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ARTICLE 28 <br />LEAVES OF ABSENCE <br />28.1 Jury Duty <br />Employees subpoenaed for jury duty shall receive regular pay for the hours <br />missed from work. Such time shall be considered as time worked for the <br />purpose of calculating overtime. Employees are expected to submit a copy of <br />their subpoena which shall become a part of the personnel file and turn in their <br />jury duty pay stub and a personal check for the amount of the jury duty pay, <br />excluding mileage pay. The check should be made payable to the "IRC Board of <br />County Commissioners" and sent to the Human Resources Department. <br />Employees are expected to stay in touch with their supervisors relative to their <br />court duty and County work schedules to minimize interference with their jobs. If <br />there are three or more hours of the work day prior to reporting for or being <br />released from jury duty, the employee will be expected to be at work. <br />28.2 Witness Duty <br />Employees attending court during their normal working hours as a witness on <br />behalf of a public jurisdiction or as a result of their public employment shall <br />receive regular pay. Employees subpoenaed as witnesses (other than as above) <br />during a criminal or civil trial will not be paid but may charge vacation. <br />Employees who are plaintiffs or defendants in personal litigation not related to <br />their public employment are not eligible for regular pay. Vacation time may be <br />used. <br />28.3 Military Leave <br />An employee may request military leave to serve on active duty in an emergency <br />or required annual duty, and shall be compensated in accordance with state law, <br />and it shall be considered time worked. <br />28.4 Family Medical Leave Act <br />The FMLA establishes the rights of eligible employees to a leave of absence for <br />up to 12 weeks. Eligibility for FMLA leave shall be determined on a rolling twelve <br />(12) month period commencing from the first day FMLA was used for birth, <br />adoption, the care of a family member's serious health condition, or the <br />employee's own serious health condition. It also provides for the continuation of <br />health insurance benefits while on leave and the return of the employee to the <br />same or an equivalent position at the end of the leave. <br />41 <br />