Agenda Package - 02-16-09 - Laserfiche WebLink

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G59 E. Qualifying exigency leave may be taken on an intermittent or reduced leave • schedule basis. F. If an employee needs leave intermittently or a reduced schedule for planned medical treatment, the employee must consult with the employer before scheduling the treatment in order to work out a schedule that meets the needs of both the employee and the County, subject to the approval of the health care provider. 3.3 Employee Responsibility: A. The employee must provide notice of FMLA to the Human Resources Department and the Department Director using the following guidelines: 1. Birth or adoption - the employee shall give the County no less than thirty (30) days notice, in writing, of the intention to take leave, subject to the actual date of the birth or adoption. If the date of the birth or adoption requires leave to begin in less than thirty (30) days, the employee shall provide such notice as is practicable; 2. Planned medical treatment - when the necessity for leave to care for the . employee's child, spouse, or parent, or because the employee has a serious health condition, or the planned medical treatment of a covered service member, the employee must make a reasonable effort to schedule the treatment so as not to unduly disrupt operations, subject to the approval of the employee's health care provider or the health care provider of the employee's child, spouse, or parent. The employee must also give thirty (30) days notice if practicable of the intention to take leave. 3. An employee shall provide at least verbal notice sufficient to make the employer aware that the employee's needs are FMLA qualifying, and the anticipated timing and duration of the leave. Depending on the situation, such information may include that a condition renders the employee unable to perform the functions of the job, that the employee or employee's covered family member is under the continuing care of a health care provider. If the leave is due to a qualifying exigency, that a covered military member is on active duty or call to active duty status, and that the requested leave is for one of the reasons listed under §825.126(a). 4. It is the sole responsibility of the employee to ensure that all documents and certifications are completed and submitted to Human Resources in a • timely manner and by due date. The employee is solely responsible for F-4 Family and Medical Leave 5