8.5
Intermittent Leave An employee does not need to use FML in one block. Leave can be taken intermittently or on a reduced leave schedule when medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt COPC’s operations. Employees may also take leave due to “qualifying exigencies” (defined above) on an intermittent basis. While using Intermittent leave, the employee must follow their department’s or practice’s call-off FML “Leave Year” For the purposes of this policy, COPC will use a rolling 12-month period measured backward from the date an employee uses any FMLA leave. Available leave is determined by subtracting the
number of weeks of FMLA leave taken during this 12-month “look back” period from the 12-week total allowed.
8.6
procedure. The employee must report their time within the leave Administrator’s portal within 7 business days of the absence; this is required to ensure your FML hours are reported accurately. If you do not report your time, to both COPC and the Leave Administrator, within 24 hours after the absence, this time may be considered unexcused. Employees must enter intermittent leave time in both COPC’s and our vendor leave systems for record keeping purposes.
8.7
Employee Benefits During FML and Job Restoration After FML
● Health Insurance: During an employees’ FML, COPC will maintain Group and Voluntary Benefits and other group health benefits on the same conditions as if the employee was working subject to applicable plan documents and law. If the employee wants benefits to continue during FML, they must continue to pay the share of the premiums for those benefits at the same contribution rate as if they were an active employee. If any portion of FML is paid, the employee’s share of the benefit premiums will be paid through automatic payroll deductions. For unpaid FML, the employee must make payments for their share of the premiums monthly. COPC’s obligations to maintain benefits cease if an employee fails to pay their share of premiums. If an employee fails to pay their share of premiums on a timely basis while on the leave of absence, their coverage may be retroactively terminated back to the last day when premiums were paid.
● Accrual of Paid Time Off (PTO) during FML: Consistent with COPC’s policy for all types of leave, employees will not accrue PTO or other benefits while on unpaid FML. ● Holidays during FML: Employees will not be paid for holidays that fall during FML unless the holiday falls on a day covered by other forms of paid time off (i.e., PTO, Floating Holiday, etc.). ● Job Restoration: Most employees will be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms after FML. ● Benefits Accrued Before FML: Use of FML will not result in the loss of any employment benefit that accrued prior to the start of the leave. ● Retirement Plans: FML will be treated as continuous service (i.e., no break in service) for purposes of vesting and eligibility to participate in COPC’s retirement plans.
Page 52
Questions and concerns can be directed to your immediate supervisor, Human Resources (614) 304-2080 or the Compliance Hotline (866) 539-5813
Made with FlippingBook - professional solution for displaying marketing and sales documents online