Human Resources

Human Resources

Welcome to Human Resources
Meet The Staff
Current Openings
Employment Opportunities
Benefits
Personnel Policies
Frequently Asked Questions
Human Resources Helpdesk
Personnel Forms
Holiday Schedule

Contact Info.

Human Resources
350 Pageant Ln
Suite 301A
Clarksville, TN 37040


Phone: 931-648-5715


Hours of Operation

Mon - Fri
7:30am - 4:30pm

Benefits

Health Insurance Benefits

Below are health benefit summaries intended to provide you with a brief explanation of our employee benefits plans.

Onsite offers services to CMCSS school and Montgomery County employees as well as their insured dependents. To access their site, click here.

 

 Lincoln Plan Summaries

Guardian Plan Summaries

Employee Assistance Program (EAP) - Magellan

Healthcare Reform Care Act

Montgomery County Employee Policies

Family Care and Medical Leave Policy

FMLA (Family Medical Leave Act) requires covered employers to provide up to twelve (12) weeks of unpaid, job-protected leave to eligible employees for certain family and employee medical reasons. Employees may be eligible if they have worked for the covered employer at least one (1) year and for a minimum of 1,250 hours over the previous twelve (12) months. Other qualifications must be met. Refer to the resources provided below in the section called, “FMLA Forms,” for additional information. Montgomery County Government meets the definition of a covered employer. Employees are encouraged to reach out to Human Resources regarding FMLA questions.

FMLA Forms

Reasons for Taking Leave

Unpaid leave must be granted for any of the following reasons:

  • To care for the employee’s child after birth, or placement for adoption or foster care;
  • To care for the employee’s spouse, son or daughter, or parent, who has a serious health condition; or
  • For a serious health condition that makes the employee unable to perform the employee’s job.

At the employee’s or employer’s option, certain kinds of paid leave may be substituted for unpaid leave.

Advance Notice and Medical Certification

The employee may be required to provide advance leave notice and medical certification. Taking of leave may be denied if requirements are not met.

  • The employee ordinarily must provide 30 days advance notice when the leave is “foreseeable.”
  • An employer may require medical certification to support a request for leave because of a serious health condition, and may require second or third opinions (at the employer’s expense) and a fitness for duty report to return to work.

Job Benefits and Protection

  • For the duration of FMLA leave, the employer must maintain the employee’s health coverage under any “group health plan.”
  • Upon return from FMLA leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms.
  • The use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s leave.

Unlawful Acts by Employers

FMLA makes it unlawful for any employer to:

  • Interfere with, restrain, or deny the exercise of any right provided under FMLA;
  • Discharge or discriminate against any person for opposing any practice made unlawful by FMLA, or for involvement in any proceeding under or relating to FMLA.

Enforcement

  • The U.S. Department of Labor is authorized to investigate and resolve complaints of violations.
  • An eligible employee may bring a civil action against an employer for violations.

FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or Local law or collective bargaining agreement which provides greater family or medical leave rights.

For Additional Information

Contact the nearest office of the Wage and Hour Division, listed in most telephone directories under U.S. Government, Department of Labor.

Insurance, Retirement, Flexible Spending and EAP Contacts