8.1
SECTION VIII
Overview COPC is committed to compliance with the Family and Medical Leave Act of 1993 (“FMLA”). The purpose of this policy is to provide employees
with a basic understanding of their rights and obligations under the FMLA. DOL FMLA General Notice Poster
8.2
Eligibility This policy applies to all employees eligible for leave under FMLA. An employee who has been employed at COPC for at least 12 months, has worked at least 1,250 hours during the 12-month period preceding the commencement of the leave, and who works at a location where COPC Leave Entitlement An eligible employee is entitled to take up to 12 weeks of job protected FML for the following reasons: ● for the birth of a child, and to bond with the newborn child, ● for the placement with the employee of a child for adoption or foster care, and to bond with that child, ● to care for an immediate family member (spouse, child, or parent – but not a parent “in-law”) with a “serious health condition”, ● to take medical leave when the employee is unable to work because of a “serious health condition” A “serious health condition” is defined as an illness, injury, impairment, or physical or mental condition Military Family Leave Entitlements Eligible employees whose spouse, son, daughter, or parent is on covered active duty or called to covered active-duty status may use their 12-week leave entitlement to address certain “qualifying exigencies.” Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post- deployment reintegration briefings. The FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered servicemember during a single 12-month period. A covered servicemember is: ● a current member of the Armed Forces, including a member of the National Guard
employs at least 50 employees within a 75-mile radius, is eligible for Family Medical Leave (“FML”). Paid absences (including workers’ compensation, short term disability, and other paid or unpaid time off) prior to taking FML, are not included in the 1,250 work hours referenced above.
Family Medical Leave Act
8.3
that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job or prevents the qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity (inability to work) of more than 3 consecutive calendar days combined with at least two visits to a health care provider or one visit and a regiment of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment.
8.1 Overview 8.2 Eligibility 8.3 Leave Entitlement 8.4 Military Family Leave Entitlements
8.5 FML “Leave Year” 8.6 Intermittent Leave 8.7 Employee Benefits During FML and Job Restoration After FML 8.8 Pay During FML 8.9 How to Request Leave 8.10 COPC’s Responsibilities 8.11 The Employee’s Responsibilities 8.12 COPC’s Commitment
8.4
or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness; or ● a veteran who was discharged or released under conditions other than dishonorable at any time during the five-year period prior to the first date the eligible employee takes FML to care for the covered veteran, and who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness. (Note, the FMLA definitions of “serious injury or illness” for current service members and veterans are distinct from the FMLA definition of serious health condition).
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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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