medical facts within the healthcare provider’s knowledge showing that the condition meets the criteria of a serious health condition. Where family leave is to care for a family member who is isolated or quarantined: o When a healthcare provider or public health authority recommends that a family member in need of your care voluntarily undergo self-quarantine: The date of the recommendation, the probable duration of the condition, and medical or other facts within the healthcare provider or public health authority’s knowledge regarding the condition. o When a public health authority issues a determination requiring or imposing responsive or prophylactic measures as a result of an illness caused by an epidemic of a communicable disease or known or suspected exposure to the communicable disease because the presence in the community of a family member in need of your care would jeopardize the health of others: The date of issuance of the public health authority’s determination and the probable duration of the determination. o Where family leave is to provide in-home care or treatment due to the closure of your child’s school or place of care, where such closure is by order of a public official due to an epidemic or other public health emergency: Certification from the school or place of care showing the date on which the closure started and the reason for such closure.
Key Employees
Key employees may be denied NJFLA leave if the leave would cause “substantial and grievous economic injury” to Company operations. Key employees are defined as the highest-paid 5% of salaried employees in an organization, or as one of the seven highest-paid employees, whichever is greater. This does not apply when the family leave is due to: A healthcare provider, the Commissioner of Health, or other authorized public official has ordered, directed, or recommended that the family member for which you provide care be isolated or quarantined; or The closure of a family member’s place of care because of a state of emergency declared by the governor or by order of the Commissioner of Health or other authorized public official during an epidemic of a communicable disease, or a known or suspected exposure to a communicable disease.
Maintenance of Health Benefits
The Company will maintain your group health plan coverage during NJFLA leave on the same terms as if you had continued to work. If applicable, you must arrange to pay your share of health plan premiums while on leave. In some instances, the Company may recover premiums paid to maintain health coverage or other benefits for you and your dependents. Use of NJFLA leave will not result in the loss of any employment benefit that accrued prior to the start of the leave.
Reinstatement
If you are returning from an authorized NJFLA leave, you will be reinstated to the same or a similar position, unless you are a key employee or unless the Company experiences a layoff during your leave and you would have been laid off if you had not been on leave. Unpaid family leave time is counted toward seniority for layoff purposes. The Company is not required to permit a return to work prior to the pre-arranged expiration of the NJFLA leave if returns from other leaves are treated the same way, or if such early return will cause undue hardship on the Company.
Substitution of Paid Leave
Consistent with Company policies, you may be required to substitute certain earned paid leave time for unpaid family leave. Abuse of Leave If you are found to have provided a false reason for a leave, you will be subject to disciplinary action up to and including termination.
Made with FlippingBook Digital Publishing Software