employee is responsible for any costs associated with the completion of the medical certification. Employees who fail to submit a valid medical certification may not be approved for FMLA. Coordination of Accrued Leave Family and Medical Leave runs concurrently with the use of any type of paid leave, unpaid leave, or worker compensation time loss. While paid accruals are to be used first and concurrently with Family and Medical Leave, employees may retain a balance of up to forty (40) hours of vacation or alternative leave accruals prior to the use of unpaid leave. If the employee fails or is unable to provide notice of the intent to retain up to 40 hours of leave, the county will charge the available accrued paid leave for the absence. Once accrued leave has been used for an FMLA-covered absence it cannot be returned to the employee. If compensatory time off (comp time) is to be used for Family and Medical Leave, it must be designated as such by the employee. Compensatory time that is not designated by the employee as Family and Medical Leave will not be counted against the twelve (12) week entitlement. Leave Reporting for Overtime-Exempt Employees Overtime-exempt employees using accrued leave for partial-day, covered absences will use leave in increments of fifteen (15) minutes. As provided by the FMLA, this will not alter an overtime-exempt employee’s status under the Fair Labor Standards Act. Returning To Work Employees on Family and Medical Leave are required to provide their supervisor with a return to work date. If the leave was due to the employee’s own serious health condition, the appointing authority may require medical certification from the employee’s health care provider verifying his or her ability to return to work, with or without restrictions. The appointing authority may reasonably delay the employee’s return to work until the employee has provided the appropriate return to work certification. The employee will be reinstated to the same or equivalent position and benefits held prior to the period of FMLA leave. If the employee does not return to work, or returns to work for less than thirty (30) days and terminates employment, the county will require the repayment of any healthcare insurance premiums paid on the employee’s behalf. Military Caregiver Leave
employee is responsible for any costs associated with the completion of the medical certification. Employees who fail to submit a valid medical certification may not be approved for FMLA. Coordination of Accrued Leave Family and Medical Leave runs concurrently with the use of any type of paid leave, unpaid leave, or worker compensation time loss. While paid accruals are to be used first and concurrently with Family and Medical Leave, employees may retain a balance of up to forty (40) hours of vacation or alternative leave accruals prior to the use of unpaid leave. If the employee fails or is unable to provide notice of the intent to retain up to 40 hours of leave, the county will charge the available accrued paid leave for the absence. Once accrued leave has been used for an FMLA-covered absence it cannot be returned to the employee. If compensatory time off (comp time) is to be used for Family and Medical Leave, it must be designated as such by the employee. Compensatory time that is not designated by the employee as Family and Medical Leave will not be counted against the twelve (12) week entitlement. Leave Reporting for Overtime-Exempt Employees Overtime-exempt employees using accrued leave for partial-day, absences will use leave in increments of fifteen (15) minutes. As provided by the FMLA, this will not alter an overtime-exempt employee’s status under the Fair Labor Standards Act. Returning To Work Employees on Family and Medical Leave are required to provide their supervisor with a return to work date. If the leave was due to the employee’s own serious health condition, the appointing authority may require medical certification from the employee’s health care provider verifying his or her ability to return to work, with or without restrictions. The appointing authority may reasonably delay the employee’s return to work until the employee has provided the appropriate return to work certification. The employee will be reinstated to the same or equivalent position and benefits held prior to the period of FMLA leave. If the employee does not return to work, or returns to work for less than thirty (30) days and terminates employment, the county will require the repayment of any healthcare insurance premiums paid on the employee’s behalf. Military Caregiver Leave covered
FMLA%20-%20deb's,%203-17-16.docx