Whenever an employee has accumulated unused sick leave, vacation, or personal business leave, that time shall be substituted for and counted against the employee’s 12-week FMLA entitlement. Employees will not be required to substitute compensatory time for unpaid FMLA leave; however, they may voluntarily elect to utilize accrued by unused compensatory time in order to remain in a paid status.
(Ord. 1447, passed 10-20-2009; Ord. 1473, passed 12-7-2010; Ord. passed 1-1-2019)