Page 30 - Personnel Policy and Procedures Manual

f. Rest and recuperation – to spend up to five (5) days with a Covered Military Member who
is on short-term, temporary rest and recuperation leave;
g. Post-deployment activities – to attend ceremonies and reintegration briefings for a period of
ninety (90) days following the termination of the Covered Military Member’s active duty
status; and to address issues arising from the death of a Covered Military Member ; and/or
h. Other activities that Augusta, Georgia and employee agree qualify as an exigency.

B. Reasons for FMLA Leave:

An Eligible Employee is entitled to a total of twelve (12) weeks of unpaid leave during each Leave Year in
the event of one or more of the following:

1. The birth, adoption or placement for foster care of a son or daughter of the employee and to care for
such child. (Leave must be taken during the twelve (12) month period following the birth or
placement, and must be taken in a single consecutive period and may not be taken intermittently or
on a reduced schedule.)
2. A serious health condition of a qualifying family member, i.e. spouse, son, daughter or parent of the
employee, if the employee is needed to care for such family member.
3. A serious health condition of the employee that makes the employee unable to perform any one or
more of the essential functions of his or her job.
4. Any “qualifying exigency” arising out of the fact that an employee’s spouse, parent, son or daughter
is on active duty or has been called to active duty in the Armed Forces in support of a contingency
operation.

An Eligible Employee is entitled to a total of twenty-six (26) weeks of unpaid leave during a single twelve
(12) month period to care for a parent, son, daughter, spouse or next of kin who is a Covered
Servicemember, regardless of whether the employee has taken leave for another FMLA qualifying reason
in the past twelve (12) months.

Any leave taken under one or more of these circumstances will be counted against the employee’s total
entitlement to FMLA leave for that Leave Year.

C. Paid Leave Benefit Coordination with FMLA Leave:

FMLA leave under this policy is generally unpaid leave. If, however, the employee is eligible for any paid
leave under any other benefit programs such as Annual Leave or Sick Leave, the employee will be required
to exhaust the paid leave upon the commencement of, and concurrently with, FMLA leave (unless the
employee’s own serious health condition has caused the leave and the employee is receiving workers’
compensation benefits). Paid leave will run concurrently with and be counted toward the employee’s total
twelve (12) week or twenty-six (26) week period of FMLA leave. Employees on leave that qualifies both
as workers’ compensation and FMLA leave who are offered a light duty position will have the option of
remaining on FMLA leave without pay (and foregoing the light duty position and additional workers’
compensation benefits) or accepting the light duty position. If the employee accepts the light duty position,
then the employee’s right to job restoration (as described below) runs through the end of the applicable
Leave Year. If the employee accepts light duty, then he or she retains the right to be restored to the same
position the employee held at the time his or her FMLA leave commenced or to an equivalent position.

D. Intermittent or Reduced Scheduled Leave:

All Rights Reserved – As approved by the Commission on 05-07-2019 30 | P a g e