BC 2009 09 21 Regular Meeting - Laserfiche WebLink

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September 21, 2009 (Regular Meeting) Page 1589 for a serious health condition, care of the employee's spouse, son, daughter or parent with a serious health condition, a qualifying exigency for military leave, or military caregiver leave. The County may require a second or third opinion (at the County's expense) for a serious health condition. • An employee is required to give advance notice before returning to work and medical certification as to their fitness to return to work following a serious health condition absence. (d)The FMLA requires that employers continue to provide group health insurance benefits to an employee during any periods of leave permitted by the Act on the same basis as if the employee had continued in active employment during the leave. Employees will be required to pay their portion of the group insurance, the same as if they continued to work, to keep the benefit as described in Article IX, Section 2. If an employee chooses not to return to work from the FMLA leave they may be required to reimburse the County the amount it paid for the employee's health insurance premium during the leave period. (e)An employee on FMLA leave is prohibited from other employment during normal working hours. Section 17. Leave Without Pay - Policy A regular or probationary employee may be granted a leave of absence without pay for up to one year by the County Manager after all available leave and compensatory time has been exhausted. This leave shall be used for personal disability, continuation of education, special work that will permit the County to benefit by the experience gained or the work performed, or for other reasons deemed justified by the appointing authority. The employee shall apply in writing to the supervisor for leave. The supervisor reviews the request and makes a recommendation to approve or disapprove to the department head. The department head reviews and renders a decision to: • Approve the request if less than one work day; Forward the request with their recommendation to the County Manager through the Human Resources Director; or • Disapprove the request. The employee is obligated to return to duty within or at the end of the time approved by the County Manager. Upon returning to duty after being on leave without pay, the employee is entitled to return to the same position held at the time leave was granted or to one of like classification, seniority, and pay. If the employee decides not to return to work, the supervisor should be notified immediately. Failure to report at the expiration of a leave of absence shall be considered a resignation. Section 18. Workers' Compensation Absence An employee absent from duty because of sickness or disability covered by the North Carolina Workers' Compensation Act may receive Workers' Compensation benefits. They may elect to use accrued annual and sick leave during the initial seven day waiting period. If the waiting period becomes covered by Workers' Compensation, the portion of the leave used covered by Workers' Compensation will be restored to accrued leave. Otherwise, the use of accrued leave to supplement Workers' Compensation is not permitted. On return from a Workers' Compensation absence, 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 Workers' Compensation. Employees on Workers' Compensation absence retain and continue to earn all leave credits during the period of disability. Leave credits are applied at the conclusion of the covered absence. In addition, the County shall continue its contribution to the employee's health insurance. Temporary employees on Workers' Compensation Absence will be placed in a leave without pay status and will receive all benefits for which they may be adjudged eligible under the Workers' Compensation Act.