Employee Handbook

After paid military leave is exhausted, an eligible employee may choose to use vacation leave with the prior approval of the supervisor, or the employee may choose to use leave without pay when all other leave is exhausted.

REINSTATEMENT FOLLOWING MILITARY SERVICE

Any employee of the municipality who leaves his/her job, voluntarily or involuntarily, to enter active duty in the armed forces may return to the job in accordance with Veterans' Re-employment Rights and the Tennessee Military Leave Act.

CIVIL LEAVE

A City employee called for jury duty or as a court witness for the federal or state governments, or a subdivision thereof, shall receive leave with pay for such duty during the required absence without charge to accumulated leave. The employee may keep fees and travel allowances received for jury or witness duty in addition to regular compensation. However, employees must turn over to the City any witness fees or travel allowance awarded by that court for court appearances in connection with official duties. While on civil leave, benefits and leave shall accrue as though on regular duty.

If an employee summoned for jury duty is working a night shift or is working during hours preceding those in which court is normally held, the employee shall also be excused from service for the shift immediately preceding the employees first day of service. (TC.A. 22-4-106)

TIME OFF TO VOTE

All employees should be able to vote before or after regularly assigned work hours. However, when this is not possible due to work schedules, employees may be absent on the day of election for a reasonable period of time necessary to vote during the time the polls are open in the county where the person is a resident. Employees whose shift starts three or more hours after the polls open or ends, three or more hours before the polls close in their voting district will not be eligible for this paid leave. Employees requesting this paid leave must do so before 12:00 p.m. of the day before the election (TCA 2-1-106).

FAMILY MEDICAL LEAVE OF ABSENCE POLICY

Employees who have worked for the City for at least twelve (12) months and at least 1,250 hours during the prior twelve (12) months may take up to twelve (12) weeks of unpaid leave for the following reasons:

a. Birth and/or care of a child of the employee;

b. Placement of a child into the employee's family by adoption or by a foster care arrangement;

c. In order to care for the employee's spouse, child or parent who has a serious health condition; and

d. A serious health condition that renders the employee unable to perform the functions of the employee's position.

e. For a qualifying exigency that arises out of the fact that a spouse, parent, or child has been called to or is on active duty in the Armed Forces.

f. In order to care for an active service member who has a serious injury or illness if the employee is the spouse, parent, child, or next of kin (up to 26 weeks).

The City of Athens uses a “rolling” 12-month period measured backward from the date an employee uses FMLA leave. Generally, after 3 consecutive days of absence or with a predetermined notice of absence, a conditional FMLA notice will be issued to the employee by the Human Resources Department. In the event that the Human Resources Department is not aware of the reason for the leave, leave may be designated as FMLA leave retroactively while the leave is in progress or within two business days of the employees return to work. In addition, employees may request that leave be designated as FMLA within