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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 56 <br />10.5 Unauthorized Absence <br />Unauthorized absence from duty for any duration of time may be considered cause for <br />dismissal. Absence from duty without approved leave for five (5) consecutive working <br />days shall be deemed a resignation from the service; provided, however, if the employee <br />returns to work and provides an explanation for such absence which their Department Head <br />finds satisfactory, the Department Head may restore the employee to their position, with <br />the City Manager’s approval. <br />10.6 Authorized Absences Without Pay - Short Term <br />Absence without pay not to exceed five (5) consecutive work days may be authorized by <br />the Department Head. Absence without pay up to fifteen (15) calendar days may be <br />authorized by the Department Head with the approval of the City Manager. Such an <br />absence may be authorized only if in the judgment of the Department Head it serves the <br />best interest of the City. <br />10.7 Authorized Absence Without Pay - Long Term <br />Upon receipt of a written request from an employee having permanent status and <br />recommendation of approval by the Department Head, the City Manager with <br />recommendation from the Executive Director of Human Resources may grant a leave of <br />absence without pay for up to six (6) months. Additionally, the City Manager with <br />recommendation from the Executive Director of Human Resources may grant an unpaid <br />leave of absence extension of up to one (1) year. <br />An employee returning to duty with the City from such leave of absence shall inform the <br />Department Head and the Executive Director of Human Resources of their intention at <br />least thirty (30) calendar days prior to the expiration of the leave of absence. Upon receipt <br />of such notice, the Department Head will take steps necessary to restore the employee to <br />their former position. <br />10.8 Industrial Leave <br />Any period of time during which an employee is required to be absent from their position <br />by reason of an industrial injury or industrial illness for which they are entitled to receive <br />compensation shall not be considered a break in continuous service for the purpose of their <br />right to salary adjustments or to the accrual of vacation and seniority. <br />10.9 Pregnancy Disability Leave <br />Employees may take an unpaid leave of absence during pregnancy disability consistent <br />with the Pregnancy Disability Law (PDL), Family Medical Leave Act (FMLA) and/or <br />California Family Rights Act (CFRA). A pregnant employee is entitled to a reasonable <br />leave of absence without pay for any temporary disability resulting from pregnancy, <br />miscarriage, childbirth or recovery therefrom. Such reasonable leave of absence shall not