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Human Resources and Organizational Services
Martha K. Wilson, Human Resources Director
915 8th. St., Suite 113, Marysville, CA 95901
(530)749-7860 Fax: (530)749-7864
Hours of Operation:  Monday - Friday, 8:00 a.m. - 5:00 p.m.
(Open during Lunch)




Disability Management
The County of Yuba’s Disability Management goal is to enhance the health of County employees so they can provide quality services to County residents. We provide a variety of medical and psychological services to all County departments, including: pre-employment medical screening, Peace Officer medical and psychological evaluation, drug and alcohol testing, Fitness for Duty, and Return to Work evaluations. In addition, Human Resources implements and has oversight for the County's ADA/FEHA Compliance and policies, ensures that appropriate accommodations are made for employees according to statutes, and designates and monitors various types of leaves.

Job Protected Leaves

Family Medical Leave Act (FMLA) / California Family Rights Act (CFRA)
Family Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) are federal and state laws, respectively, that typically provide up to 12 weeks of protected unpaid leave to eligible employees for certain family and medical emergencies. In most cases these two leaves will be designated and run concurrently. Leave may be granted for the employee's own serious health condition; the care of a newborn child, newly adopted child or newly placed foster care child; or to care for the serious health condition of an immediate family member. Employees are eligible for FMLA/CFRA job protection if they have been employed by the County of Yuba for a minimum of twelve months (in the last seven years) and have worked at least 1250 hours in the preceding twelve month period. The County of Yuba calculates FMLA available time on a rolling calendar basis; measured backward from the date leave is taken and continuous with each additional leave day taken.

Employees are required to notify Human Resources and/or their immediate supervisor of any anticipated FMLA time 30 days in advance or as soon as practical. Please note that absences from the workplace of a period of more than 5 days (does not have to be consecutive) for a serious health condition may require designation of FMLA/CFRA job protection. To apply for FMLA/CFRA the employee needs to complete the Job Protected Leave Application, and have their (or their immediate family members') doctor complete the appropriate physician's certification (see forms section below), and return both forms to Human Resources. If the qualified leave is related to a military exigency you must complete the Military Exigency Certification instead of the physician's certification.

While FMLA/CFRA by themselves do not provide a paid leave, the County allows employees to use their CTO, sick, vacation and/or management leave, as appropriate to supplement their income during this time period. In most instances employees eligible for FMLA/CFRA will be eligible for disability insurance or paid family leave, which provide partial salary reimbursement for this period. Further, employees who are being compensated under these plans need to coordinate their payments with the Auditor-Controller's office to potentially reduce the impact on their leave balances. If at any time the employee enters a leave without pay (LWOP) situation, they will need to complete the corresponding LWOP form and return it to their supervisor for approval.

FMLA/CFRA designation ensures that employee benefit premiums (i.e. medical, dental/vision) will continued to be paid by the County as if the employee was at work, regardless of pay status. Without this designation, an employee on leave without pay is responsible for the full premium of their benefits, including what is normally the employer portion.

Department of Labor FMLA Fact Sheet
Department of Labor FMLA Rights
Military Exigency Allowable Use of FMLA
California FEHA Notice on FMLA, CFRA and PDL

Pregnancy Disability Leave (PDL)
Pregnancy Disability Leave (PDL) provides up to 16 weeks of protected unpaid leave to eligible female employees due to disability caused by pregnancy and childbirth. In most cases this leave will be designated and run concurrently with FMLA, but will not run concurrently with CFRA (baby bonding). CFRA protection will begin after the pregnancy related disability has concluded (typically 6-8 weeks postpartum).  To apply for PDL the employee needs to complete the Job Protected Leave Application, and have their doctor complete the appropriate physician's certification (see forms section below), and return both forms to Human Resources.

While PDL does not provide a paid leave, the County allows employees to use their CTO, sick, vacation and/or management leave, as appropriate to supplement their income during this time period. In most instances employees eligible for PDL will be eligible for paid family leave, which provides partial salary reimbursement for this period. Further, employees who are being compensated under these plans need to coordinate their payments with the Auditor-Controller's office to potentially reduce the impact on their leave balances. If at any time the employee enters a leave without pay situation (LWOP), they will need to complete the corresponding LWOP form and return it to their supervisor for approval.

California FEHA Notice on FMLA, CFRA and PDL

FMLA/CFRA/PDL and other Job Protected Leave Related Forms
Job Protected Leave Application - Please contact Human Resources for application
Physician's Certification - Employee's Serious Health Condition - Please contact Human Resources
Physician's Certification - Immediate Family Member's Serious Health Condition -Please contact Human Resources
Physician's Certification - Military Service Member's Serious Illness/Injury -Please contact Human Resources
Military Leave Exigency Certification -Please contact Human Resources
Authorization for Release of Medical Information
Return to Work Release

Leave Without Pay (LWOP)
If an absence, medical or otherwise, takes place when there are no available or appropriate leave balances, an employee will be required to use Leave Without Pay. LWOP is an unpaid leave status that directly impacts salary anniversary dates and other employment items. LWOP is not a guarantee and is not automatically approved outside of legislative requirements. To request LWOP an employee needs to submit a completed LWOP form to their immediate supervisor.

Return to Work
If your physician is releasing you to return to work without restrictions please have him/her complete the Return to Work form and fax or deliver to Human Resources prior to your scheduled return date.

If your physician is releasing you to return to work on a modified schedule and/or with restrictions you must contact Human Resources prior to returning to work.

Wage Replacement

State Disability (SDI - does not include DSA/MSA)
The State Disability Insurance program (SDI) is a partial wage-replacement insurance plan for California workers. The plan is administered by The Disability Insurance Branch of the California Employment Development Department (EDD). Claims can be filed with the State SDI program by visiting the application portion of their website. Employees receiving SDI benefits need to contact the Auditor-Controller to discuss the coordination of benefits, which in most cases will reduce the impact on the employee's leave balances. In addition, employees eligible to receive SDI are most likely eligible for FMLA/CFRA/PDL and should complete the Job Protected Leave Application for further benefits.

Short Term Disability Program (Management, Confidential, & DDAA Bargaining units only)
The Short Term Disability Insurance Program is a partial wage-replacement insurance plan for select County employees. The plan is administered by the Yuba County Human Resources department and complies with the Voluntary Plan requirements of the California Employment Development Department (EDD). Claims can be filed with Human Resources by completing the Employee Request and Physician Certification of the Short Term Disability Application and returning both completed forms to Human Resources. Employees receiving Disability benefits need to contact the Auditor-Controller to discuss the coordination of benefits, which in most cases will reduce the impact on the employee's leave balances. In addition, employees eligible to receive Disability Insurance are most likely eligible for FMLA/CFRA/PDL and should complete the Job Protected Leave Application for further benefits.

Paid Family Leave (PFL - does not include DSA/MSA)
The State Funded Paid Family Leave program (PFL) is a partial wage-replacement insurance plan for California workers. For California workers covered by State Disability Insurance, Paid Family Leave (PFL) insurance provides up to six weeks of benefits for individuals who must take time off to care for a seriously ill child, spouse, parent, or registered domestic partner, or to bond with a new child. The plan is administered by The Disability Insurance Branch of the California Employment Development Department (EDD). Claims can be filed with the State SDI program by requesting an application from their website. Employees receiving SDI benefits need to contact the Auditor-Controller to discuss the coordination of benefits, which in most cases will reduce the impact on the employees leave balances. In addition, employees eligible to receive SDI are most likely eligible for FMLA/CFRA/PDL and should complete the Job Protected Leave Application for further benefits.

ADA/FEHA Compliance

Americans with Disabilities Act (ADA)/Fair Employment and Housing Act (FEHA)
The Americans with Disabilities Act (ADA), Amendment Act (ADAAA) and the Fair Employment and Housing Act (FEHA) laws prohibit discrimination against otherwise qualified individuals with disabilities who can perform the essential functions of a job, with or without reasonable accommodation.

Applicants requesting an accommodation need to complete out the Applicant Accommodation Request and provide it to Human Resources with their Application for Employment.
Employees requesting an accommodation need to complete the Employee portion of the Employee Accommodation Request and provide it to Human Resources and the Employee Accommodation Request - Medical Release and provide it to Human Resources.

General members of the public requiring ADA assistance and individuals who have an unresolved ADA request need to complete the ADA Complaint/Assistance Form and provide it to Human Resources.

Reasonable Accommodation
A reasonable accommodation is an adjustment or change in a system to "accommodate" or make fair a system for an individual based on a proven need. It can include adjustments to programs or facilities for greater access or a modification or adjustment to an application process, job or the work environment that will enable a qualified applicant or employee with a disability to participate in the application process or to perform essential job functions. Reasonable accommodation also includes adjustments to assure that a qualified individual with a disability has rights and privileges in employment equal to those of employees without disabilities. Accommodations that change the essential functions of a job or program or pose an undue hardship are not required. To  request a reasonable accommodation an individual should fill out the appropriate form for applicants, employees or the general public, which will begin an interactive process which may or may not result in a reasonable accommodation being granted, depending on the circumstances.
 


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Yuba County
An Equal Opportunity / Affirmative Action Employer 


Human Resources and Organizational Services • 915 8th. St., Suite 113, Marysville, CA 95901
(530)749-7860 • Fax: (530)749-7864

 

©2009 County of Yuba, CA