HomeMy WebLinkAboutC.054.93011_0949 (2)C. Return to work for less than four consecutive weeks will not break the six-month
maximum period under this policy.
D. Insofar as leave is granted under this policy for an employee disabled under the
Americans With Disabilities Act, the county may offer additional leave as an
accommodation for such disability to the extent that such extension does not create an
undue hardship on the county.
E. Except for extensions of leave under Section D above, any extension of leave under
this policy must be approved by the Board of County Commissioners.
F. The County may request that an employee take a medical leave of absence when the
employee becomes medically unable to perform his/her job or if the employee's
medical condition could affect the work, safety, or health of any employee or the
property of the County.
G. Benefits While on Leave Without Pay
1. Employees shall have the option to retain all unused annual leave while on
Ieave. However, no more than 240 hours can be carried over at the end of the
calendar year.
2. Annual and sick leave will not be accrued during any calendar month that the
employee is not on the payroll half the month.
3. An employee on leave without pay for these reasons may be eligible to continue
their hospitalization insurance coverage subject to the terms and regulations
adopted by the Board of County commissioners and the group carrier.
4. For the explanation of benefits while on FMLA leave see Section 7A of this
Article.
Section 8. Leave Under the Family and Medical Leave AM
This policy outlines the procedures for the County's compliance with the Family and Medical
Leave Act of 1993. Whenever an eligible employee timely provides a qualifying reason for
an absence or tardiness, it will be conditionally designated by the County as "FMLA leave,"
conditioned upon timely verification. A "workweek" will be calculated based on the eligible
employee's actual workweek, including any mandatory overtime. Employees with variable
hours will have the "workweek" based on the average hours worked during the 12 weeks prior
to leave. The total leave available under this policy is one twelve workweek period within the
designated 12 -month period. The 12 -month period is a rolling 12 -month period measured
backward from each date an employee requests any FMLA leave; thus, it will be a different
calculation each time an employee requests leave. In this policy, the phrase "designated 12 -
month period" will refer to this calculation.
Eligibility for FMLA Leave
Employees who have worked for the County a total of twelve (12) months (not necessarily
consecutive) and who have worked at least 1,250 hours during the consecutive twelve (12)
month period preceding the commencement of leave are eligible for up to 12 workweeks of
family and medical leave for the following reasons:
1. The employee has a serious health condition incurred either on or off the iob,
which renders him/her unable to perform one or more of the essential functions of
his/her position. Eligible employees may take intermittent leave or leave on a reduced
leave schedule when medically necessary, but the County reserves the right to transfer
the employee to another position which can better tolerate the recurrent absence.
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