Unpaid Leave - Benefits Continuation

Employees who have a need for extended leave may go into a Leave Without Pay (LWOP) status.  Employees may use any/all available accrued leave before going into LWOP while on protected leave. This page describes an employee's responsibility for paying certain benefit premiums while on LWOP.

LWOP while on FMLA/OFLA/PLO Leave

Hood River County, currently, does not require an employee to use any/all available accrued leave time while on protected leave (FMLA/OFLA/PLO) before going into LWOP.  Employees who elect to go LWOP during a protected leave for an entire pay period, or who do not have adequate time in a pay period to cover the employee health premium cost share, are responsible for timely repayment of the employee health premium cost share during the LWOP period. Employee may provide a check to County payroll for their health premium cost share, or upon return to work with reportable hours, up to 10% will be deducted from the employee paycheck until the back share of the health premiums are paid in full.  See County Employee Handbook Family and Medical Leave for full details.  

LWOP - Other Employee Benefits

When an employee is on an extended period of unpaid leave, other benefits may be affected.  Oregon PERS service credit may be reduced, and employees who are eligible for paid county holidays, sick and vacation benefits may not receive pay for the holiday or accrue leaves if they are on a continuous leave without pay.  

For questions related to Oregon PERS service credit, contact Oregon PERS at 888-320-7377.

For questions related to paid county holidays, sick and vacation accrual, consult your collective bargaining agreement, county employee handbook or contact Human Resources at hr@hoodrivercounty.gov