Chicago Park Disrict Human Resources Policy and Procedures ...

UNPAID LEAVES: Prior to any employee being placed into an unpaid leave status,
ALL benefit time must be used. This rule is applicable to all employees regardless
of status. The amount of benefit time dictates the length of the unpaid leave. An
employee is to request/inform his/her immediate supervisor. The immediate supervisor is
to contact the Department Director/Region Manager (if applicable) who in turn would
contact the Human Resource Manager. The Human Resource Manager will deal directly
with the employee and inform the Department of start and end dates of the leave. Unpaid
leaves are granted in six (6) month increments or less. A total of up to one (1) year can
be granted. The employee does not accrue benefit time and they are responsible for the
payment of their health care.
If the employee fails to return, the employees looses all rights to his/her former position.
The availability of disability reimbursement from the Pension Fund is subject to the rules
of the Pension Fund and the Chicago Park District does not determine eligibility.
NOTE: Unpaid leaves are addressed in each Bargaining Unit Agreement. Do not
assume that all Unit Agreements are the same. Consult Human Resources before
addressing any employee question.
FMLA LEAVE:
Family Medical Leave is available to all employees of the
Chicago Park District. There are specific criteria that an employee must meet in
order for the employer to allow the implementation of FMLA. Briefly, these general
terms must be met by the employee prior to the approval of FMLA by the employer:
1. The employee must have worked at least 1250 hours in the calendar year prior
to the leave request.
2. The leave is for serious employee illness, illness of a spouse, child, or parent
and/or the adoption of a child.
Be advised, the employer requires specific documentation in order to implement the use
of Family Medical Leave; it is not automatically granted. All benefit time must be used
prior to the implementation of Family Medical Leave regardless of employee status.
75