An employee who has been employed by the Town of Sebago for 12 months (does not need to be consecutive) and who has worked at least 1,250 hours during the year preceding the start of the
leave is entitled to a family medical leave of up to twelve (12) weeks in any 12 month period for the birth of a child, adoption of a child 16 years of age or less, or serious illness of the employee, child, spouse, or parent of the employee. Serious illness means an accident or disease or condition that: (1) poses imminent danger of death; (2) requires hospitalization involving an organ transplant, limb amputation or other procedure of similar severity; or (3) any mental or physical condition that requires constant in-home care. Refer to the Town Manager for further details or clarification.
To be eligible for a family medical leave, the employee must give at least 30 days notice of the
intended date upon which family medical leave will commence and terminate, unless the
employee is prevented from giving notice because of a medical emergency. The employee
requesting family medical leave must do so on a preprinted form available in the Town
Manager’s office.
The Town may require certification from a physician to verify the amount of leave requested by
the employee.
Family medical leave is without pay. If the employee is enrolled in group medical insurance
prior to utilizing unpaid leave, the Town of Sebago will pay for the employer’ share of the
medical insurance premium for the period of the unpaid family medical leave, said period not to
exceed 12 weeks. The employee’s share of medical insurance, life insurance, income protection
and retirement benefits will continue during the period of unpaid leave at the cost of the
employee.
The employee may use accrued holiday, vacation, and sick leave in accordance with the policies
concerning such leaves to cover absences related to family medical leave; however, the total
amount of family medical leave may not exceed twelve (12) weeks.
Vacation, sick leave and holidays do not accrue during an unpaid leave period.
Upon the end of the family medical leave, an employee will be restored to the position occupied
by the employee immediately prior to the commencement of the leave or to an equivalent position
with the same employee benefits and pay as existed immediately prior to the commencement of
the leave, except in the event of conditions unrelated to the employee’s taking of a family medical
leave which prevents the restoration to the same or equivalent position.
An employee should return to work from the family medical leave no later than the first working
day following the expiration of the leave. If the employee has not returned at the expiration of
their leave, his/her termination date will be the last day she/he was entitled to group coverage.
An employee may take leave on an intermittent basis or by working a reduced schedule with prior
written approval by the Town Manager.
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