HomeMy WebLinkAboutC.054.93011_0951 (2)Enmlovee Resnonsibili
Failure to provide timely notice can result in loss of protection under the law or delay of the
leave.
An employee most apply in writing to his/her supervisor thirty (30) -days in advance of the
qualifying reason for foreseeable absence/ tardiness under this policy (and timely verify the
reason). If leave is to begin within thirty days, an employee must give notice to his/her
immediate supervisor as soon as the necessity for the leave arises, but no less than two (2)
business days of learning of the need for leave.
For an extension of requested leave, the employee must inform his/her supervisor of the
qualifying reason for extension no less than two (2) business days of learning of the need for
extension (and timely verify the reason). Otherwise, any absence is subject to general County
policy, without statutory protection. Violation of the County's three-day "no show" policy
will be considered a voluntary quit.
Employees are expected to make a reasonable effort to schedule planned treatments so as not
to unduly disrupt the operations of the department, subject to the approval of the health-care
provider.
Even if an employee's absence qualified for FMLA, the absence will not be protected under
the law if the employee does not inform his/her supervisor of the qualifying reason within two
(2) business days of his/her return to work and provide timely verification required under this
policy.
If the employee should decide not to return to work, the county should be notified
immediately.
Falsification: of any FMLA form will result in disciplinary action up to and including
discharge.
Spouses Errmloved by the Coun
When a husband and wife are both employed by the county, they are limited to a combined
total of 12 workweeks of leave during any 12 -month period if the leave is taken to care for a
parent with a serious health condition or for the birth or placement of a child with the couple
for adoption or foster care.
Medical Certification
Certification from a health-care provider will be required to verify the need for leave due to a
serious health condition of the employee or member of the employee's family. The employee
must obtain a certification form from the Personnel Office or from his/her supervisor. NOTE:
A simple doctor's statement is not sufficient under this policy.
Such certification should be presented at the time the request for leave is given, but must be
submitted to the County no later than 15 days after the request for leave.
The county reserves the right to have its physician verify or seek clarification of the medical
certification provided. Further, the County may require an employee to obtain a second
opinion from a health-care provider approved by the county when validity of the leave request
is questioned. If the second opinion conflicts with the original medical opinion, the county
may require a third opinion from a health-care provider mutually agreed upon by the county
and the employee. The opinion of the third health-care provider is final and binding on the
county and the employee. The county will bear the cost for such second and third opinions.
Employees must contact his/her supervisor or department head every 30 days concerning: (a)
his/her medical status, or the medical status of the family member; (b) his/her inability to
perform essential job functions or the medical necessity for him/her to care for the family
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