schedule leave is measured in increments of one hour. Leave for a qualifying exigency may also be taken on an intermittent basis.
Special Rule Applicable to Spouses who are Both Employed by the University - If the University employs both spouses, the combined total Family and Medical Leave to which they will be entitled together will be 12 weeks in any 12-month period if the leave is taken for birth, adoption and bonding.
Restoration Rights
General - At the end of FMLA leave, an employee will generally have the right to return to his/her last position before the leave or to an equivalent position with equivalent benefits, pay and other terms and conditions of employment. In returning from any of these leaves, the employee will not lose any benefit rights, such as sick or annual leave, to the extent that those benefit rights accrued before the leave period. Certification Before Return - Before an employee may return from FLMA leave for his/her own illness that has continued for at least 5 calendar days, the employee’s health care provider may be required to certify that the employee is able to resume his/her job. The employee will be required to bear the out-of-pocket costs of such a certification, if any.
Pay and Benefits
Pay - FMLA leaves are not paid leaves. However, an employee may substitute a paid leave for which the employee is eligible for otherwise unpaid leave. In this case, the FMLA leave, and the paid leave would run concurrently and would remain subject to all protections that would apply if the leave were taken on an unpaid basis. Employees who seek paid leave will need to meet the notice and qualification requirements under the respective leave policies. Other Benefits - During FMLA leave, the University will continue the employee’s health/vision and dental insurance coverage. Likewise, the employee is entitled to continue said coverage for his/her family provided that he/she pays the regular premium on a timely basis. In addition, employees may elect to continue any supplemental insurance policies by timely payment of premiums. During any paid leave, the employee’s share of the premiums will be deducted from the employee’s pay.
Group life insurance and long-term disability insurance will also be maintained during FMLA leave as if the employee was actively employed.
Medical Records Documents relating to medical certifications, recertifications or medical histories of employees or employees’ family members will be maintained separately and treated as confidential medical records, except that in some legally recognized circumstances, the records (or information in them) may be disclosed to supervisors and managers, first aid and safety personnel, or government officials.
48
Made with FlippingBook - PDF hosting