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14.4 Whenever an employee is on vacation or annual leave and becomes sick <br />or disabled so as to prevent his employment if required to work, he may charge <br />such absence to his accumulated sick leave account by satisfactory notice at the <br />time of sickness or disability to the Employer. The scheduled time off shall be <br />deferred to a later date. <br />14.5 The Employer may require a doctor's certificate upon said employee's <br />return to work if: <br />1} The employee is absent from work three (3) consecutive days or more; <br />or, <br />2} The employer has observed a pattern of use that may indicate misuse <br />of leave <br />14.6 Any employee found to have abused the provisions of sick leave privilege <br />by falsification or misrepresentation may be subject to disciplinary action. <br />14.7 Insurance Continuation By Employee: An employee who is absent from <br />work shall be responsible for payment of the Employer and the employee's <br />portion of the premium for health care insurance programs during months in <br />which the employee has no compensation owing (i.e. for work performed or <br />through use of accumulated sick, vacation, or other paid leave), with the <br />exception of FMLA-qualified leave without pay (see 14.9). This provision is <br />conditioned by any restrictions, limitations, or prohibitions by the insurance <br />carriers or the Washington Counties' Insurance Fund's procedures and guidelines, <br />then no such opportunity or benefit will be provided. Should the Employer be <br />required to terminate coverage, the employee will be offered COBRA. <br />14.8 Leave Sharin g: Employees may share leave with other County employees <br />as provided by the -Kittitas County Shared Leave Policy. <br />14.9 Family M edica l Leave Act (F M LA): Under the terms of the Family Medical <br />Leave Act, employees may request leave without pay under the following <br />conditions: <br />1. For the birth of a son or daughter, and to care for the newborn child; <br />2. For placement with the employee a son or daughter for adoption or <br />foster care; <br />3. To care for the employee's spouse, son, daughter or parent with a <br />serious health condition; and, <br />4. Because of a serious health condition that makes the employee unable <br />to perform the functions of the employee's job. <br />14.9.1 Consistent with FMLA and adopted regulations, eligible employees <br />are entitled to request leave without pay for up to twelve (12) work weeks <br />-9 -