Here are our polices.  

5.120 Bereavement Leave

An employee is entitled to three days of paid bereavement leave following the end of the employee’s pregnancy by way of miscarriage or stillbirth. An employee is entitled to three days of paid bereavement leave following the end of another individual’s pregnancy by way of miscarriage or stillbirth if the employee is the individual’s spouse or partner or former spouse or partner and the employee would have been a biological parent of a child born as a result of the pregnancy. For purposes of this Section, “miscarriage” means the spontaneous or accidental loss of a fetus, regardless of gestational age or the duration of the pregnancy. The provisions of this Section are intended to comply with State law requirements set forth in Utah Code § 10-3-1103.

5.080 Family And Medical Leave

1. Purpose.  It is the purpose of this Section to provide guidelines for employees regarding leaves of absence in accordance with the Family and Medical Leave Act of 1993 (FMLA or Act). The provisions set forth herein are intended to comply with such Act, and if any conflict arises or if an issue or definition is not addressed herein, the Act shall control. When referred to herein, the term “Act” shall include all Federal rules and regulations promulgated pursuant to authority of the Act, including, but not limited to, provisions set forth in 29 C.F.R. Part 825. The provisions of this Section are also intended to comply with the National Defense Authorization Act, enacted January 28, 2008, as Public Law 110-181, and the amendments to the FMLA adopted therein. 
2. Eligible Employees.  Employees eligible for Family and Medical Leave Act leave (FMLA leave) as provided herein include employees who: (1) have been employed by the City for at least 12 months (which need not be consecutive months); and (2) have been employed by the City for at least 1,250 hours of service during the 12-month period immediately preceding the commencement of the leave.
3. Qualifying Reasons for Leave.  Eligible employees shall be entitled to FMLA leave for circumstances qualifying for FMLA leave under the Act, which qualifying reasons are summarized as follows:  
   1. For the birth of a son or daughter of the employee and to care for the newborn child; 
   2. For the placement with the employee of a son or daughter for adoption or foster care;
   3. To care for the employee's spouse, son, daughter, or parent with a serious health condition; 
   4. Because of a serious health condition that makes the employee unable to perform the functions of the employee’s job; 
   5. Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on active duty (or has been notified of an impending call or order to active duty) in support of a contingency operation; and
   6. To care for a covered servicemember with a serious injury or illness if the employee is the spouse, son, daughter, parent, or next of kin of the servicemember.
4. Amount of Leave.  Except in the case of leave to care for a covered servicemember with a serious injury or illness under Subsection (c)(6), an eligible employee’s FMLA leave entitlement is limited to a total of 12 workweeks of leave during any “12-month period,” as defined in Subsection (e), for any one or more qualifying reasons.  An eligible employee’s FMLA leave entitlement is limited to a total of 26 workweeks of leave during a “single 12-month period,” as defined in Subsection (e), to care for a covered servicemember with a serious injury or illness.  During the “single 12-month period,” as defined in Subsection (e), an eligible employee’s FMLA leave entitlement is limited to a combined total of 26 workweeks of FMLA leave for any qualifying reason as more particularly provided in the Act.
5. Designation of 12-Month Period. Except in the case of leave to care for a covered servicemember with a serious injury or illness under Subsection (c)(6), for purposes of determining the “12-month period” in which the 12 weeks of leave entitlement occurs, the City uses a rolling 12-month period measured backward from the date an employee uses any FMLA leave.  In the case of leave to care for a covered servicemember with a serious injury or illness, for purposes of determining the “single 12-month period” in which the 26 weeks of leave entitlement occurs, the City is required to use a 12-month period measured forward from the date an employee’s first FMLA leave to care for the covered servicemember begins.