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6 5 8 <br />C. For the illness of an employee's child, spouse, or parent, the employee must use <br />• available compensatory time, and then sick time, then available vacation time, <br />and then go on leave without pay. <br />D. For Qualifying Exigency, the employee must use available compensatory time, <br />and then sick time, and then available vacation time, and then go on leave <br />without pay. <br />E. For Military Caregiver Leave, the employee must use available compensatory <br />time, and then sick time, and then available vacation time, and then go on leave <br />without pay. <br />F. For the employee's illness, the employee must exhaust available compensatory <br />time, and then sick time, and vacation time, before going on leave without pay. <br />G. Periods of paid time and periods of leave without pay will count toward the twelve <br />(12) work weeks to which the employee is entitled. <br />H. FMLA is not available for colds, stomach viruses, the flu or similar conditions, <br />unless they require inpatient care or continuing treatment by a healthcare <br />provider. <br />• 3.2 Intermittent Leave or Reduced Work Schedule: <br />A. Pursuant to this policy, the employee may not take leave intermittently or on a <br />reduced work schedule for foster care or birth related childcare or for adoption <br />except upon prior approval of the County Manager's office. <br />B. When medically necessary, the employee may take leave intermittently or on a <br />reduced schedule to care for the employee's child, spouse, or parent who has a <br />serious health condition, because the employee has a serious health condition or <br />to care for a covered service member with a serious injury or illness. If such <br />leave is foreseeable, based upon planned medical treatment, the Department <br />Director may require the employee to transfer temporarily to an available <br />alternative position for which the employee is qualified and that has equivalent <br />pay and benefits and that better accommodates recurring periods of leave. <br />C. When an employee is on a reduced work schedule, the time not worked is <br />counted against the total twelve (12) workweeks. <br />D. When an employee is on a reduced work schedule and is unable to work <br />overtime, the overtime not worked counts against FMLA entitlement. <br />• <br />F-4 Family and Medical Leave 4 <br />