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April 21, 2003 Page 98 accumulated sick leave has been exhausted, and/or (3) after the temporary disability has ended. If an employee is temporarily disabled as a result of a pregnancy-related disability and has exhausted all available leave and compensatory time, that employee shall be eligible to receive leave without pay for personal disability under the provisions of Section 9-~22 of this article. Reinstatement to the same position or one of like classification, seniority, and pay shall be made upon the employee's return to work. ~ Section ~725. Military Leave Regular employees who are members of the National Guard or Armed Forces Reserve will be allowed ten (10) workdays per calendar year military training leave. If the compensation received while on military leave is less than the salary that would have been earned during this same period as a County employee, the employee shall receive partial compensation equal to the difference in the base salary earned as a reservist or guardsman and the salary that would have been earned during this same period as a County employee. The effect will be to maintain the employee's salary at the normal level during this period. If such military duty is required beyond this ten (10) workday period, the employee shall be eligible to take accumulated annual leave, or be placed in a leave-without-pay status. Reservists called to active duty, with no training period preceding the active duty, shall be allowed to charge up to ten days per year of active, duty as military training and receive pay for these days. While taking military leave with partial pay or without pay, the employee's leave credits and other non-monetary benefits shall continue to accrue as if the employee physically remained with the County during this period. Regular employees who are guardsmen and reservists have all job rights specified in the Veterans Readjustment Assistance ACt and the ~liformed Services En~loyment and Reen~lo}~ent Rights Act of 1994 (USERRA). Section ~29. Civil Leave A regular County employee called for jury duty, or as court witness for the federal or State governments or a subdivision thereof, shall receive leave with pay for such duty during the required absence without charge to accumulated annual or sick leave. An employee may keep fees and travel allowances received for jury or witness duty in addition to regular compensation, except that employees must turn over to the County any witness fees or travel allowances awarded by that court for court appearances in connection with official duties. while on civil leave, benefits and leave shall accrue as though on regular duty. Section ~930. Educational Leave An educational leave of absence, with or without pay, may be granted to a regular full-time employee to take one course per semester or term which will better equip the employee to perform job related duties. Each request would have to be approved by the department head and the County Manager. Leave will be granted to only attend institutions accredited by the Southern Association of Colleges and Schools. An employee granted educational leave with pay shall agree in writing to return to their regular work schedule with the county upon completion of training and to remain in the employ of the county for a period equal to twice the educational leave received, or to reimburse the county for all compensation received while on educational leave and tuition costs reimbursed to the employee for the course. An employee on educational leave with full pay shall continue to earn leave credits and any other benefits to which county employees are entitled. An employee on educational leave with partial pay shall earn proportional leave credits and benefits. Employees who are eligible for the eEducational ~Incentive pProgram Article III, Section 14, ao I ~-^~ in ..... ~ .... ~-~ -~ ~^ are not eligible for educational leave with pay. RciT~urscmcnt fsr Tuition Moved to Article III, Section 15 ............... ~.~ may rcccivc ........................ ,-, ccur~c at a timc ~ .......... = ~"~ take~--e~t~ide-e~-wor~ing hours}-whleh-wi~b-bettem-equlp-~he-empteyee--~e--per-~e~m-ass&gned-~tics, subjeot--bo-the approval--el- the-departmeat-he~ad-and-~he ~Count-y--Mana~e~=--The co~m~y-shaA~-reimbur~e ~.~ .......... a ................... ccm cticn assing ~ .......... ~ , ............ ~-~ Section ~31. Adverse Weather Conditions The public's need for the availability of governmental services dictates that county offices should attempt to remain open during all normally scheduled hours. While severe weather may impact upon the ability to fully staff each function, every function should attempt to provide at least a base level of response. To avoid inconvenience to the public, County employees should attempt to report for their normal job functions at scheduled times. It is realized that severe weather conditions may restrict some employees from reporting on time or at all. But some functions of county government, such as the emergency services, require full staffing at all times and contingency plans should be made accordingly. Adverse weather affects everyone's personal situation differently, so each employee must evaluate the severity of the circumstances and use his/her best judgment. County employees are not expected to put themselves or their property unnecessarily at risk. Available compensatory time and/or appropriate leave will be taken in order to leave work early, to delay arrival at work, or in the case when an employee does not report to the job because of inclement weather. The County Manager may authorize vacation leave use for an adverse weather incident that results i~ a negative vacation leave accrual balance not to exceed 24 hours. Section ~-~32. Volunteer Service Leave Ail County-employees who are members of emergency volunteer service organizations shall receive leave with pay for such required absence under emergency circumstances without charge to accumulated leave, with approval of the County Manager. Second Memorandum Dated April 11 subject: Proposed Personnel Ordinance Revisions