HomeMy WebLinkAboutC.054.93011_0955An employee may receive reimbursement for one (1) course at a time taken outside of
working hours which will better equip the employee to perform assigned duties. To be eligible
for reimbursement, an outline of the course content trust be submitted to the department
head If the department head determines the course will better equip the employee to
perform assigned duties, he/she will submit a recommendation for approval to the county
manager.
If the county manager approves reimbursement for tuition, fees and books for the course
taken outside working hours, such reimbursement will be made provided the employee
submits a receipt of course expenses and a notice of successfid completion (passing grade or
better).
B. Extended Leave and Benefits
A leave of absence at full or partial pay for a period not to exceed twelve (12) calendar
months may be granted to an employee who has completed the initial probation period and
is enrolled full-time in an institution of higher learning and pursuing courses which directly
relate to an employee's job. The decision to grant such leave will be based on such factors as
workload, critical nature of employee's job, chances of the employee returning to duty, and
how beneficial the course(s) will be to the current job duties. Such leave must be
recommended by the department head and county manager and approved by the Board of
Commissioners. An employee granted such extended educational leave with pay shall agree to
return to the service of the county upon completion of training and remain in the employ of
the county for a period equal to twice the educational leave received, or the employee shall
reimburse the county for all compensation received while on educational leave. An employee
on educational leave with full pay shall continue to earn sick leave credits and any other
benefits to which county employees are entitled. An employee on educational leave with
partial pay shall earn proportional leave credits. This shall not include vacation leave.
Section 14. Worker's Compensation Leave
An employee absent from duty because of sickness or disability covered by the North
Carolina Worker's Compensation Act may receive Worker's Compensation benefits and elect
to use accumulated sick leave as a supplemental payment for the seven day waiting period
under the Worker's Compensation Act if a physician has certified that the employee is
unable to perform any duties. If the employee does not have enough accrued sick,
vacation leave may be used
The County will offer light duty work to employees who have been medically approved for
such work as outlined in the Return -to -Work section below. The employee may decline the
light duty and instead choose to exercise his/her FMLA rights. However, workers'
compensation benefits may be suspended under the State Workers' Compensation statutes.
Absence due to an on -ii a job injury will be counted against the employee's FMLA leave
entitlement.
Upon reinstatement, an employee's salary will be computed on the basis of the last salary
earned plus any increment or other salary increase to which the employee would have been
entitled during the disability covered by Worker's Compensation.
Temporary employees will be placed in a leave without pay status and will receive all benefits for
which they may be adjudged eligible under the Worker's Compensation Act.
Section 15. Return -to -Work Program
The purpose of this pmaram is to return injured employees to a job suitable to their work
restrictions as soon as medically feasible. Earl return -to -work and light duty pro am
promote a Quicker recovery, improve morale allow injured employees to earn their normal
wages, and help departnments maintain their productivity.
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