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August 19, 2024 (Regular Meeting) <br />Page <br />considered a resignation. <br />If money is not available to cover benefit deductions, the employee will be responsible for making <br />those payments to Finance, for example employee and dependent premiums for health, dental, etc. <br />Adding section for prorated hours for PT 9102 staff. <br />Section 25. Volunteer Service Leave <br />County Management recognizes the Board's commitment to volunteer activities which support the <br />quality of education of children; enhance the community's quality of life through community support <br />agencies. <br />County employees will receive up to 12 hours of County paid time off per calendar year for qualifying <br />volunteer activities. Part time 9102 staff will receive a prorated amount of hours based on their position <br />FTE status. Time must be during the employee's regularly scheduled workweek. Examples of <br />qualifying events include school events such as tutoring, guest lecturer, EOG and exam proctoring, <br />mentoring unrelated to the employee's child/ren, Special Olympics, Habitat for Humanity, Boys and <br />Girls Club, etc. <br />An employee's job responsibilities take precedence over volunteer activities. Prior approval by the <br />employee's supervisor is required for time away from work. <br />NEW Section, legal requirement <br />Pregnant Workers Fairness Act <br />The Pregnant Workers Fairness Act (PWFA) requires covered employers to provide a reasonable <br />accommodation to a qualified employee or applicant's known limitations related to, affected by, or arising <br />out of pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the <br />employer an "undue hardship." The PWFA applies only to accommodations. Other laws that the EEOC <br />enforces make it illegal to fire or otherwise discriminate against employees or applicants on the basis of <br />pregnancy, childbirth, or related medical conditions. <br />The PWFA went into effect on June 27, 2023. On April 15, 2024, the EEOC issued its final regulation to <br />carry out the law. The regulation went into effect on June 18, 2024. You can find a summary of the <br />regulation on the EEOC website. <br />NEW Section, adding policy reference, policy created in 1994 <br />Lewe, Ch,gre, <br />There are occurrences brought about by serious and prolonged medical conditions that cause employees <br />to exhaust all available leave and therefore be placed on leave -without -pay (LWOP) status. It is <br />recognized that all employees on LWOP could be without income at the most critical point in their work <br />life. It is also recognized that employees may wish to voluntarily donate some of their accumulated <br />vacation and sick leave to provide assistance to fellow Cabarrus County employees. A donation bank has <br />been created for this purpose and a committee created to oversee requests for leave. <br />In cases of a serious and prolonged medical condition, an employee may apply for or be nominated to <br />become a recipient of donated leave time from other employees. A medical condition is defined as a <br />documented medical condition of an employee that is likely to require the employee's absence from <br />duty for a period of four work weeks or more and to result in a substantial loss of income to the <br />employee due to limited leave in the employee's account. For more detailed information see the Leave <br />Share Policy. <br />NEW Section following FMLA section to address those without FMLA protection but potential ADA <br />and PWFA <br />Personal Medical Leave — Non-FMLA <br />Full time and part time 9102 employees who do not meet the eligibility requirements for FMLA leave <br />based on date of employment and hours worked may be approved to take time off work to deal with <br />their own serious personal medical situation (as defined under FMLA). Medical procedures that do <br />not qualify for FMLA are not eligible under this section. Medical documentation of the health <br />condition is required. Time away may be covered by accrued time or may be under Leave Without <br />Pay (LWOP) and will not exceed 6 weeks. During this time, the county is not required to hold the <br />employee's position and the employee will be responsible for payment of all insurance premiums. This <br />time is not to be added to exhausted FMLA time or to extend time for those who otherwise qualify for <br />FMLA leave. See Extended Sick Leave for use of accruals after exhaustion of FMLA. <br />Recommendations Related to Total Rewards: Time Off Benefits <br />Vacation Tier Changes <br />Page 51 <br />