Agenda - 05-18-2010 - 4o - Laserfiche WebLink

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%~~~~- ~ Orauge County Personnel Rules and Regulations Effective Date: May 17, 2010 4 Family and Medical Leave I. ORDINANCE Arllcle IY, Section I4 Fafnily and Medical Leave 14.1 In accordance with the provisions of the Family and Medical Leave Act (FMLA) of 1993 and any amendments thereto, Orange County will provide qualified employees up to twelve weeks of unpaid leave in a 12-month period for specified famil}= and medical reasons, or for any "qualifying exigency" arising out of the fact that a covered military member is on active duty, has been notified of an impending call for duty or is ordered to active duty, in support of a contingency operation, or to take up to 26 weeks of job- protected leave in a single 12-month period to care for a covered service member with a serious injury or illness. 14.2 An employee may take up to tluee days of consecutive paid leave for the birth or adoption of his or her child during the child's first week of life or first week in the home or for the fostering of a child under the age of five during the child's first week in the home. 14.3 The County Manager will provide Rules and Regulation to carry out the purpose of this section of the Ordinance. IL AUTHORITY The purpose of this rule is to implement and give effect to Article IV, Section 14.0 of the Orange County Personnel Ordinance, Family and Medical Leave. These Administrative Rules and Procedures provide for consistent application of the Ordinance to ensure that Orange County employees are treated in a manner that equals or exceeds the requirements of the Family and Medical Leave Act, and any amendments thereto. III. RULE The Orange County Family and Medical Leave (hereinafter "FML") section of the Persormel Ordinance provides employees, who have worked for Orange County for a total of 12 months and have worked for Orange County at least 1,250 hours over the previous 12 months to take up to a total of 12 workweeks of unpaid leave during any 12-month period for one or more of the following reasons: • for the birth and care of a newborn child of the employee; • for placement with the employee of a son or daughter for adoption or foster care; • to care for a spouse, son, daughter, or parent with a serious health condition; • to take medical leave when the employee is unable to work because of a serious health condition; or • for qualifying exigencies arising out of the fact that the employee's spouse, son, daughter, or parent is on active duty or call to active duty status in support of a contingency operation. • Emplo}=ees may also take up to 26 weeks ofjob-protected leave in a single 12-month period to care for a covered service member with a serious injury or illness. Issue Hate: May 17, 2010 Page 1