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41 <br />I <br />3.1 <br />FMLA and Compensatory Time <br />• <br />• <br />3.2 <br />3.3 <br />Employees with a balance of compensatory time must exhaust all compensatory time <br />prior to entering into FMLA. An employee's absence which is paid from the employee's <br />compensatory time account may not be counted against the employee's FMLA leave <br />entitlement. However employees with compensatory balances should still complete an <br />application for FMLA prior to their anticipated absence. <br />Leave Charnes: <br />A. For the birth of a child, the employee must use available sick time and then <br />vacation time, or any portion, then go on leave without pay. This applies to both <br />parents. <br />B. For the adoption of a child, the parents must use available sick time and then <br />vacation time, and then go on leave without pay. <br />C. For the illness of an employee's child, spouse, or parent, the employee must use <br />available sick time then available vacation time, and then go on leave without <br />pay. <br />D. For the employee's illness, the employee must exhaust available sick time and <br />vacation time, before going on leave without pay. <br />E. Periods of paid time and periods of leave without pay count toward the twelve <br />(12) work weeks to which the employee is entitled. <br />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 childbirth or birth related childcare or for adoption <br />except upon prior approval of the Department Director. <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, or because the employee has a serious health <br />condition. If such leave is foreseeable, based upon planned medical treatment, <br />the Department Director may require the employee to transfer temporarily to an <br />available alternative position for which the employee is qualified and that has <br />equivalent pay and benefits and that better accommodates recurring periods of <br />leave. <br />F-4 Family and Medical Leave 3 <br />