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 6.1 When an employee is absent from work for more than three (3) work days, the supervisor must determine if the event is a FMLA qualifying event as defined in Section 4.4 above. The supervisor must also determine if absences shorter than three (3) work days are FMLA qualifying events. 6.2 The employee must notify the supervisor of the intent to be absent from work for a FMLA 5.7 An employee granted FMLA job protection is required to first use all paid, accrued and accummulated leave before using unpaid leave. When an employee exhausts Sick Leave, paid leave should follow the cascading rule. See the Annual Leave Policy “Section 6.3” on page 196 . Employees who do not wish to exhaust their accrued leave should review applying for Short Term Disability. See the P&C Benefits Book. Short term disability runs concurrent with FMLA. 5.8 FMLA job protection to care for a seriously ill family member or due to the employee’s own serious health condition may be used intermittently. The employee may also reduce hours based on the medical necessity. Military leave for up to twelve (12) weeks because of a qualifying exigency or twenty-six (26) weeks to care for a service member may also be used intermittently. 5.9 FMLA job protection resulting from an employee’s own or family member’s serious health condition will require the employee to furnish medical certification substantiating the health condition at the time the leave is requested. Recertification may be required after ninety (90) days. Recertification may also be required when the employee requests an extension; the circumstances have changed; or the City receives reliable information that causes it to doubt the continuing validity of the existing certification. 5.10 If an employee is on leave without pay during an FMLA qualifying event, the employee is responsible for paying the employee’s portion of insurance premiums and the City will continue to pay its share. Insurance coverage will be terminated if their premium payment is more than thirty days late. The City will provide written notice to the employee that payment has not been received. The City will allow the employee fifteen calendar days from the date of the letter to make payment before coverage ends. 5.11 An employee in a leave without pay status for more than one pay period does not accrue benefits such as sick and annual leave, and the time in a leave without pay status will not be counted toward the employee’s Local Government Employee’s Retirement System (LGERS) service time. An employee on intermittent FMLA and also in a leave with pay status will continue to receive benefits and accrue leave at a prorated amount based on the hours working. 5.12 An employee who uses FMLA job protection is entitled to return to the same position that the employee held when the leave started, or to an equivalent position with equivalent benefits, pay, and other terms and conditions of employment. The City cannot guarantee that an employee will return to the employee’s original job. If at the end of the 12-week FMLA entitlement, the employee is unable to return to work, the department may terminate the employee. A determination as to whether a position is an “equivalent position” will be made by P&C. 6.0 PROCEDURES

F - Leaves of Absence

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