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accumulated sick leave has been exhausted, and/or (3) after the temporary disability has ended <br />If an employee is temporarily disabled as a result of a pregnancy-related disability and has <br />exhausted all available leave and compensatory time, that eraployee shall be eligible to receive <br />leave without pay for personal disability under the provisions Of Section ~22 of th~s article. <br /> <br />Reinstatement to the same position or one of like classification, seniority, and pay shall be <br />made upon the employee's return to work <br /> <br />Section ~28. Military Leave <br />Regular employees who are menf0ers of the National ~uard or Armed Forces Resezwe w~ll be allowed <br />ten (10) workdays per calendar year military training leave If the compensation received while <br />on militaz~ leave is less than the salary that would have been earned during this same period as <br />a Co%u~ty employee, the employee shall receive partial co~ensatlon equal to the dlfference =n the <br />base salary earned as a reservist or ~ardsman azad the salary that would have been esi-ned during <br />this same period as a Colunty employee The effect will be to m~intaln the enqaloyee's salary at <br />the normal level during this period. If such military duty is required beyond this ten (10) <br />workday perl(~, the employee shall be eligible to take acct~nulated ~uanual leave, or be placed lu <br />a leave-without-pay status. Reservists called to active duty, with no training period preceding <br />the active duty, shall be allowed to charge up to ten days per year of active duty as military <br />training and receive pay for these days While taking military leave with partlal pay or without <br />pay, the employee's leave credits and other non-monetary benefits shall continue to accrue as if <br />the eml~loyee physlcally re~lned with the County during this period. Regular employees who are <br /> <br />Act and the Uniformed Services Employment and Reemployment Rlghts Act of 1994 (USERRA). <br /> <br />Section ~29. Civil Leave <br />A regular County employee called for jury duty, or as court witness for the federal or State <br /> <br />required absence without charge to accu~lated axknual or sick leave <br /> <br />A~ employee may keep fees and travel allowances received for ]ury or witness duty in addition to <br />regular compensation, except that employees must tnrl~ over to the County any witness fees or <br />travel allowances awarded by that court for court appearances in co~ection with official duties <br />~nile on civil leave, benefits and leave shall accrue as though on regular duty <br /> <br />Section ~$0. Educational Leave <br />~ educational leave of absence, with or without pay, ~y be granted to a regular full-time <br />employee to take one course per semester or term which will better equip the employee to perform <br />]ob related duties. Each request would have to be approved by the department head and the County <br /> <br />of Colleges and Schools An employee granted educational leave wlth pay shall agree in writing to <br />return to their regular work schedule with the county upon con~letlon of training and to remain <br />in the employ of the county for a period equal to twice the educatlonal leave received, or to <br />reimburse the county for all compensation received while on educational leave and tuition costs <br />reimbursed to the employee for th~ course. <br /> <br />An employee on educational leave with full pay shall continue to earl~ leave credits and any other <br />benef=ts to which county employees are entitled An employee on educational leave with partial <br />pay shall earn proportional leave credits and benefits. <br /> <br />Employees who are eligible for the eEducatlonal elncentlve 9Program Artlcle III, Sectlon 14,--as <br />c~nta!nc~ ~n ~p~cn_~x C, ~hall ntt ~c are no__t eligible for educational leave with pay. <br /> <br />RciT~ur~e~,czt for ~tlca Moved to Article III, Section 15 <br /> <br />Section ~4~31. Adverse Weather Conditions <br />The public's need for the availability of governmental services dictates that county offices <br /> <br />impact upon the mbility to fully staff each function, every fx~nct/on should attempt to provide at <br /> <br />To avoid /mconvenience to the public, County employees should attempt to repoz~ for their normal <br />Job fxuactions at scheduled times It is realized that severe weather conditions ~ay restrict some <br />employees from reporting on time or at all. But some functions of county government, such as the <br />emergency services, require full staffing at all times and contingency plans should he made <br />accordingly. <br /> <br />Adverse weather affects everyone's personal situation differently, so each employee must evaluate <br />the severity of the circumstances and use his/her best ]udgment. County employees are not <br />e~ected to put themselves or their property unllecesearlly at risk Available coe~pensatory time <br />and/or appropriate leave will be taken in order to leave work early, to delay arrival at work, Or <br />in the case when ma% employee does not report to the ]ob because of inclement weather The County <br /> <br />leave with pay for such required absence under emergency circumstances without charge to <br />accumulated leave, with approval of the County Manager <br /> <br />Second Memorandum Dated April 11 <br />Subject. Proposed Personnel Ordinance Revisions <br /> <br /> <br />