Page 34 - Personnel Policy and Procedures Manual

4. Furnished the Human Resources Department with a medical certification of the employee’s ability
to return to work and to perform the essential functions of the job; and
5. Returned to work immediately upon expiration of the FMLA leave.

Failure to call the Human Resources Department weekly, to provide the required medical recertification or
to return to work immediately upon expiration of a FMLA leave may result in termination of the employee.
Failure to furnish a fitness-for-duty certification of the employee’s ability to return to work and to perform
the essential functions of the job may result in the delay of job restoration or the termination of the employee.

I. Questions:
Questions about this policy or eligibility for FMLA leave should be directed to the Human Resources
Department.

Section 100.031 Leave of Absence Without Pay

If an employee has exhausted his or her Annual Leave and Sick Leave, the employee may be granted a
leave of absence without pay (LWOP) for circumstances for covered by FMLA. If an employee has a
medical condition which does not qualify under FMLA or an employee has exhausted FMLA leave, the
employee cannot perform the duties of his or her position, and it does not create an undue hardship on
Augusta, Georgia, the Department Director has the option to place the employee on Leave Without Pay for
additional ninety (90) days with a doctor’s certification that the employee will be able to resume full duty
at the end of the ninety (90)-day period. Within thirty (30) days of the end of the extension, the employee
must be released from Doctor’s care with the recommendation that they are fit for duty and can return to
work. However, if the employee passes a fitness for duty test prior to the end of the ninety (90)-day period,
then the employee must return to work within three (3) days of being certified to return to work.

If the employee cannot produce a fitness for duty, the employee may be granted a last extension with the
approval of the Department Director, HR Director and Administrator. This extension may only be granted
if the employee is applying for Long-Term Disability, Disability Retirement or if the Doctor can confirm
the employee should be able to return to work within six (6)-month period of the extension. The employee
must present evidence of being fit for duty to return to work at the end of the six (6) - month period. If the
employee is unable to return to work, no further extensions will be given and the employee will be
administratively terminated but will normally be eligible for rehire.

Leaves of absence without pay may be granted for the following reasons -
• Employee's illness or injury - physician's statement required indicating when employee should
possible return to work in order to use the Annual Leave or Sick Leave within this period;

• Illness in immediate family - illness of spouse, child, or parent supported by physician's statement
stating need;

• Voluntary Advanced Training - to upgrade the individual for the position held or promotional
opportunities.

Section 100.032 LWOP Regulations

All departments are required to adhere to the following regulations –

All Rights Reserved – As approved by the Commission on 05-07-2019 34 | P a g e