Under the Federal Family and Medical Leave Act (“FMLA”), eligible employees of Levine Academy may take up to twelve (12) weeks of unpaid leave during a calendar year for any of the following reasons: • Birth of a child of the employee and care for the child within the first year following birth; • The placement of a child with the employee for adoption or foster care within the first year of placement;
• The care of a spouse, child or parent who has a serious health condition;
• A serious health condition that makes the employee unable to perform the functions of his or her position.
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 6 months by Levine Academy
• Has worked at least 625 hours with Levine Academy during the previous 6-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 health care provider that the employee is able to resume work.
Maintenance of Benefits During Leave
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