HomeMy WebLinkAboutC.054.93009_0215c , 198
which would better accommodate the recurring periods of leave when
the intermittent or reduced time is requested.
Employee Responsibility
Employees shall apply in writing to the supervisor for leave
requested under this policy providing 30 days' advance notice of
anticipated leave, or such notice as practicable where leave is
required before 30 days.
Employees are expected to make a reasonable effort to schedule
planned treatments so as not to unduly disrupt operations of the
department, subject to the approval of the health-care provider.
If the employee should decide not to return to work, the county
should be notified immediately. Failure to report for duty at the
expiration of the leave without pay period shall be considered a
resignation.
Spouses Employed by the County
When a husband and wife are both employed by the county, they are
limited to a total of six months leave in a twelve-month period for
childbirth or placement of a child and caring for a parent.
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.
Such certification should be presented at the time the request for
leave is given or within 15 calendar days from the request.
The following information should be included in the certification:
- The date on which the serious health condition commenced and
the probable duration of the condition.
- The appropriate medical facts regarding the condition.
- A statement of the regimen of treatment prescribed, including
estimated number of visits, nature of conditions, and frequency
and duration of treatment.
- An indication of whether inpatient care is required.
- For medical leave, a statement that the employee is unable
to perform the essential functions of his or her position.
- For family leave, a statement that the patient/family member
requires the assistance of the employee. The employee should
indicate the type of care to be provided by the employee and an
estimate of the time period for which the employee's assistance
will be required.
The county may require an employee to obtain a second opinion from
a health-care provider selected by the county when validity of the
leave request is required. 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 of such second and third opinions.
Recertification of the employee's or family member's medical
condition will be required if an extension of leave is requested.
Also, at any time the county receives information that cast doubt
upon the continuing validity of the original certification, the
county may require recertification.
An employee on medical leave must submit certification that he or
she is fit for duty and able to perform the essential functions of
his or her position prior to being restored to employment.
II. The county manager, upon recommendation of the department
head, may grant leave without pay for up to six months to