Page 28 - Personnel Policy and Procedures Manual

Maternity leave will be treated as Family and Medical Leave.

The employee desiring maternity leave should notify their Department Director. Such notification shall
include a written statement from the attending physician specifying the approximate date of birth.

An employee will be permitted to continue work so long as the conditions of the pregnancy do not adversely
impair work performance or health. Together, the employee desiring maternity leave and the Department
Director will determine the day maternity leave begins. The decision shall take into consideration the written
medical opinion of the employee's physician, the nature of the job in terms of physical stress, and the
employee's ability to perform normal job duties with full efficiency.

An employee shall be granted leave without pay for maternity purposes. Upon returning to work following
maternity leave, the employee must present to the Department Director a medical statement from a certified
physician stating that the employee has been released to return to work.

Section 100.030 Family and Medical Leave

Augusta, Georgia has adopted this policy to implement the terms of the Family and Medical Leave Act of
1993 (FMLA). Eligible employees are entitled to family and medical leave on the terms and conditions
stated in this policy, the regulations issued by the Department of Labor under the FMLA and in Augusta,
Georgia’s other applicable leave policies.

A. Definitions:

For purposes of this policy, the following definitions apply:

1. “Eligible Employee” means an individual who has been employed by Augusta, Georgia for at least
twelve (12) months, has worked at least 1,250 hours during the twelve (12) month period
immediately preceding the commencement of the requested leave.

2. “FMLA Leave” means leave that qualifies under the Family and Medical Leave Act of 1993, as
amended by the National Defense Authorization Act of 2008, Pub. L. 110-181, and the Department
of Labor’s regulations and is designated by Augusta, Georgia as so qualifying.

3. “Leave Year” means the twelve (12) month period measured backward from the date an employee’s
leave commenced.

4. “Serious Health Condition” means an illness, injury, impairment or physical or mental condition
that involves either inpatient care or continuing treatment by a health care provider.

5. “Inpatient Care” means an overnight stay in a hospital, hospice or residential medical care facility,
including a period of incapacity or any subsequent treatment in connection with the inpatient care.

6. “Continuing Treatment” includes any one or more of the following:

a. A period of incapacity of more than three (3) consecutive, full calendar days, and any
subsequent treatment or period of incapacity relating to the same condition, that also
involves:

All Rights Reserved – As approved by the Commission on 05-07-2019 28 | P a g e