Policy Text
Page 1 of 9 15/02.1 (Rev 05/12)
Time Off – Medical
The purpose of this General Order i s to provide policies and re quirements concerning
the use of various types of m edical time off from work.
I. Requesting Time Off
A. Employees should request time off as far in advance as possi ble by
completing an absence request form and submitting to his/her su pervisor.
B. Employees must submit a signed, approved absence request for m and
any other pertinent documentat ion with their timesheet.
II. Types of Time Off
A. The table below identifies t he types of medical time off and where you can
read about them in this Order.
Type Page(s)
Family and Medical Leave Act (FMLA) and California
Family Rights Act (CFRA) 1
Leave of Absence 3
Paid Family Leave (PFL) 3
Pregnancy Disability Leave (PDL) 4
Sick Leave 5
State Disability Insurance (SDI) 6
Workers’ Compensation 8
III. Family and Medica l Leave (FMLA) and Ca lifornia Family Righ ts Act (CFRA)
A. Background: The FMLA/CFRA r equire employers to provide up t o 12
weeks job-protected time off, w hether paid or unpaid, for certa in family
and medical reasons. The time off i s applied to any 12 month p eriod.
B. Eligible employees: Employees who have been employed by the County
for at least 12 months, and who have actually worked at least 1 250 hours
during the previous 12-month per iod immediately preceding the
commencement of the leave, are e ligible for FMLA/CFRA leave.
Page 2 of 9 15/02.1 (Rev 05/12) 1. Employees who were employed by a temporary agency and
assigned to the County will have their hours worked in that cap acity
counted as “being employed” by the County and included in
calculation of meeting the total 1250 hours requirement.
C. Leave circumstances:
1. FMLA
a. Birth of a child and to care for the newborn child b. Placement with the employee of a child for adoption or foste r
care
c. Need to care for a child, par ent, or spouse with a serious
health condition
d. A serious health condition that makes the employee unable
to perform the essential func tions of the employee’s job.
e. Military Caregiver : An eligible employee who is the spouse,
son, daughter, parent, or next o f kin of a covered service
member is entitled to take 26 work weeks of leave during a
single 12-month period to car e for a covered service
member with a serious injury or illness. Leave is applied on
a per covered service memb er, per injury basis.
Employees who believe they are entitled to take leave under
this provision of the FMLA s hould contact the Sheriff’s
Department’s FMLA Coordinator in the Human Resources
Office for specifics regarding qua lification, cer tification, et c.
2. CFRA
a. a-b above under FMLA b. Birth of the child of the regi stered domestic partner and to
care for the newborn child of the registered domestic partner
c. Need to care for the register ed domestic partner, or child o f
the registered domestic part ner with a serious health
condition.
D. Stipulations:
1. Employees on FMLA/CFRA leav e for their own or a family
member’s serious health conditi on are required to use, in this order,
all sick leave, vacation, holi day-in-lieu accrual s prior to the
authorization of unpaid leave . Use of CTO is optional.
2. Employees on FMLA/CFRA leav e for bonding with a new child ar e
required to use, in this order, a ll vacation, holiday-in-lieu. Use of
CTO is optional.
3. P.T.O., Unpaid Furlough, Paid Administrative Leave, or any o ther
time off provided fo r by Labor Agreement may not be used to
Page 3 of 9 15/02.1 (Rev 05/12) extend the maximum allowable FMLA/CFRA Leave. Sick Leave (if
applicable), Vacation, HIL, and CT O (optional) balances must be
exhausted prior to the use o f P.T.O., Unpaid Furlough, Paid
Administrative Leave, or any ot her time off provided for by Lab or
Agreement within the ma ximum leave period.
E. Maternity/Adoption Leave Maxi mum and Applicable Leave Balanc es:
1. Time off following birth or adoption shall be limited to the amount of
time mandated by the FMLA/CFRA (i ncluding Parental Leave),
unless extenuating circumstanc es exist. Such cases will be
reviewed on a case-by-case basis.
2. P.T.O., Unpaid Furlough, Paid Administrative Leave, or any o ther
time off provided fo r by Labor Agreement may not be used to
extend the maximum allowable Ma ternity/Adoption Leave. Sick
Leave, Vacation, HIL, and CTO ( optional) balances must be
exhausted prior to the use o f P.T.O., Unpaid Furlough, Paid
Administrative Leave, or any ot her time off provided for by Lab or
Ag