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13.10.2 This policy shall be consistent with the FMLA and adopted regulations, and is not intended to expand upon the rights set forth in said Act or regulations. The Employer will require employees to first use and exhaust all paid leave available to the employee as part of any family medical leave. The employee is required to request, in writing, family medical leave on forms provided by the County, which includes a physician's verification. The County will continue to pay Health & Welfare plans and life insurance consistent with Article 24 of this Agreement during qualified family medical leave. 13.10.3 The employer agrees to follow all other federal and state mandated family leave, such as the Family Leave Act and Family Care Act. 13.11 Worker's Compensation and DRS: The Employer will follow all applicable RCW's, WAC's, and program rules pertaining to Worker's Compensation and DRS service credit buy back for periods of temporary disability. ARTICLE 14 -MILITARY LEAVE 14.1 Every employee covered by this agreement who is a member of the Washington National Guard or of the army, navy, air force, coast guard, or marine corps reserve of the United States, or of any organized reserve or armed forces of the United States shall be entitled to, and shall be granted, military leave of absence from employment for a period not exceeding twenty-one (21) days during each year beginning October 1st and ending the following September 30th., Such leave shall be granted in order that the person may report for active duty, when called, or take part in active training duty in such manner and at such time as he or she may be ordered to active duty or active training duty. Such military leave of absence shall be in addition to any vacation or sick leave to which the employee might otherwise be entitled, and shall not involve any loss of efficiency rating, privileges, or pay. During the period of military leave, the employee shall receive from the Employer the employee's regular rate of pay for their permanent classification. When orders are issued, a copy will be provided to the supervisor prior to leave being taken. ARTICLE 15 -COMPENSATION FOR WITNESS OR JURY DUTY 15.1 An employee shall continue to receive the employee's regular salary for periods of required service as a juror or witness for a work-related case. An employee shall not receive any salary for periods of service as a witness in a civil case or a criminal case in which they are a defendant. The Employer shall pay the difference between the scheduled fees and the employee's hourly wage. The employee shall not be required on his own time to apply for such fees. Employees will be expected to report for work when less than a normal work day is required by such duties. The Sheriff will endeavor to schedule an employee's shift during the day if said employee is selected as a juror and if such accommodation is possible and does not jeopardize police service coverage. 14 Kittitas County Line Deputies 1/1/17 -12/31/21