b. Personnel policy (FMLA)-amended

SUBJECT: FAMILY MEDICAL LEAVE ACT 6.02 EFFECTIVE DATE: April 3, 2000 PAGE 2 OF 6 Designation of Family Medical Leave Employees seeking FML will be required to provide: (1) 30-day advance written notice of the need to take FML when the need is foreseeable; or (2) In emergency or unanticipated situations, department heads/supervisors will be responsible for informing employees of the FML options; designation of FML and the development of FML plans as appropriate; In either case, the rights and obligation form (Attachment A) must be completed. Additional Information That May Be Required Written medical certification statements, supporting the need for leave due to a serious health condition affecting the employee or an immediate family member; Written notice of intention to return from leave; A second medical opinion may be required and paid for by the employer; If there is a conflict between the opinions, a third health care provider, parties, shall be considered to be final employer and the employee; first and second medical mutually agreeable to both and shall be binding on the periodic recertification, as appropriate, from medical providers; and periodic reports, as appropriate, during FML regarding the employee's status and intent to return to work. Development of Family Medical Leave Plans When all the necessary information is presented, the employer and employee will develop an individualized FML plan. This plan will identify the dates and specific types of leave to be used and a monitoring plan. FML for birth or placement for adoption or foster care must conclude within 12 months of birth or placement. Appropriate leave utilization will depend on the unique situation but must comply with the county policy regarding the specific type of leave. Family medical leave may consist of a combination of different types of leave, such as a combination of sick leave, annual leave and leave of absence without pay.