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otherwise been employed at the time of reinstatement (e.g., due to an intervening reduction. in force or discharge for misconduct or poor performance). The County reserves the right not to rehire a "key" employee if rehire would cause substantial economic harm to its business. Key employees are generally those in the top 10% of compensation. RETURN TO WORK FITNESS FOR DUTY CERTIFICATION An employee who takes leave for his own serious health condition will be required, as a condition of return to work, to obtain and provide certification that the employee is able to perform the essential functions of his job and identify if there are any work restrictions. The cost of the Fitness -for -Duty Certification is paid by the employee. The County may delay or deny restoration to employment if a Fitness -for -Duty Certification is not provided. The County will request a Fitness -for -Duty Certification for leave taken on an intermittent or reduced -leave schedule basis, if reasonable safety concerns exist regarding the employee's ability to perform his duties based on the serious health condition for which the employee took leave. TAKING MORE THAN ALLOWED LEAVE If an employee is unable to return to work after the FMLA leave ends, the employee may request a leave of absence consistent with County policy AM -703.1 LEAVE OF ABSENCE. This written request needs to be submitted prior to the expiration of the FMLA leave. The decision to approve the leave will be based on the likelihood of the employee's return to the position held prior to taking leave. Eligible employees with a disability may request alternate placement into an available vacant position for which they qualify if they are able to perform the essential functions of that position. If an employee is unable to return to work within a reasonable time frame, the employee may be dismissed from employment. JASON E. BROWN DATE: P84 SECTION NUMBER EFFECTIVE DATE ADMINISTRATIVE HUMAN POLICY RESOURCES AM -702.2 7/11/2017 SUBJECT PAGE MANUAL FAMILY AND MEDICAL LEAVE FMLA 7 of 7 otherwise been employed at the time of reinstatement (e.g., due to an intervening reduction. in force or discharge for misconduct or poor performance). The County reserves the right not to rehire a "key" employee if rehire would cause substantial economic harm to its business. Key employees are generally those in the top 10% of compensation. RETURN TO WORK FITNESS FOR DUTY CERTIFICATION An employee who takes leave for his own serious health condition will be required, as a condition of return to work, to obtain and provide certification that the employee is able to perform the essential functions of his job and identify if there are any work restrictions. The cost of the Fitness -for -Duty Certification is paid by the employee. The County may delay or deny restoration to employment if a Fitness -for -Duty Certification is not provided. The County will request a Fitness -for -Duty Certification for leave taken on an intermittent or reduced -leave schedule basis, if reasonable safety concerns exist regarding the employee's ability to perform his duties based on the serious health condition for which the employee took leave. TAKING MORE THAN ALLOWED LEAVE If an employee is unable to return to work after the FMLA leave ends, the employee may request a leave of absence consistent with County policy AM -703.1 LEAVE OF ABSENCE. This written request needs to be submitted prior to the expiration of the FMLA leave. The decision to approve the leave will be based on the likelihood of the employee's return to the position held prior to taking leave. Eligible employees with a disability may request alternate placement into an available vacant position for which they qualify if they are able to perform the essential functions of that position. If an employee is unable to return to work within a reasonable time frame, the employee may be dismissed from employment. JASON E. BROWN DATE: P84