City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

Table of Contents A B C D E F H I J K L List of Appendices G 5.6 Any absence that would qualify for coverage under the FMLA is protected by law whether it is designated as FMLA eligible or not and it may not be used as justification for a disciplinary action or adverse employment decision. member who has a serious health condition, or the serious health condition of the employee that makes the employee unable to work. This definition includes workers’ compensation absences. The entitlement to leave for the birth or placement of a child for adoption or foster care will expire twelve (12) months from the date of the birth or placement. Military family leave for up to twelve (12) weeks because of a qualifying exigency or twenty-six (26) weeks to care for an injured service member are also qualifying events. 4.5 Qualifying Exigency - FMLA job protection to help employees manage family affairs when their family members are called to or on covered active duty. 4.6 FMLA Packet - The packet of information sent to an employee once a potential FMLA qualifying event has been identified to include an FMLA letter explaining the reasons the employee is receiving the packet and a letter addressed to the health care provider with instructions for the certification form, Federal form WH-381-Notice of Eligibility and Rights and Responsibilities or certification forms WH-380-F, WH-380-E, WH-384, and WH-385. This packet may be received in a manner of the employee’s choice or by USPS delivery. 5.0 ORGANIZATIONAL RULES 5.1 FMLA job protection may be used by an eligible employee to care for the employee’s child after birth, adoption, placement for adoption or foster care; to care for a member of the employee’s family who has a serious health condition; or for a serious health condition that makes the employee unable to perform the job. Military family leave for up to twelve (12) weeks because of a qualifying exigency or twenty –six (26) weeks to care for a service member is also included. 5.2 An employee may also be eligible for Paid Family Caregiver Leave to use consecutively with FMLA job protection for the birth, adoption, placement for adoption or foster care of a child; and for the serious health condition of a family member. For more information, see the Paid Family Caregiver Leave policy on page 249. 5.3 Any FMLA qualifying event where the employee is absent may be designated as FMLA leave. Employees cannot decline FMLA job protection designation for qualifying events. 5.4 Whenever possible, an employee must give thirty (30) days advance notice of the need to use FMLA job protection. This notice should also include the employee’s intent to return to work date. When circumstances do not allow advance notice, the employee must notify the immediate supervisor as soon as physically possible. 5.5 The supervisor or employee can request FMLA job protection by sending the Request for Family and Medical Leave form to the Department’s designated Benefits Assistant, People & Culture (P&C) Rep or Business Partner. The designated Department Benefits Assistant, P&C Rep or Business Partner will send the appropriate FMLA packet to the eligible employee.

F - Leaves of Absence

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