HomeMy WebLinkAbout770815.tiff RESOLUTION
RE: AMENDMENT TO WELD COUNTY PERSONNEL MANUAL REGARDING INJURY
LEAVE POLICY.
WHEREAS, the Board of County Commissioners of Weld County,
Colorado, pursuant to Colorado statute and the Weld County Home
Rule Charter, is vested with the authority of administering the
affairs of Weld County, Colorado, and
WHEREAS, the Board of County Commissioners desires to
amend the Weld County Personnel Manual regarding injury leave
policy by adding the following sentence at the bottom of
page A-5 of the Weld County Personnel Manual, to-wit:
The injured employee must keep the Personnel
office informed of his/her condition on a
monthly basis.
NOW, THEREFORE, BE IT RESOLVED by the Board of County Com-
missioners of Weld County, Colorado, that the Weld County Person-
nel Manual be amended to reflect the addition of the sentence
set forth above on page A-5 of said Weld County Personnel Manual.
The above and foregoing Resolution was , on motion duly made
and seconded, adopted by the following vote on the 8th day of
June, A.D. , 1977.
The above and foregoing Resolution was read into the record
and signed on the 13th day of June, A.D. , 1977 .
BOARD OF COUNTY COMMISSIONERS
L COUNTY, COLO
.ems fielatATTEST: I
Weld County Clerk and Recorder
and Clerk to the Board
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By v ��I��n ps KR � I
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Deputy ount Ter(
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ounty At o ey
L114' `/97 770815
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To Board of County Commissioners Date 6/7/77
COLORADO From Charles H. Lucia, Personnel Director V"i
subject; Injury Leave Policy change
I would like to request that the Board add the following sentence
at the end of the new injury leave policy on page A-5 of the Per-
sonnel Manual .
The injured employee must keep the personnel office informed of
his/her condition on a monthly basis.
. Injury Leave
If needed, injury leave shall be granted to a permanent employee
who sustains an injury or occupational illness as a result of or in the
act of performing the job. In the event the employee is incapable of
performing the normal functions of the job he/she will receive regular
full salary for a period not to exceed a total of six (6) months of
time off for each new and separate injury. If the employee is unable
to return to normal duty after a total of six (6) months of time off,
injury leave will cease and accumulated sick and vacation leave will
be used. If the employee is still unable to return to work after ex-
hausting accumulated sick and vacation leave then he/she will be ter-
minated from county employmert. Payment of full salary by the county
for injury leave entitles the county to receive Workmens Compensation
benefits paid to the employee during the injury leave period. Section
8-52-107 of the Workmens Compensation Act applies until injury leave
is exhausted. From that time on the county will no longer be entitled
to collect compensation payments and will notify the Colorado Industrial
Insurance Division to begin sending the payments to the employee. Dur-
ing injury leave, an employee does not accumulate sick leave or vaca-
tion leave. Before the injured employee is allowed to return to work,
a written release is required from his/her doctor stating that the em-
ployee will be able to assume fell working responsibilities and duties.
. Disability Leave Without Pay
Whenever a permanent employee becomes disabled in any non job re-
lated incident, including pregnancy, the following policy will apply.
The employee may use accrued sick and vacation leave at the time of the
disability and thereafter will be entitled to up to ninety (90) days of
A-5
eas leave without pay until released by his/her doctor to return to work.
In maternity cases the length of time the employee continues to work
is determined by the employee and her doctor as long as she is able to
perform the required functions of the job in a satisfactory manner.
Before going on unpaid leave status the employee must notify the Per-
sonnel Staff of intent to return to work within the 90 day period and
must keep them informed on a monthly basis. If the employee returns
within the 90 day period he/she is entitled to resume previous job du-
ties with no loss of seniority or fringe benefits provided full payment
is made to the county to cover the monthly insurance premium. If the
employee wishes to return to work between 90 and 180 days he/she will
not be guaranteed the position previously held, but will receive pri-
ority to interview for any applied for job opening for which the indi-
vidual qualifies. If reinstated during this period, seniority (a new
employment date) will be determined by subtracting the number of days
of leave without pay from the original employment date. After 6 months
of unpaid leave the individual gill he considered the same as any other
applicant if reemployment with the county is sought. All fringe bene-
fits cease as of the last paid day of employment if the 90 day pro-
visions are not met. That date then becomes the termination date if
any county employee is reinstated and the county has refunded his/her
retirement contributions, the viplLyee must return the amount refund-
ed before reinstatement can occur.
. Emergency Leave
Depending on travel involved, an employee is granted from one to
three days leave with pay to attend the funeral of a member of the em-
A-6
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