HomeMy WebLinkAboutDocumentation_Regular_Tab 10_10/12/2017 . • •
Memo
To: Michael R Couzzo, Jr.,Village Manager
From: Merlene Reid, HR Director ,
Date: October 3, 2017
Re: Personnel Policy Revision
The Human Resources department is requesting approval to amend the Leave of
Absence policy for the reasons outlined below:
Policy Change Summary
Leave of Absence This policy is being amended to address the process involved
5.8 when the �Ilage Manager is the employee requesting a Leave
of Absence. As it currently stands, the policy only address
employees below the level of Village Manager.
VILLAGE OF TEQUESTA
PERSONNEL POLICY
consideration.
TITLE: LEAVE OF ABSENCE A regular, full-time employee may be gtanted a leave
of absence without pay not to exceed ninety(90)days
POLICY: 5.8 for non-medical purposes. Non-medical leave is
unpaid leave time for career advancement, personal
EF`FECTIVE: July 1,2004 or family situations. Such leaves may be granted
after vacation, personal and compensatory accruals
REVISED: November 8,2007 have been exhausted. Sick leave accruals may not be
September 8,2011 used for non-medical leaves.
October 12,2017
A medical leave of absence without pay may be
PAGES: 2 granted for a period, which when combined with
other leaves, may not exceed six months. For
unionized employees, the provisions of their union
CONTENTS: This policy consists of the following contract limit ma�cimum time off. Medical leave of
numbered sections: absence without pay may be used for
disability/illnesses (including maternity-related
I. Policy Statement disabilities) which eatend beyond the period of
accrued sick leave and FMLA eligibility. (Vacation
PURPOSE: accruals must also be used before starting a medical
leave of absence without pay, after sick leave
1) To establish procedures by which a regular, accruals are exhausted.)
full-time employee, with over twelve (12)
months of continuous service, may request a Requests for medical leave of absence without pay
leave of absence from employment with the must be accompanied by documentation from the
Village;
employee's attending physician. All leave without
2) To establish conditions of which approved Pay requests, both medical and non-medical, will be
requests for leave of absence are administered. routed to the respective Department Head for
approval (or to the Village Council in the case of a
1. POLICY SATEMENT• request made by the Village Manager). Under no
� circumsta�ces may an employee use unpaid leave of
Requests for leave of absence without pay shall be in absence to work for another employer or to pursue
writing and shall state specifically the reasons for the self-employment. Unpaid leave is designed to
request, the date desired to begin the leave, and the accommodate employees who have critical personal
date of return. The request shall normally be situations only.
submitted by the employee to the affected
Department Head. T'he Department Head shall No sick leave,holiday,vacation benefits or any other
recommend to the Village Manager whether the �nge benefits shall accrue while the employee is on
request should be granted, modified, or denied. The �Y leave of absence without pay. Any employee on
Village Manager shall then make a decision based az► approved leave of absence without pay may
upon the best interest of the Village, giving due continue his or her medical, dental, life insurance
consideration to the reasons given by the employee, �verage and any other benefit by paying the full cost
and the requirements of any applicable State and to the Village in advance for each month, or portion
Federal laws.In the event that the Village Manager is thereof of which he or she is absent, subject to
the person requesting the leave of absence, the limitations set by the insurance carrier.
requested will be submitted to the Village Council for
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Upon expiration of the leave of absence, the
employee shall be reinstated in the position held at
the time the leave was granted or another equivalent
position. Return from a medical leave of absence
requires a health caze provider's release.
Upon extenuating circumstances, the Village
Manager may grant an eactension of a leave period for
an employee upon written request by the requesting
employee. The Village Council may grant an
e�ctension of a leave period for the Village Manager
upon written request by the Village Manager. Any
extension however may not exceed the six months
provision outlined above, nor any union contract
provision limiting ma�cimum time off the job, and
will be based on departmental as well as employee
considerations.
Employees who fail to return to work on the date
specified in the leave request, without receiving an
extension in advance, are considered to have
abandoned their job.
APPROVAL:
MICHAEL COUZZO,MANAGER
TEQUESTA,FLORIDA
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