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SUBSTITUTION OF PAID LEAVE: If the reason for the leave is covered by the County's sick or vacation leave policies and the employee has available leave balances, the employee is required to use accrued sick and vacation leave if applicable while taking FMLA leave (unless on workers. compensation or County sponsored disability benefit). Once paid leave is exhausted, the employee will go on an unpaid leave for the remainder of the FMLA leave period. Qualifying absences, whether paid leave and unpaid leave, count toward the 12 or 26 workweek limit. FMLA leave designation is based on an FMLA qualified reason for the leave, and is not determined by paid or unpaid leave status. FMLA WHILE ON WORKERS COMPENSATION OR OTHER COUNTY SPONSORED DISABILITY BENEFIT Leave taken while receiving a County sponsored disability benefit (AFLAC) or leave due to a workers compensation absence will be counted as FMLA leave if it meets the above criteria fora serious health condition. This leave would run concurrently with FMLA leave, and the employee will not be required to use paid sick or vacation leave while the employee is receiving disability pay or wage loss through workers compensation. The employee may elect to supplement his pay up to his normal wages (combined total), with eligible sick or vacation leave if sufficient leave balances are available. BENEFITS DURING FMLA LEAVE Health care benefits will be maintained during FMLA leave. The employee must continue to pay the employee's share of premiums whether on paid or unpaid leave. If an employee falls more than 30 days behind in insurance payment, coverage may be. canceled. In addition, if an employee fails to return to work at the expiration of the FMLA leave, under certain conditions, the County may recover any premiums it paid on the employee's behalf in order to maintain coverage. STATUS AND INTENT TO RETURN TO WORK FROM FMLA LEAVE Consistent with other types of leave and absences from work, the employee on FMLA leave may be required to report periodically on the employee's status and intent to return to work. RETURN FROM LEAVE At the conclusion of the FMLA leave period, the employee will be restored to the same or equivalent position held prior to the FMLA leave, unless the employee would not have P83 SECTION NUMBER EFFECTIVE DATE ADMINISTRATIVE HUMAN POLICY RESOURCES AM -702.2 7/11/2017 SUBJECT PAGE MANUAL FAMILY AND MEDICAL LEAVE FMLA 6 of 7 SUBSTITUTION OF PAID LEAVE: If the reason for the leave is covered by the County's sick or vacation leave policies and the employee has available leave balances, the employee is required to use accrued sick and vacation leave if applicable while taking FMLA leave (unless on workers. compensation or County sponsored disability benefit). Once paid leave is exhausted, the employee will go on an unpaid leave for the remainder of the FMLA leave period. Qualifying absences, whether paid leave and unpaid leave, count toward the 12 or 26 workweek limit. FMLA leave designation is based on an FMLA qualified reason for the leave, and is not determined by paid or unpaid leave status. FMLA WHILE ON WORKERS COMPENSATION OR OTHER COUNTY SPONSORED DISABILITY BENEFIT Leave taken while receiving a County sponsored disability benefit (AFLAC) or leave due to a workers compensation absence will be counted as FMLA leave if it meets the above criteria fora serious health condition. This leave would run concurrently with FMLA leave, and the employee will not be required to use paid sick or vacation leave while the employee is receiving disability pay or wage loss through workers compensation. The employee may elect to supplement his pay up to his normal wages (combined total), with eligible sick or vacation leave if sufficient leave balances are available. BENEFITS DURING FMLA LEAVE Health care benefits will be maintained during FMLA leave. The employee must continue to pay the employee's share of premiums whether on paid or unpaid leave. If an employee falls more than 30 days behind in insurance payment, coverage may be. canceled. In addition, if an employee fails to return to work at the expiration of the FMLA leave, under certain conditions, the County may recover any premiums it paid on the employee's behalf in order to maintain coverage. STATUS AND INTENT TO RETURN TO WORK FROM FMLA LEAVE Consistent with other types of leave and absences from work, the employee on FMLA leave may be required to report periodically on the employee's status and intent to return to work. RETURN FROM LEAVE At the conclusion of the FMLA leave period, the employee will be restored to the same or equivalent position held prior to the FMLA leave, unless the employee would not have P83