Facebook Link Preview for LakeCOuntyFL.gov
Lake County logo
Residents Visitors Business Government
 
You are here: Home > Departments > Human Resources > Finances > Leaves
 
Keyword Search
 
Citizen Action Request
General Information
Lake County BCC
315 West Main St.
P.O. Box 7800
Tavares, Florida 32778


 Leaves
Print Page Save Link
Annual

All regular full-time and part-time (working at least thirty (30) hours per week) shall be eligible to earn annual leave with compensation. Employees hired prior to July 5, 2009, and who are regularly scheduled to work at least twenty-two and a half (22.5) hours per week shall be eligible to earn annual leave with compensation.

    Years Accrual Rate
    0 through 3 completed years of service .0462 x regularly scheduled paid annual hours*
    More than 3 completed years of service through 15 completed years of service .0585 x regularly scheduled paid annual hours*
    More than 15 completed years of service .0769 x regularly scheduled paid annual hours*

    * Regularly scheduled paid annual hours are defined as the number of scheduled hours per week x 52 weeks.


  • Fire Rescue employees on 24-hour shift who has been employed by the
    County for 2 years and works 2756 regularly scheduled paid annual hours will accrue 223.24 annual leave hours per year (2756 annual hours x .081 = 223.24 hours accrued annually):
    Years Accrual Rate
    0 through 3 completed years of service .081 x 2756 regularly scheduled paid annual hours
    More than 3 completed years of service through 15 completed years of service .0932 x 2756 regularly scheduled paid annual hours
    More than 15 completed years of service .1115 x 2756 regularly scheduled paid annual hours

  • Regular part-time employees (working at least 30 hours per week) earn in proportion to hours worked each week.

  • Newly hired probationary employees accrue time, but are not authorized to use annual leave until after completing their 6 months probation, except by approval of the Department Director.

  • Temporary (not on-call) employees working at least 30 hours per week accrue time, but are not authorized to use annual leave during temporary employment. The accrued time may only be used if the employee is hired into a regular position, and the individual completes the 6 month probation.

  • The County encourages employees to take their leave each year for their health and well-being.

  • Employees who do not use all of their accrued annual leave time during the calendar year may carry-over hours to be used the subsequent calendar year subject to the following limitations:
    Years of continuous service Carry-over hours
    0 through 4 completed years of service 200 hours
    More than 4 completed years of service through 9 completed years of service 240 hours
    More than 9 completed years of service 300 hours

  • In order to carry-over annual leave in excess of these amounts, a supervisor must approve the carry-over annual leave time in writing, and forward the approval to the Department of Human Resources. 
    • The intent of this practice is to allow for unusual circumstances during one year, and not for it to become a repeated annual event.

    • The above limitations apply to the amount of hours that can be paid at separation for eligible employees.

  • Employees should check with their supervisor for annual leave request procedures for their department.

Bereavement

All regular employees are eligible, upon request and on approval of the Department Director for two (2) days bereavement leave with pay or up to three (3) days if travel is required outside the State.

  • For purposes of bereavement leave only, immediate family is spouse, parents, parents-in-law, children, step-children, grandchildren, grandparents, brother, sisters, sister-in-law, brother-in-law, sons-in-law, daughters-in-law, aunt, uncle, or persons living in the employee's household.

Family (FMLA)

Eligible employees are entitled to 12 weeks of unpaid job-protected leave, per 12 month period. The County will measure the 12 months on a rolling 12-month period. The rolling 12-month period is measured backward from the date an employee intends to use any FMLA leave (e.g., if an employee has taken eight (8) weeks of leave during the past 12 months, an additional four (4) weeks of leave is still available to be taken).

  • Eligibility Requirements:
    • Employee must have worked for the County for at least 12 months or 52 weeks; does not have to be consecutive; AND
    • Employee would need to have worked a minimum of 1,250 hours during the previous 12 months.
  • Reasons for Applying for FMLA:
    • Care for a child (birth, adoption or placement of foster care)
    • Serious health condition of immediate family member (spouse, parents, son or daughter)
    • Serious health condition of employee (e.g., surgery)
    • For any qualifying exigency (as defined by regulation) related to a spouse, son, daughter or parent's active duty or notification of an impending call or order to active duty in the Armed Forces in support of a contingency operation.
    • To care for an Armed Forces service member when an employee is the spouse, son, daughter, parent or next of kin (employee is entitled to a total of 26 workweeks of leave during a 12-month period).
  • Procedure for using FMLA:
    • If the need for FMLA is foreseeable (e.g., due to birth, adoption, or planned medical treatment), the employee must provide 30 days notice.  If the leave is not foreseeable, the employee must provide notice as soon as practicable.
    • Upon giving notice (to the Supervisor) of the need for FMLA leave, the Human Resources Department will provide the employee with an FMLA packet that contains all of the necessary information and paperwork to apply for FMLA leave.

For additional information, contact Human Resources at 343-9596.

Frequently Asked FMLA Questions: 

  • What is a “Serious Health Condition”? 

A serious health condition is defined as an illness, injury, impairment, or physical/mental condition that involves inpatient care or continuing treatment by a health care provider. 

  • Does the law guarantee paid time off?

No.  FMLA only provides job protection, and does not guarantee paid time off.  However, the County requires employees to use accrued paid sick and vacation leave for some or all of the FMLA leave period.   FMLA runs concurrently will all other forms of paid leave.

  • Does workers’ compensation leave count against an employee’s FMLA leave entitlement?

It can. FMLA leave and workers’ compensation leave can run together, provided the reason for the absence is due to a qualifying serious illness or injury.

  • Can the County count leave taken due to pregnancy complications against the 12 weeks of FMLA leave for the birth and care of my child?

Yes. An eligible employee is entitled to a total of 12 weeks of FMLA leave in a 12-month period. If the employee has to use some of that leave for another reason, including a difficult pregnancy, it may be counted as part of the 12-week FMLA leave entitlement.

  • Can the employer count time on maternity leave or pre-natal visits as FMLA leave?

Yes. Pre-natal visits, or any period of incapacity due to pregnancy, or maternity leave for the birth of a child would be considered qualifying FMLA leave for a serious health condition and may be counted in the 12 weeks of leave.

  • Who is considered an immediate "family member" for purposes of taking FMLA leave?

An employee’s spouse, children (son or daughter), and parents are immediate family members for purposes of FMLA. The term "parent" does not include a parent "in-law". The terms son or daughter do not include individuals age 18 or over unless they are "incapable of self-care" because of mental or physical disability that limits one or more of the "major life activities" as those terms are defined in regulations issued by the Equal Employment Opportunity Commission (EEOC) under the Americans With Disabilities Act (ADA).

  • May I take FMLA leave for visits to a physical therapist, if my doctor prescribes the therapy?

Yes. FMLA permits you to take leave to receive "continuing treatment by a health care provider," which can include recurring absences for therapy treatments such as those ordered by a doctor for physical therapy after a hospital stay or for treatment of severe arthritis.

  • Do the 1,250 hours include paid leave time or other absences from work?

No. The 1,250 hours include only those hours actually worked for the County. Paid leave and unpaid leave, including FMLA leave, are not included.

  • If I can not perform all the functions of my job, can I work light duty?

No. The County does not have light duty for personal injuries or illnesses.  The County would require you to take FMLA leave until your doctor releases you to full duty.

  • Will I lose my job if I take FMLA leave?

Generally, no. It is unlawful for any employer to interfere with or restrain or deny the exercise of any right provided under this the FMLA. The County cannot use the taking of FMLA leave as a negative factor in employment actions, such as hiring, promotions or disciplinary actions; nor can FMLA leave be counted under "no fault" attendance policies. Under limited circumstances, the County may deny reinstatement to work - but not the use of FMLA leave - to certain highly-paid, salaried ("key") employees.

  • Are there other circumstances in which the County can deny me FMLA leave or reinstatement to my job?

The County is not required to continue FMLA benefits or reinstate employees who would have been laid off or otherwise had their employment terminated had they continued to work during the FMLA leave period as, for example, due to a general layoff.

Employees who give unequivocal notice that they do not intend to return to work lose their entitlement to FMLA leave.

Employees who are unable to return to work and have exhausted their 12 weeks of FMLA leave in the designated "12 month period" no longer have FMLA protections of leave or job restoration.

The County will require employees who are out of FMLA leave for their own serious health condition to submit a Fitness for Duty Certification prior to their return to work.  The County may deny reinstatement to an employee who fails to provide the certification, or may delay reinstatement until the certification is submitted.

Holiday

All regular employees, except Fire Service employees on 24 hour shift, are eligible upon employment for these twelve (12) holidays per year:

New Year's Day Veteran's Day
Martin Luther King's Birthday Thanksgiving
President's Day Day after Thanksgiving
Memorial Day Christmas
Independence Day Employee's Birthday*
Labor Day Floating Holiday

*Employee's Birthday shall be taken on the birthday or within thirty (30) calendar days following the birthday. (The Department/Division Director may waive this limitation if the employee cannot be relieved from duty.)

  • Specific dates for holiday observance during each calendar year are posted in advance, and are available on the Lake County Intranet under Helpful Tools.

  • Fire Service employees (24 hour shift), who work regardless of holidays, accrue four (4) extra annual leave days per calendar year in lieu of holidays.

  • Employees must be in an approved pay status both the work day before and the work day after the holiday to be eligible.

  • Regular part-time employees are paid for the number of scheduled hours when the holiday occurs on one of their regularly scheduled days.

Military

All regular employees who are members of the United States Armed Forces Reserve, including the Florida National Guard, shall be entitled to military leave time without loss of pay not to exceed a maximum of thirty (30) days during periods of active duty as provided by Florida Statutes. Additionally, employees who are members of the National Guard, or in an organized military reserve of the United States, will be granted a leave of absence with pay not to exceed a maximum of two-hundred and forty (240) working hours during each calendar year when they are engaged in training ordered under the provisions of the United States military or naval training regulations for such personnel when assigned to active or inactive duty.

Sick
Refer to: Employment Policies Manual, 6.1 Leave Accruals and ES-6.01.01 of the Policies and Practices Employee Manual.

Employees may use sick leave for a personal illness, accident, injury, dental or physician's appointment, and for the illness, injury/death or a member of the employee's immediate family member.

  • Sick leave is a "privilege", not a benefit.

  • In the case of illness or injury, an immediate family member is: spouse, parents, parents-in-law, children, step-children, grandchildren, grandparents, brother, sisters, or persons living in the employee's household. (For bereavement purposes, sister-in-law, brother-in-law, aunt, and uncle are included).

  • All regular full-time and part-time (at least thirty (30) hours per week) shall be eligible to earn sick leave with compensation. Employees hired prior to July 5, 2009, and who are regularly scheduled to work at least twenty-two and a half (22.5) hours per week shall be eligible to earn sick leave with compensation. Sick leave is earned at the rate of .0462 x regularly scheduled bi-weekly hours.
    Work Hours Accrual Rate Annual Sick Leave
    40 hour work week .0462 x 80 = 3.696 hours per pay period 12 days / year
    37.5 hour work week .0462 x 75 = 3.465 hours per pay period 12 days / year
    Fire Shift .0462 x 106 = 4.897 hours per pay period 127.3 hours / year

  • Sick leave accruals are unlimited.

  • Temporary (not on-call) employees working at least 30 hours per week accrue time but are not authorized to use sick leave during temporary employment. The accrued time may only be used if the employee is hired into a regular position, and the individual completes the 6 month probation. Days of absence without pay may be used during the temporary employment period.

  • Supervisors may require employees to submit written certification from a physician to substantiate absences.

  • Abuse of sick leave may constitute grounds for corrective action up to and including termination.

Other Leaves

Full-time and part-time employees are entitled to paid leave of absence in certain circumstances and with proper documentation.

  • Court and Jury Duty:

    • All regular employees are eligible upon employment for paid regularly scheduled time for jury duty if subpoenaed or required to appear in court relating to County business or as a witness for the County or State.

    • If a stipend is received, it must be returned to the County Finance Office.

    • Employees may also be reimbursed for lodging or travel expenses incurred while in service as either a juror or witness if travel is out of the County and related to County business.

  • Conferences:

    • All regular employees are eligible upon employment for paid leave to attend job-related conferences and seminars which contribute to the effectiveness of their employment upon approval by the County Manager.

  • Examinations:

    • All regular employees are eligible upon employment for leave with pay for the purpose of taking examinations, provided such examinations are pertinent to their employment and approved by the Department Director.

 
Lake County BCC Copyright 2006
Home : Visitors : Residents : Business : Government : Directory of Services : Online Services