Page 27 - Personnel Policy and Procedures Manual

• The day after the date on which the person fails to return to (or apply for) a position of employment
as described in the applicable provision of the Uniformed Services Employment and Reemployment
Rights Act of 1994.

If the employee cancels his or her health and dental coverage while on leave, upon reemployment, the
employee must notify Augusta, Georgia within thirty-one (31) days of returning to work of his or her
reenrollment in the health and dental plans in which he or she was enrolled prior to the leave.

Augusta, Georgia will continue to provide Basic Term Life Insurance coverage during the military leave
until such time as any legal obligation to restore the employee to employment expires. The employee and
dependents may continue enrollment in the supplemental life, dependent(s) or personal accident insurance
by paying the monthly premium(s).

Disability Insurance

Eligibility for participation in the Long-Term Disability plan terminates at the beginning of the unpaid leave.

Retirement Plan

An employee’s service in the military must be counted in determining his or her vested interest and accrued
benefits in the Retirement Plan only to the extent required to do so under the law. (USERRA Regulations,
20 CFR & 1002.259, 260, 261, 262)

Section 100.027 Workers’ Compensation

An employee who is temporarily disabled because of an injury or illness sustained directly in the
performance of his or her work may be covered by the provisions of the Georgia Workers' Compensation
Act. Any leave on account of the employee's serious health condition, whether or not work related, will be
treated as Family and Medical Leave.

Firefighters who are injured "in the line of duty" will be salary-continued in lieu of receiving workers'
compensation benefits for no longer than 270 calendar days. "In the line of duty" means while on duty and
while responding to or returning from a fire or other emergency or performing duties intended to protect
life and property.

Section 100.028 Disabilities not Covered by Workers’ Compensation

An employee who becomes temporarily disabled, from a non-work-related injury or illness, shall be allowed
to exhaust his or her accrued sick leave, annual leave, and compensatory time off. Any leave on account
of the employee's serious health condition will be treated as Family and Medical Leave. If FMLA has been
exhausted, the Administrator or HR Director upon recommendation of the Department Director may
specifically authorize the extension of leave without pay in accordance with the LWOP provisions of this
Manual.

Section 100.029 Maternity Leave

Maternity leave is a period of approved absence for incapacitation related to pregnancy and confinement.
Maternity leave may be charged to any combination of sick leave, annual leave, and leave without pay.

All Rights Reserved – As approved by the Commission on 05-07-2019 27 | P a g e