policy manual 10 2015

City of Greensboro Personnel Policy Manuał

4.4 Benefit Eligible - Full time and part time employees who are eligible for coverage and participation in the City’s benefit programs in addition to legally mandated coverage. See the appendix document, Position Types on page 414. 4.5 Other (Not Benefit Eligible) Employee - An employee assigned to a position designated roster (RP), seasonal temporary (ST), or special project (SP) who is eligible for salary and mandated benefits only. See the appendix document, Position Types on page 414. 5.0 ORGANIZATIONAL RULES 5.1 FMLA - The Family and Medical Leave Act (FMLA) is a Federal law that requires the City to provide up to 12 weeks of unpaid, job-protected leave to eligible employees to care for the employee’s child after birth. If both the mother and father of the child work for the City, the FMLA is a shared benefit. A. An employee is eligible for FMLA if he/she has worked for the City for at least one year and for 1,250 hours over the previous 12 months. Both benefit eligible and other (not benefit eligible) employees are entitled to this unpaid time off if they meet the FMLA eligibility requirements. B. The FMLA allows employers/employees to substitute paid leave for unpaid FMLA leave. Benefit eligible employees may use paid leave in some FMLA events covered by this policy as outlined below. C. If the FMLA leave is used for the purpose of the birth of a child, and both spouses work for the City, a combined total of 12 work weeks of FMLA leave may be used during a 12 month period. See the Family and Medical Leave Act (FMLA) policy on page 203. D. Supervisors must invoke FMLA for all events covered by this policy according to the policies in Policy F-6, Family and Medical Leave. See the Family and Medical Leave Act (FMLA) policy on page 203. E. The City requires for FMLA qualifying events that the paid leave and FMLA eligibility run concurrently. F. Any absence that would qualify for coverage under the FMLA is protected by law whether it is designated as FMLA leave or not and it may not be used as justification for a corrective action. 5.2 Maternity Leave A. When an employee gives birth she is eligible for up to 12 weeks of unpaid FMLA leave for maternity purposes. Some of the leave may be paid time off as detailed below. B. When an employee gives birth, she is entitled to temporary disability as defined in Section 4.2 above. The entire period of temporary disability may be paid time-off if the employee’s

Table of Contents A B C D E F H I J K L TableofContents G

F - Leaves of Absence

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