HomeMy WebLinkAboutRES NO 17.07.435STATE OF GEORGIA RESOLUTION NO. 17-07-435
COUNTY OF FULTON
A RESOLUTION TO ADOPT THE PERSONNEL POLICY OF THE CITY OF MILTON
THE COUNCIL OF THE CITY OF MILTON HEREBY RESOLVES while
in regular session at 6:00 PM on the 10th day of July, 2017 as follows:
WHEREAS, the City of Milton was incorporated upon the passing of the House
Bill 1470 in the 2006 Legislative Session of the Georgia General Assembly; and
WHEREAS, the Mayor and Council are the governing authority of the City of
Milton; and
WHEREAS, the Mayor and Council are charged with the protection of the
health, safety and welfare of the citizens of Milton; and
WHEREAS, on December 5, 2011 the City Council passed an ordinance
allowing the Personnel Policies to be adopted via resolution; and
WHEREAS, the Human Resources Department in conjunction with the City
Manager developed a Maternity Leave Policy that is designed to provide paid time off for
employees who give birth to a child and provide direction on employees who are
pregnant and need a modified duty assignment; and
WHEREAS, upon adoption, staff will incorporate the above policies the City's
daily operations to effectuate the management of City personnel resources; and
WHEREAS, the City intends to utilize these policies and procedures in all
applications which warrant such oversight.
NOW, THEREFORE, BE IT RESOLVED BY THIS COUNCIL OF THE CITY OF
MILTON, GEORGIA, AND IT IS RESOLVED BY THE AUTHORITY OF SAID
CITY COUNCIL.
By passage of this resolution, the City of Milton Mayor and City Council hereby adopt
the Personnel Polices of the City of Milton.
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RESOLVED this 10th day of July, 2017.
Approved:
Joe Lockwoo or
Attest:
D-22 � ,tel
Sudie AM Gordon, Citk Clerk
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City of Milton
Maternity Leave Policy
Maternity Leave is afforded to all employees pursuant to, and governed by, the
provisions of the Family and Medical Leave Act ("FMLA") and those provisions set
forth in the following Section.
Full-time employees who have been employed with the City for a period of at least 6
(six) consecutive months, and give birth to a child/children, shall be entitled to Paid
Maternity Leave not to exceed 6 (six) weeks. Such Paid Maternity Leave shall be
provided to the employee to cover absence immediately following childbirth and shall
begin the date of childbirth.
All Maternity Leave, paid or unpaid, shall run concurrent to FMLA Leave. Upon
expiration of Paid Maternity Leave, or for periods of Maternity Leave prior to childbirth,
an employee must utilize any available Paid Time Off to run concurrent to FMLA Leave.
Upon expiration of any Paid Time Off, the remainder of FMLA leave, if any, shall be
unpaid.
Maternity Leave shall begin when the employee is no longer reasonably able to carry out
the duties and responsibilities of her position. Medical certification from a healthcare
provider may be required to support a request for Maternity Leave prior to childbirth.
Time for termination of Maternity Leave shall be at the expiration of FMLA Leave or
Paid Maternity Leave (for eligible employees), whichever is later.
The City will seek to provide modified duty work assignments for all pregnant employees
who are temporarily unable to perform their job duties due to pregnancy. Modified duty
employment opportunities will be considered in all Departments, not just the Department
in which the pregnant employee was working before she requests a light duty assignment.
Modified duty employment opportunities are intended to assist pregnant workers who are
temporarily not able to perform their normal job duties. All modified duty assignments
will be productive. Duties must never be demeaning or appear worthless in any way.
The City will make efforts to retain pregnant employees who need temporary modified
duty in accordance with the Pregnancy Discrimination Act of 1987.
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