member in order to work out a schedule which best suits the needs of both the employee and the School.
Leave extension requests should be made two weeks before the end of the scheduled leave, if possible. Where the leave extension is for the employee’s or a family member’s serious health condition, the request must include medical certification of the need for continued leave.
Failure to comply with these notice requirements may result in denial or deferral of the requested leave.
Compensation and Benefits During Leave
Generally, leaves under this policy are unpaid. Employees may choose to use accrued paid leave during leave, and in some circumstances must use accrued paid leave, as follows: • Sick leave must be used during medical leave, military caregiver, or pregnancy disability leave, or family care leave to care for an ill family member • Use of sick leave is optional, not required, during periods the employee is receiving any kind of income replacement benefits, such as workers’ compensation, state disability or paid family leave benefits. Using paid leave will not extend the maximum amount of leave available. When paid leave is exhausted, the remaining leave is unpaid. Sick leave benefits will continue to accrue only during the portion of leave during which an employee is receiving sick leave pay. The School maintains group health insurance coverage during approved leaves as follows: • for up to four months of pregnancy disability leave; • for up to a combined total of 12 weeks of family care and medical leave (FMLA- eligible employees only); and • for up to 26 weeks of military caregiver leave (FMLA-eligible employees only). The employee will continue to be responsible for paying the employee’s portion of applicable group health insurance premiums. Premiums for all benefits other than group health benefits must be paid in full by the employee during the period of leave if the employee wishes such benefits to continue. Employees who have exhausted or are ineligible for these benefit entitlements may continue coverage at their own expense under COBRA. An employee who fails to return from leave may be required to repay insurance premiums paid by the School during the leave. Sick leave will only continue to accrue during the portion of leave during which an employee is receiving sick pay.
2016-2017
33
Made with FlippingBook flipbook maker