Human Resource Policy Guidelines

HIGHLANDS FIRE DISTRICT HUMAN RESOURCE POLICY GUIDELINES

CODE/TITLE: 40.20 Compulsory Leave of Absence SECTION: 40.00 Employee Benefits APPROVED: 04/19/05

I. PURPOSE To provide a means for the Fire Chief to exercise discretion in determining instances in which it is not in the best interest of the District to allow an employee to be on active duty status.

II. SCOPE This policy applies to all employees of the District.

III. POLICY It is the policy of HFD to provide Compulsory Leave of Absence to an employee whom the Fire Chief believes should not be on active duty for reasons outlined in the Guidelines below.

IV. GUIDELINES

A. In the event an employee appears to be unable to perform the job duties due to illness or injury, the Fire Chief may place the employee on Compulsory Leave of Absence pending submission to a medical evaluation by the District-designated physician. Pending the outcome of the medical evaluation, the employee shall continue to receive normal compensation and benefits. Once the determination is made as to whether or not the employee is fit for duty, the employee shall either be returned to duty or be subject to sick leave or vacation usage.

B. The Fire Chief has the discretion to place an employee on a special Compulsory Leave in the event of any circumstances the Fire Chief deems appropriate. Such a leave shall entitle the employee to continuation of all normal compensation and benefits.

C. In the event that an employee has been formally charged with the commission of a felony or a misdemeanor relating to the employee’s employment status, the Fire Chief may place the employee on Compulsory Leave of Absence without pay pending resolution at the trial court level.

D. Upon exoneration of an employee covered under Guideline C. above, the employee shall be returned to the position with reinstatement of benefits and retroactive pay to the commencement of the compulsory leave.

E. Upon determination of guilt or a plea of no contest, the Fire Chief shall determine appropriate action to be taken. Such action may be the return of the employee to the position, with all or reduced salary and benefits, or appropriate disciplinary action, up to and including termination.

Employee Benefits 40.20 Compulsory Leave of Absence, 04/19/05 F. All paid leave benefits shall cease to accrue during the unpaid Compulsory Leave.

G. Group health, dental, and vision insurance benefits provided by the District shall continue only during a paid Compulsory Leave of Absence. If the Compulsory Leave of Absence is unpaid, the employee shall be responsible for payment of his group health/dental insurance premiums.

H. In order to return to work, the employee shall prove that all certifications and skills are still satisfactory for the position.

I. PSPRS will accept authorized leave without pay as “service” but not as “credited service” (i.e., the anticipated retirement date may be extended).

J. The time spent on an unpaid Compulsory Leave of Absence shall not be counted toward credited service for purposes of determination of seniority within the District, unless the employee is exonerated as set forth in Guideline D. above.

Employee Benefits 40.20 Compulsory Leave of Absence, 04/19/05