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y -II -77
RESOLUTION
RE: ADOPTION OF PERSONNEL POLICY CHANGES REGARDING INJURY
' LEAVE POLICY AND DISABILITY LEAVE WITHOUT PAY 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 of Weld County,
Colorado, desiresto adopt certain personnel policy changes re-
garding injury leave which policy is set forth in Exhibit "A"
and attached hereto and incorporated by reference at this point,
and further, desires to adopt a personnel policy change with
regard to disability leave without pay, a copy of said policy
change is attached hereto and marked Exhibit "B" and incor-
porated by reference at this point.
NOW, THEREFORE, BE IT RESOLVED by the Board of County
Commissioners of Weld County, Colorado, that the personnel
policy changes regarding injury leave policy and disability
leave without pay policy, as is evidenced by Exhibit "A" and
"B" attached hereto, be and hereby are adopted.
The above and foregoing Resolution was , on motion duly
made and seconded, adopted by the following vote on the 11th
day of April, A.D. , 1977.
The above and foregoing Resolution was read into the
record and signed on the 20th day of April , A.D. , 1977 .
BOARD OF COUNTY COMMISSIONERS
W COUNTY, COLOR DO /
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ATTEST: 10-t.c,_ 67--,‘--7-1-c..vii:.n „0.,
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Weld County Clerk and Recorder
and clerk to the oard
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`A D AS.TO F RN. r y
County Attorney
4 L 770813
CL' , fI L i r t ti ',I .e, it-;
EXHIBIBI "A"
Injury Leave
If needed,injury leave shall be granted to a permanent employee who sus-
tains 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 exhausting accumulated sick and va-
cation leave then he/she will be terminated from county employment. Pay-
ment of full salary by the county for injury leave entitles the county to
receive Workmens Compensation benefits paid to the employee during the in-
jury leave period. Section 8-52-107 of the Workmens Compensation Act app-
lies 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. During injury leave, an employee does not accumulate
sick leave or vacation leave. Before the injured employee is allowed to
return to work, a written release is required from his/her doctor stating
that the employee will be able to assume full working responsibilities
and duties.
• EXHIBIT "B"
Disability Leave Without Pay
Whenever a permanent employee becomes disabled in any non job related in-
cident, 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 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 Personnel 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 duties 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 priority to interview for any applied for job opening
for which the individual 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 will be considered the same as any other applicant if re-
employment with the county is sought. All fringe benefits cease as of the last
paid day of employment if the 90 day provisions are not met. That date then be-
comes the termination date if the employee is not reinstated within the 90 to 180
day period. If any county employee is reinstated and the county has refunded his/
her retirement contributions, the employee must return the amount refunded be-
fore reinstatement can ocurr.
- mEmoRAnDum
11111De To County Commissioners ore 4/5/77
COLORADO From Chuck Lucia, Personnel Director r !�yi-
Subject: Injury Leave and Disability Leave
I presented a suggested new Injury Leave Policy at a work session and the
Commissioners requested information on whether other organizations were
using these procedures or not.
At a meeting with the Colorado Public Personnel Directors I asked how many
present were using the procedures outlined in Section 8-52-107 of the Work-
mens Compensation Act. Of about 40 members present over 50% said they were
currently using the procedures.
I also called Mr. Jim Murphy from the State Compensation Office who handles
Section 8-52-107 to ask him how many employers in Colorado used the procedures
outlined. He said he had a list of at least 40 major employers in Colorado
that use this Section of the code.
Based on that information and a recommendation from payroll and accounting,
I am suggesting that the Commissioners adopt the new Injury Leave Procedures.
Also attached is a copy of the suggested Disability Leave Without Pay Policy
that is in compliance with current laws and court ,decisions.
Also attached is a copy of the current Policies written in the Personnel
Manual .
Injury Leave El CO E,vD A PO I/“7
If needed,injury leave shall be granted to a permanent employee who sus-
tains 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 exhausting accumulated sick and va-
cation leave then he/she will be terminated from County employment. Pay-
ment of full salary by the county for injury leave entitles the county to
receive Workmens Compensation benefits paid to the employee during the in-
jury leave period. Section 8-52-107 of the Workmens Compensation Act app-
lies 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. During injury leave, an employee does not accumulate
sick leave or vacation leave. Before the injured employee is allowed to
return to work, a written release is required from his/her doctor stating
that the employee will be able to assume full working responsibilities
and duties.
cu,r,rnr
. Injury Leave
14.0 Permanent employees injured while working on the job are placed on
one-half salary the day following the injury, providing such injury
or illness has made them incapable of performing normal duties . Injury
leave will be granted for the period of incapability to perform normal
duties to a maximum of six months . An employee may utilize all
accumulated sick leave and annual leave prior to taking injury leave.
Employees are allowed to keep Workmen ' s Compensation reimbursement(s)
during this time. Employees unable to return to work after the six
month period will be terminated.
During injury leave, an employee does not accumulate sick leave or
annual leave. Before the injured employee is allowed to return to work,
a written release is required from his/her doctor stating the employee 's
condition and when they will be able to assume full working responsibilities
and duties .
. 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
employee 's immediate family. Immediate family includes an employee 's
husband or wife , son or daughter, father, mother, brothers , sisters ,
father-in law, mother-in-law, brother-in-law, or sister-in-law.
. Professional Leave
Upon approval of the Department Head, a permanent employee may be
granted professional leave to attend professional and technical conferences ,
meetings , and training that pertain to an employee 's current or expected
duties . No more than the actual time needed , plus travel time , will be
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•
Disability Leave Without Pay ft C $, it ewer) pcz
Whenever a permanent employee becomes disabled in any non job related in-
cident, 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 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 Personnel 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 duties 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 priority to interview for any applied for job opening
for which the individual 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 will be considered the same as any other applicant if re-
employment with the county is sought. All fringe benefits cease as of the last
paid day of employment if the 90 day provisions are not met. That date then be-
comes the termination date if the employee is not reinstated within the 90 to 180
day period. If any county employee is reinstated and the county has refunded his/
her retirement contributions, the employee must return the amount refunded be-
fore reinstatement can ocurr.
C :a n'i;,7 !D Z,cy
Unpaid Leave
. Leave of Absence
Upon recommendation of the Department Head , unpaid leave may be
granted after exhausting all accumulated leave if the leave will not
cause departmental disruption. Unpaid leave must be applied for well
in advance of the time requested , stating specific reasons for needing
the leave (educational or health reasons , etc. ) . Re-employment will
depend on available position openings at the time return to work is
desired. If an employee fails to return to work or to notify his/her
supervisor when the unpaid leave expires , the employee will be terminated
as of the beginning of leave period.
. Unauthorized Leave
Absence which is not authorized will not be paid.
. Work Time Records
Employees are required to submit work-time records , accounting for
all hours worked, to their supervisors on the 15th and at the end of each
month.
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