4-10 Medical Leave Policy - Section IV: Responsibilities
Return to Medical Leave Policy Table of Contents
Approved: Board of Supervisors
Authority: Human Resources
Resolution: 10-0852
Revised Date: December 14, 2010
What's on this Page
Read next: Section V: Leave of Absence Approval Process
Section IV: Responsibilities
- Department Head
- Ensure that appropriate departmental staff has all necessary information regarding the County of Sonoma’s Medical Leave Policy.
- Ensure compliance with the policy.
- Department Human Resources/Payroll Liaison
- Determine employee eligibility for FMLA/CFRA leave and advise employee of leave options. Eligibility determination can be made through the Human Resources Management System (HRMS).
- Send employees requesting FMLA/CFRA the Notice of Eligibility of Family Medical Leave (Appendix F) from the County when they are eligible for FMLA and/or CFRA leave. If not eligible, the employee shall be advised of the reasons why they are not eligible
When eligible for FMLA/CFRA leave, employees are entitled to receive written notice of:- their rights and responsibilities in connection with such leave;
- the County’s designation of leave as FMLA/CFRA-qualifying; and
- the amount of leave, if known, that will be counted against the employee’s leave entitlement if qualifying and the applicable 12-month period for FMLA entitlement.
- Upon written request, provide employees with a written summary of the amount of FMLA/CFRA time used and remaining.
- Will advise employee’s of FMLA eligibility within five (5) business days of a request for FMLA leave or from when the Department learns that the leave is potentially FMLA qualifying.
- In consultation with the Human Resources Disability Management unit, process and track leave.
- Retain records relating to the leave as required.6
- Human Resources Department
Posting requirements under the FMLA/CFRA are managed by the Human Resources Department. 7 - Employee
It is an employee’s responsibility to read the Medical Leave Policy and provide his/her Department with the proper notification and medical certification when requesting and taking a medical leave of absence. This process is outlined below.
6 See Title 29, Code of Federal Regulations, section 825.500
7 See Title 29, Code of Federal Regulations, section 825.300