|
;r ^,..,,:i,. ,,.,a nn,,,,:,.,,~ r „ n .rnn~ n ~~}v~o~aifl-tge-eytt}~leyee=s-sltttte-e€~rett2itttt~s
<br />...
<br />~~...nILTJL'T„nT[LT7 •C4~•~7LLJ7SiS7Ti .. 4~.~ 7~1~, .-.--.m-~~.~-~,~~.~,. „~•f~~~. 11{V~lt'}"~iAf-LV
<br />--t efiteE~: J ~~~ ~•• ~~~ ~`~~•J ~~ •~
<br />If an employee chooses not to return to work ti•om the PMLA leave they may be required to reimburse the
<br />County the amount it paid for the employee's health insurance premium during the leave period.
<br />(e) An employee on FMLA leave is prohibited from other employment during normal working hours.
<br />Section X17. Leave Without)?av -Policy
<br />A regular or probationary employee may be granted a leave of absence without pay for up to one year by the
<br />County Manager:-74 after all available leave and compensatory time have been exhausted.; tThis leave shall be
<br />used for personal disability, continuation of education, special work that will permit the County to benefit by
<br />the experience gained or the work performed, or for other reasons deemed justified by the appointing authority.
<br />The employee shall apply in writing to the supervisor for leave. T'he supervisor reviews the request and makes a
<br />recommendation to approve or disapprove to the department head. "I'hc department head reviews and renders a
<br />decision to:
<br />• approve the request if less than one work clay;
<br />• forward the request with their reconunendation to the County Manager through the Human Resources
<br />Director; or
<br />• disapprove the request.
<br />The employee is obligated to return to duty within or at the end of the time-d approved by
<br />the County Manager. Upon returning to duty after being on leave without pay, the employee sl~He-is entitled
<br />to return to the same position held at the time leave was granted or to one of like classification, seniority, and
<br />pay. If the employee decides not to return to work, the supervisor should be notified immediately. Failure to
<br />report at the expiration of a leave of absence shall be considered a resignation., rrh{ts-been
<br />~,,,,~:.,,. 11 i .. ,, tV:r~~A~'+rc-in--~^r'i----nctenti le~ttS
<br />Ei~te~c-~efli'e-1i'~fi+~e-HF~;~^„° , ,:~~.,,,.« .. n„ ~ .,t,,.•e~ „ ~ .,,
<br />e&ri~-I • b
<br />•m,m-• ',-meta ' f'~e~'~f~a~}}`+egt+~ftt+~}s-aEl9
<br />~;.,,r rho ..a „I,.+:~..~ „FBI, ee-e-ft~fteP~•
<br />Section X118. Workers' Comnensation 1~eAbsence
<br />An employee absent from duty because of sickness or disability covered by the North Carolina Workers'
<br />Compensation Act may receive Workers' Compensation benefits. ~}
<br />They may elect to use aee-u+ttt+lated-accrued annual and sick leave es-f~-sttpp(e+rterr~3e
<br />bet~reet~tllei~regt+ltt • ei~tecl-t+t~der-the-We • .rl~et~s~ie., ~ ,~t~,~I;-~;n
<br />reeei;~-fmt~t~ar~ers'-een~e+~sat-ie+~-during the initial seven day waiting period. If the waiting period
<br />becomes covered by Workers' Compensation, the portion ofthe leave used covered by Workers' Compensation
<br />will be restored to accrued leave. Otherwise, the use of accrued leave to supplement Workers' Compensation is
<br />not permitted.
<br />i~en-rei+rst-aterttetttOn return ii•om a Workers' Compensation absence, an employee's salary will be cauputed
<br />3G
<br />Attachment number 2
<br />Page 164 of 362
<br />F-5
<br />
|