FAMILY AND MED I'AI I FAVF <br />15.t Under the terms of The Family and Medical Leave Act of 1993 (FMLA), Title 29, Parl825 of the <br />Code of Regulations, employees may request leave without pay under the following conditions <br />For the birth of a son or daughter, and to care for the newborn child; <br />For placement with the employee of a son or daughter for adoption or foster care; <br />To care for the employee's spouse, son, daughter or parent with a serious health <br />condition; and, <br />Because of a serious health condition that makes the employee unable to perform the <br />functions of the employee's job. <br />L5.2 Consistent with FMLA and adopted regulations, employees are entitled to request leave without <br />pay for up to 12 weeks within a 12-month period. <br />The 12-month period is a rolling 12-month period measured backward from the date taken and <br />continuous with each additional leave day taken. <br />A. <br />B. <br />c. <br />D <br />15.3 <br />L6