If the leave is for your own serious health condition, you will be required to submit appropriate medical certification from your physician. Such certification must include, at a minimum, the date the condition began, a diagnosis, and the probable date of your return to work. Employees requesting a leave to care for a covered family member with a serious health condition will be required to provide medical certification from the family member’s physician attesting to the nature of the serious health condition, probable length of time treatment will be required, and the reasons that the employee is required to care for this family member. Employees and family members may also be required to provide additional physician’s statements at the Village’s request. Failure to request a leave in advance or to complete the appropriate application forms indicating the reason for the leave may mean that the leave will not be granted or may be delayed. If, after a leave has begun, the Village discovers the leave is for a qualifying FMLA purpose, the entire or some portion of the leave period may be retroactively counted as FMLA leave. Accrued, paid time such as sick and vacation must be utilized during FMLA before unpaid time can be taken. Your “paid” leave period due to the receipt of workers’ compensation or other paid leave benefits or the substitution of paid leave time for unpaid leave time does not extend the 12-week leave period. Your family/medical leave runs at the same time with other types of leave (i.e., paid vacation, workers’ compensation, etc.). The most FMLA leave time you can receive is 12 weeks (26 weeks in limited circumstances) in a 12-month period. The Human Resources Department can provide more details. All benefits that operate on an accrual basis (e.g., vacation and sick leave) will cease to accrue during periods of unpaid leave. Holidays will be paid if falling during paid leave time. During an approved Family Medical Leave of absence, we will maintain your health care coverage under the same conditions, as coverage would be as if you were continuously employed during the entire leave period. BOTH THE EMPLOYEE AND THE VOP WILL BE RESPONSIBLE FOR PAYMENT OF THEIR SHARE OF THE PREMIUM DURING THIS LEAVE PERIOD. If the payment is more than 30 days late, coverage may be dropped for the duration of the leave. If your leave extends beyond an approved Family Medical Leave of absence, your coverage will be dropped and you may elect to continue group health coverage as provided for under COBRA. The Human Resources Department can provide more information regarding specific benefit continuation. During your leave, you may be required to provide the VOP, upon request, with additional physician’s statements attesting to your continued health condition. Before you will be permitted to return from medical leave, you will be required to present written confirmation from your physician indicating that you can return to work and 1) can perform the essential functions of your position, or 2) are restricted in the work you can perform and/or the hours and days you are allowed to work. Refer to the Family and Medical Leave Policy for additional details. Personal Leave of Absence For other types of leave or for leaves not eligible for FMLA, such as education or an extended leave when FMLA has expired, employees may request a personal leave of absence for up to 90 days. No benefits accrue during a personal leave. Employees may obtain continuation of group health coverage as
Village of Pinehurst Employee Handbook – Updated January 2025
40|Page
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