Harrell’s Employee Handbook, September 2023
recovering service member. An employee is also eligible for this type of leave when the family service member is receiving medical treatment, recuperation, or therapy, even if the service member is on a temporary disability retired list. • Employees requesting this type of FMLA leave must provide certification of the family member or next-of-kin’s injury, recovery, or need for care. This certification is not tied to a serious health condition as for other types of FMLA leave. This is the only type of FMLA leave that may extend an employee’s leave entitlement beyond 12 weeks to 26 weeks. Other types of FMLA leave are included with this type of FMLA leave and count toward a total of 26 weeks. • An eligible employee can take up to 12 weeks (or up to 26 weeks of leave to care for an injured or ill service member) under this policy during any 12-month period. The company will measure the 12-month period as a rolling 12-month period measured backward from the date an employee uses any leave under this policy. Each time an employee takes leave, the company will compute the amount of leave the employee has taken under this policy in the last 12 months and subtract it from the 12 weeks (or 26 weeks for the care of an injured or ill service member) of available leave, with the balance remaining being the amount the employee is entitled to take at that time. • If a husband and wife both work for the company and each wishes to take leave for the birth of a child, adoption or placement of a child in foster care, or to care for a parent (but not a parent- in-law) with a serious health condition, the husband, wife, or two closest blood relatives both work for the company and wish to take leave to care for a covered injured or ill service member, they may only take a combined total of 26 weeks of leave, inclusive and concurrent with any other FMLA leave taken. Employee Status and Benefits During Leave 1. While an employee is on leave, the Company will continue the employee’s health benefits during the leave period at the same level and under the same conditions as if the employee had continued to work. 2. If the employee chooses not to return to work for reasons other than a continued serious health condition of the employee or the employee’s family member or a circumstance beyond the employee’s control, the Company may require the employee to reimburse the Company the amount it paid for the employee's health insurance premium during the leave period. 3. Under current company policy, the employee pays a portion of the health care premium. While on paid leave, the employer will continue to make payroll deductions to collect the employee’s share of the premium. While on unpaid leave, the employee must continue to make this payment, either in person or by mail. The payment must be received in the Human Resources Department by the first day of each month. If the payment is more than 30 days late, the employee’s healthcare coverage may be dropped for the duration of the leave. The Company will provide advanced notification prior to the employee’s loss of coverage. 4. If the employee contributes to a life insurance or disability plan, the Company will continue making payroll deductions while the employee is on paid leave. While the employee is on unpaid leave, the employee may request the continuation of such benefits and their portion of the premiums, or the Company may elect to maintain such benefits during the leave and pay the employee’s share of the premium payments. If the employee does not continue these payments, the Company may discontinue coverage during the leave. If the Company maintains coverage, the employer may recover the costs incurred for paying the employee’s share of any premiums whether the employee returns to work.
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