4-10 Medical Leave Policy - Section IV: Responsibilities

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Approved: Board of Supervisors
Authority: Human Resources
Resolution: 10-0852
Revised Date: December 14, 2010

What's on this Page

1. Department Head
2. Department Human Resources/Payroll Liaison
3. Human Resources Department
4. Employee

Read next: Section V: Leave of Absence Approval Process

Section IV: Responsibilities

1. Department Head
   1. Ensure that appropriate departmental staff has all necessary information regarding the County of Sonoma’s Medical Leave Policy.
   2. Ensure compliance with the policy.
      
      

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2. Department Human Resources/Payroll Liaison
   1. 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). 
   2. 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:
      1. their rights and responsibilities in connection with such leave;
      2. the County’s designation of leave as FMLA/CFRA-qualifying; and
      3. 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.
   3. Upon written request, provide employees with a written summary of the amount of FMLA/CFRA time used and remaining.
   4. 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.
   5. In consultation with the Human Resources Disability Management unit, process and track leave.
   6. Retain records relating to the leave as required.⁶
   
   

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3. Human Resources Department
   
   Posting requirements under the FMLA/CFRA are managed by the Human Resources Department. ⁷
   
   

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4. 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

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