HomeMy WebLinkAboutC.054.93011_0953 (2)serious health condition which is verified by a health-care provider or other circumstances
beyond the employee's control. Premiums may be recovered through small claims court or
from deduction in wages or vacation pay that would otherwise be included in the final
paycheck.
If an employee does not return from FMLA leave, COBRA will be triggered when
FMLA leave ceases for any reason except when extended leave is granted under the Leave
Without Pay section of this policy. Then employees may continue to be covered by the
group hospitalization plan by paying the fuU cost of individual and dependent premium
white on leave without pay.
4. The availability of other plan benefits during FMLA leave is governed by each benefit
booklet.
Section 9. Parental School Leave
To comply with G.S. 95-28.3 as amended effective December 1, 1993, employees will be
granted at least four hours of unpaid leave per year to attend or otherwise be involved in
activities at their child's school, subject to the following conditions:
1. The leave shall be at a mutually agreed upon time between the employee and their
supervisor,
2. The employee must submit a written request for such leave to their supervisor at
least 48 hours before the time desired for the leave; and
3. The employee must submit written verification from the child's school that the
employee attended or was otherwise involved at that school during the time of
leave to their supervisor at the time the employee returns to work.
The definition of school includes public, private, church schools, and preschools. It also
includes day care facilities as defined under G.S. 110-86.
Section 10. Bereavement Leave
This policy is written to establish guidelines for the use of bereavement leave due to the death
in the employee's immediate family or death of a co-worker.
A. Immediate Family:
1. An employee who has a member of his/her immediate family taken in death may
receive up to three (24 hours) off to range and/or attend funeral activities. Under
exceptional circumstances, the department head may authorize additional leave.
2. Bereavement leave for an immediate family member will be charged to sick leave.
3. Immediate family is deemed to include spouse, mother, father, guardian, children,
brother, sister, grandparent, grandchild, plus various combinations of half, step, in-
law and adopted relationships that can be derived from those named.
B. County Employee:
1. The department head, immediate supervisor, and personnel director or county
manager will be designated officials to attend the funeral.
2. The department head may send a designee(s) if he/she or the immediate
supervisor is unable to attend.
3. Other county employees attending the funeral and/or visitation will charge the
absence to earned vacation or compensatory leave. Department heads may
allow employees to make up time away from the department when such extra
work will not create an overtime situation.
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