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qq <br />B. Benefits: The employee shall be reinstated without loss of benefits accrued <br />e when the leave began. Sick and vacation paid time will continue to accrue during <br />any period of paid leave; however, no sick and vacation paid time will be accrued <br />during any period of leave without pay. <br />C. Health Benefits: The County shall maintain coverage for the employee under <br />the county's group health plan for the duration of leave up to twelve (12) weeks at <br />the level and under the conditions coverage would have been provided if the <br />employee had continued employment. The county may recover the premiums if <br />the employee fails to return after the period of leave to which the employee is <br />entitled has expired for a reason other than the continuation, recurrence, or onset <br />of a serious health condition or other circumstances beyond the employee's <br />control. Family coverage normally paid by the employee will continue to be the <br />responsibility of the employee during the period of paid or unpaid leave. <br />3.7 Interference with Riahts: <br />A. Actions Prohibited: It is unlawful to interfere with, restrain, or deny any right <br />provided by this policy or to discharge or in any other manner discriminate <br />against an employee for opposing any practice made unlawful by this policy. <br />B. Protected Activity: It is unlawful to discharge or in any other manner <br />® discriminate against any employee because the employee does any of the <br />following: <br />1. Files any civil action, or institutes or causes to be instituted any civil <br />proceeding under or related to this policy; <br />2. Gives or is about to give any information in connection with any inquiry or <br />proceeding related to any right provided by this policy; <br />3. Testifies, or is about to testify, in any inquiry or proceeding related to any <br />right provided under this policy. <br />3.8 Enforcement: A violation of or denial of leave requested pursuant to the FMLA is not <br />an adverse action and creates no right of grievance or appeal under this personnel <br />policy. Violations can result in any of the following or a combination of any of the <br />following and are enforced by the U.S. Secretary of Labor: <br />A. U.S. Department of Labor investigation, or <br />B. Civil liability with the imposition of court cost and attorney's fees, or <br />® C. Administrative action by the U.S. Department of Labor. <br />F-4 Family and Medical Leave 6 <br />