Page 31 - Personnel Policy and Procedures Manual

FMLA leave may be taken intermittently or on a reduced work schedule basis. If FMLA leave is taken
intermittently or on a reduced schedule basis, then Augusta, Georgia may require the employee to transfer
temporarily to an available alternative position with an equivalent pay rate and benefits, including a part-
time position, to better accommodate recurring periods of leave due to foreseeable medical treatment Every
employee is obligated to make a reasonable effort to schedule medical treatment so as not to unduly interrupt
Augusta, Georgia operations. Any employee who needs an intermittent or reduced schedule leave shall
submit an application for such leave on a form supplied by Augusta, Georgia at the time described above.
The employee shall also, within the time limits set forth, furnish Augusta, Georgia with the proper medical
certification on Form WH-380-E, which will be supplied by Augusta, Georgia, regarding the need for such
intermittent or reduced schedule leave. As in the case for other FMLA leaves, Augusta, Georgia may require
a second or third medical certification. Prior to the commencement of any intermittent or reduced schedule
leave, the employee requesting intermittent or reduced scheduled leave must advise Augusta, Georgia of
the reasons why the intermittent/reduced scheduled leave is necessary and of the schedule for treatment, if
applicable. The employee and Augusta, Georgia shall attempt to work out a schedule for such leave that
meets the employee’s needs without disrupting Augusta, Georgia operations.

E. Employee Notice Requirement:

Employees are required to provide Augusta, Georgia with sufficient information to make it aware that the
employee needs FMLA-qualifying leave, and the anticipated timing and duration of the leave. Sufficient
information may include the following: that the employee is unable to perform his or her job functions; that
the employee’s family member is unable to perform his or her daily activities; that the employee or his or
her family member must be hospitalized or undergo qualifying continuing treatment; or the circumstances
supporting the need for military family leave. When an employee seeks leave due to a FMLA-qualifying
reason for which Augusta, Georgia has previously provided FMLA-protected leave, the employee must
specifically reference the qualifying reason for the leave and the need for “FMLA” leave.

If the need for leave is foreseeable, the employee is required to provide such notice to the Human Resources
Department at least thirty (30) days before the commencement of the leave, unless impracticable to do so
under the circumstances, in which case notice must be given as soon as possible, generally the same or the
next business day. The employee also must follow any Augusta, Georgia policy requiring advance notice,
reasons for leave and anticipated start and duration of the leave. Failure to provide advance notice or follow
Augusta, Georgia policy when the need for leave is foreseeable may result in delay or denial of FMLA
leave. If the leave is not foreseeable, the employee must provide notice to Augusta, Georgia of need for
leave as soon as practicable, and must follow Augusta, Georgia’s normal call-in procedures, as set forth in
Chapter 1 of this Manual. Failure to follow Augusta, Georgia’s call-in procedures, absent unusual
circumstances, will result in delay or denial of the leave. In case of planned medical treatment for a serious
health condition, the employee is required to make a reasonable effort to schedule the treatment so as not
to disrupt the operations of Augusta, Georgia.

Employees are required to give additional notice as soon as practicable whenever there is a change in the
dates of scheduled leave. Augusta, Georgia requires that the employee’s health care provider complete a
fitness-for-duty certification that specifically addresses whether the employee is able to perform the
essential functions of his or her job before the employee can return to work. If Augusta, Georgia has a
“reasonable safety concern,” it may also require periodic fitness-for-duty certifications prior to the
employee’s return from intermittent FMLA leave, up to once every thirty (30) days. A “reasonable safety
concern” means a reasonable belief of significant risk of harm to the individual employee or others.

Upon receiving sufficient notice of an employee’s need for FMLA-qualifying leave, Augusta, Georgia will

All Rights Reserved – As approved by the Commission on 05-07-2019 31 | P a g e