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558.2 - Family and Medical Leave
558.2 Family and Medical Leave
|P-558.2||The College complies with the provisions of the Family and Medical Leave Act (FMLA). Information regarding FMLA rights and requirements may be obtained from the Human Resources Department. The College reserves all rights available to employers under the Family and Medical Leave Act.|
To qualify for FMLA leave, employees will have completed at least 12 months of service and will have worked an average of 24 hours per week over the preceding 12 months (1,250 hours).
FMLA leave for the following reasons will be granted up to a maximum of 12 weeks in any 12 month period:
FMLA leave for the following reasons will be granted up to a maximum of 26 weeks in any single 12 month period (subject to medical certification):
At SCC, employees exhaust any applicable accrued sick, personal, and vacation time before counting leave time towards available FMLA time.
|Pr-558.2.03||Counting of Leave Taken Under FMLA
The College will determine the amount of leave available under this policy for an eligible employee by using a "rolling" 12 month period.
|Pr-558.2.04||Notice Requirements of Employees
Employees must provide to their Supervisor and to Human Resources as much notice as practicable based on the circumstances requiring the leave. The Supervisor must consult Human Resources as soon as there is knowledge an employee needs to be off work in an unpaid status.
Medical certification by an applicable health care provider is required for all leaves with the exception of leave for childbirth. The Department of Labor's "Certification of Health Care Provider" form is available for review on the college Intranet and in the Human Resources Department. A copy is provided to any employee as needed.
|Pr-558.2.06||Active Duty/Call to Duty Certification
For leave of absence due to Armed Forces active duty or call to duty, the employee must provide the available Armed Forces documentation as soon as possible.
|Pr-558.2.07||Pay While on Family or Medical Leave
The Leave is unpaid since an employee uses all applicable accrued sick, personal, and vacation time before taking this Leave.
|Pr-558.2.08||Continuation of Benefits while on Family or Medical Leave
For any employee granted Leave under this policy:
|Pr-558.2.09||Impact on Future Retirement Benefits
For information on potential impact of Family and Medical Leave on retirement benefits, the employee should refer to the PSRS-PEERS website at http://www.psrs-peers.org/.
Employees who take leave under this policy due to their own serious health condition must provide to the Human Resources Department, in advance of returning to work, a "return-to-work" slip from their health care provider stating that they are able to resume the essential functions of their jobs. Employee may not return to work without the appropriate doctor's note.
|Pr-558.2.11||Return from Family and Medical Leave
Employees are expected to return to work the first workday following the last day of the family or medical leave. In cases where the employee is able to return sooner or the employee needs an extension of leave time, employees are asked to provide 2 days notice of such whenever possible. Upon return from a family or medical leave, an employee will be restored to the same or an equivalent position. An employee's failure to return from leave on the designated date will be handled in accordance with the Attendance Policy.
|Pr-558.2.12||Option for Employees Ineligible for FMLA Leave
Employees who do not qualify for leave under FMLA or who have exhausted family and medical leave may consult the Personal Leave policy to determine their eligibility to apply for a Personal Leave.
|D-558.2.01||Child - For purposes of this policy, a child is defined as a natural, adopted, foster child, stepchild, or legal ward. If the child is over age 18, the child must be unable to care for himself/herself due to a serious illness.|
|D-558.2.02||Parent - A parent is defined as the employee's natural, adoptive, or stepparent or the individual who stood in loco parentis to an employee when that employee was a child.|
|D-558.2.03||Serious Health Condition - Generally, a serious health condition is defined as a physical or mental illness, injury, impairment, or condition involving 1) inpatient care in a hospital, nursing home, or hospice; or 2) continuing treatment by a health care provider. A serious health condition involving continuing treatment by a health care provider includes three or more consecutive calendar days of incapacity relating to the same condition that also involves treatment two or more times directed by a health care provider or treatment one or more times with a resulting regimen of continuing treatment. Included also in the definition is any condition or medical situation not specifically listed here but contained within the FMLA regulations.|
|D-558.2.04||Rolling 12-month period - A "Rolling" 12 month period measures backward from the date an employee's leave commences to the 12 months preceding this date.|
|D-558.2.06||Next of Kin - is the nearest blood relative of the service member.|
|S-582.2.01||Click here to view the complete general notice/FMLA Poster from the U.S. Department of Labor.|
Content Owner: Donna Davis - email@example.com
Page Updated by: Jessica Trimborn
Revision Dates: 02/12/2008, 10/08/2009, 05/2013