8.11
The Employee’s Responsibilities
● An employee must provide the requested documentation as indicated in Section 8.9. ● Provide COPC and its FML administrator with timely periodic updates and additional documentation as requested during the leave to confirm continued FML eligibility. Failure to respond timely, may waive the employee’s continued rights under the FMLA and be considered an unexcused absence. ● During intermittent FML, the employee must notify/report the absence to their Direct Supervisor immediately. This may also require the employee to submit the absence as PTO in COPC’s time and attendance system. ● During intermittent FML, the employee must report their absence as FML to the FML administrator for every absence, including the number of hours being used in the Leave Administrator’s portal. ● If the employee’s situation has changed, the employee is required to notify their Direct Supervisor and the FML administrator in a timely manner.
● Providing the employee’s direct supervisor and the FML administrator with a signed note from the treating physician of the employee’s ability to return-to-work (when the absence is for their own serious health condition). Consistent with COPC’s policy regarding all types of leave, the following conduct is strictly prohibited in relation to FMLA leave: ● Engaging in fraud, misrepresentation, or providing false information to COPC or any health care provider. ● Having other employment during the leave, without prior written approval from COPC. ● Failure to comply with the employee’s obligations under this policy. ● Failure to return from the leave. Employees who engage in conduct described above will be subject to loss of benefits, denial or termination of leave, and corrective action, up to and including termination of employment.
8.12
COPC’s Commitment
COPC will not interfere with, restrain, or deny the exercise of any right provided by the FMLA, nor will it discharge or discriminate against any individual for opposing any practice or involvement in any proceeding relating to the FMLA. COPC
recognizes the co-existence of state and/or local laws regarding family and medical leave. Where such laws apply and provide greater family and medical leave rights than the FMLA, COPC will comply with those laws.
Questions and concerns can be directed to your immediate supervisor, Human Resources (614) 304-2080 or the Compliance Hotline (866) 539-5813
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