Employee Handbook 2022-2023

Any accrued or owing paid leave accumulated by an employee will be counted against (substituted for) the amount of unpaid leave to which the employee is entitled under the FMLA.

Under FMLA, “Eligible Employee” means an employee who has been employed

 For at least 12 months by Levine Academy  Has worked at least 1250 hours with Levine Academy during the previous 12-month period.

Notice of the need for leave under this policy must be provided in writing to the Head of School. Medical certification, documentation and other required communications under this policy should be submitted to the Head of School.

Leaves Taken Intermittently or on a Reduced Leave Schedule

Leaves may not be taken on an intermittent or reduced leave schedule unless Levine Academy and the employee mutually agree and unless the leave is medically necessary.

The School may require that an employee transfer temporarily to an available alternative position for which the employee is qualified if the intermittent leave is foreseeable based on planned medical treatment. Such a transfer would be to a position that has equivalent pay and benefits and better accommodates recurring periods of leave than the regular employment position of the employee.

Certification of Serious Health Condition

All employees who request a leave of absence for a personal serious health condition or that of a family member must provide Levine Academy with written certification from the health care provider which supports their request for such leave. The certification should be provided, when possible, in advance of the leave and within 15 days from the date requested by the School unless it is not possible to do so despite the employee’s diligent, good faith efforts. Recertification of an employee’s or family member’s condition may be required on a reasonable basis.

Reporting while on Leave; Certification Required Upon Return to Work

If an employee takes a leave of absence because of his/her own serious health condition or to care for a family member with a serious health condition, the employee may be required to provide periodic updates of his/her status and intent to return to work. Upon returning to work from a leave of absence for one’s own serious health condition, an employee will be required to provide certification from the employee’s hea lth care provider that the employee is able to resume work.

Maintenance of Benefits During Leave

Coverage of the employee under Levine Academy’s benefit plans will be continued for the duration of the employee’s leave at the level and under the conditions that coverage would have been provided if the employee had continued in active employment continuously for the duration of the leave. Employees will be required to continue making any required contributions or premiums to Levine Academy’s group health pl an during the term of the leave. If leave is unpaid, all premium payments should be submitted to the Business Office by the end of the month in order to be credited for the following month’s coverage. If an employee’s premium payment is more than 30 days l ate, Levine Academy’s obligation to maintain health insurance coverage ceases. In the event the School elects to maintain health insurance coverage where the employee has become delinquent in his/her contributions, the School may recover from the employee his/her share of any premium payments

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