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4'a-, <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 />3.4 Employee Responsibility: <br />A. The employee shall apply in writing to the supervisor for leave requested under <br />this policy as follows: <br />1. Birth or adoption - the employee shall give the County no less than thirty <br />(30) days notice, in writing, of the intention to take leave, subject to the <br />actual date of the birth or adoption. If the date of the birth or adoption <br />requires leave to begin in less than thirty (30) days, the employee shall <br />provide such notice as is practicable; <br />2. Planned medical treatment - when the necessity for leave to care for the <br />employee's child, spouse, or parent, or because the employee has a <br />serious health condition, the employee must make a reasonable effort to <br />schedule the treatment so as not to unduly disrupt operations, subject to <br />the approval of the employee's health care provider or the health care <br />provider of the employee's child, spouse, or parent. The employee must <br />also give thirty (30) days notice if practicable of the intention to take leave. <br />® B. Lee County may designate leave as FMLA after the fact if: <br />1. The County has preliminarily designated leave (at the time it begins) as <br />FMLA leave and is awaiting medical certification; or <br />2. The County is unaware that some or all of an absence was taken for <br />an FMLA reason and learned of the event after the employee returns <br />to work, provided the leave is designated as such within TWO <br />business days after the employee's return. <br />C. If an employee fails to provide in a timely manner a requested medical <br />certification to substantiate the need for FMLA leave due to a serious health <br />condition, the County may delay continuation of FMLA leave until the <br />employee submits a certification. If the employee fails to produce the <br />certification, the time will not be counted toward FMLA leave. <br />D. Upon returning to work from FMLA leave if an employee fails to provide a <br />requested physician's note to return to work, the County may delay <br />restoration to work until the employee submits the note. <br />E. If the employee will not return to work after the period of leave, the County should <br />be notified in writing immediately. Failure to report at the expiration of the leave, <br />unless an extension has been requested, will be considered as a resignation. <br />F4 Family and Medical Leave 4 <br />