Common use of Extended Medical Leave of Absence Clause in Contracts

Extended Medical Leave of Absence. An employee may be granted an extended medical leave of absence, WITHOUT PAY, due to personal illness, or the illness of an immediate family member. • For the employee who needs to remain off work due to his/her own illness: ▫ The employee should request this leave: ▪ When leave days under FMLA leave are exhausted, or ▪ At the end of the 90 calendar days of a Medical Leave of Absence (that doesn’t qualify for FMLA). ▫ The employee will maintain his/her current level of health insurance coverage, under the same terms as if he/she was actively working, for up to one year from the start of long term disability benefits (or last paid sick day if the employee does not qualify for long term disability benefits). ▫ Duration of leave is up to one (1) year, though a second year of leave may be requested if not sufficiently recovered within the first year. ▫ Upon return to work, the employee must complete one full year of service according to the employee’s individual contract, before the employee would be eligible for the year coverage of health insurance while on a leave. This does not preclude the employee from using his/her accumulated leave days (sick or personal) and/or vacation day(s). • For extended leave time to care for a sick immediate family member: ▫ The employee should request this leave: ▪ When leave days under FMLA leave are exhausted, or ▪ If he/she doesn’t qualify for FMLA, when they have exhausted the 10 sick days he/she is permitted to use for immediate family illness. ▫ The employee will maintain his/her current level of health insurance coverage, under the same terms as if he/she was actively working, for up to one year from the start of this leave. ▫ The maximum duration for this leave is one (1) year. ▫ Upon return to work, the employee must complete one full year of service according to the employee’s individual contract, before the employee would be eligible for the year coverage of health insurance while on a leave. This does not preclude the employee from using his/her accumulated leave days (sick or personal) and/or vacation day(s). See Section D for more details. For each of the leaves listed above: ● A written request for leave should be submitted to the Assistant Superintendent of Human Resources and District Services. ● Medical documentation supporting your need to be off work will be required. ● Additional paperwork will be required for FMLA leaves and claims for disability benefits. For each of the leaves above, when the leave time is needed for the employee’s own illness, the employee may file a claim for applicable short and/or long term disability benefits if he/she is enrolled in such benefits. ● Short Term Disability―This is a voluntary program for employees who enroll during the yearly open enrollment period. Qualifying participants will be able to apply for short term disability benefits for their own non-work related injury or illness. Short term disability benefits may be subject to a 14 calendar day elimination period for an illness that does not require in-patient hospitalization. Employees will also have the option of using portions of their earned sick days with short term disability benefits, not to exceed 100 percent of the employee’s pre-disability earnings. These prorated sick days may be used over any regular work days. If prorated sick days are not used, or if they are depleted before the 90 day benefit period ends, short term disability benefits will be as described in Appendix F. When applicable, short term disability benefits can be used in combination with Family Medical Leaves (FMLA) and a Medical Leave of Absence. IMPORTANT: A claim for short term disability benefits should be filed as soon as the employee is, or anticipates, being disabled. Benefits are always payable from the date of disability forward (less any elimination period), for up to 90 calendar days, for as long he/she continues to meet the definition of disabled. Therefore, the maximum short term disability benefit period may end before the employee exhausts his/her FMLA leave days, since FMLA leave days only apply to the employee’s regularly scheduled (10 month) work days. See Appendix F for specific details. • Long Term Disability―Long term disability coverage is provided by the District for qualifying employees. There is a 90 calendar day elimination period before long term disability benefits may be payable. This 90 calendar day period is counted from the date of disability, which may be different than the employee’s first day off work. Since disability benefits apply to all calendar days and FMLA only applies to work days, in some cases (such as leaves that begin in the Spring and continue into the Fall), the employee may begin long term disability benefits before FMLA days are exhausted. Employees will also have the option of using portions of their earned sick days with long term disability benefits, not to exceed 100 percent of the employee’s pre- disability earnings, but only for the first year of long term disability benefits. These prorated sick days may be used over any regular workdays. After the one year period or when the sick days are depleted, long term disability benefits will be as described in Appendix G. If the sick days are not used in addition to the long term disability benefits, the long term disability benefit will be as described in Appendix G. When applicable, long term disability benefits can be used in combination with Family Medical Leaves (FMLA), Medical Leaves of Absence, and Extended Medical Leaves of Absence. IMPORTANT: The standard review period for a claim for long term disability benefits is 30-45 business days. Therefore, a claim for long term disability benefits should be filed once an employee has been disabled for 30 or more days, if the disability is expected to last for three or more months. If the employee is receiving short term disability benefits, the carrier will automatically review the claim for long term disability benefits, when applicable. In this case, the employee does not need to submit a new claim for long term disability benefits.

Extended Medical Leave of Absence. An employee may be granted an extended medical leave of absence, WITHOUT PAY, due to personal illness, or the illness of an immediate family member. • For the employee who needs to remain off work due to his/her own illness: ▫ The employee should request this leave: ▪ When leave days under FMLA leave are exhausted, or ▪ At the end of the 90 calendar days of a Medical Leave of Absence (that doesn’t qualify for FMLA). ▫ The employee will maintain his/her current level of health insurance coverage, under the same terms as if he/she was actively working, for up to one year from the start of long term disability benefits (or last paid sick day if the employee does not qualify for long term disability benefits). ▫ Duration of leave is up to one (1) year, though a second year of leave may be requested if not sufficiently recovered within the first year. ▫ Upon return to work, the employee must complete one full year of service according to the employee’s individual contract, before the employee would be eligible for the year coverage of health insurance while on a leave. This does not preclude the employee from using his/her accumulated leave days (sick or personal) and/or vacation day(s). • For extended leave time to care for a sick immediate family member: ▫ The employee should request this leave: ▪ When leave days under FMLA leave are exhausted, or ▪ If he/she doesn’t qualify for FMLA, when they have exhausted the 10 sick days he/she is permitted to use for immediate family illness. ▫ The employee will maintain his/her current level of health insurance coverage, under the same terms as if he/she was actively working, for up to one year from the start of this leave. ▫ The maximum duration for this leave is one (1) year. ▫ Upon return to work, the employee must complete one full year of service according to the employee’s individual contract, before the employee would be eligible for the year coverage of health insurance while on a leave. This does not preclude the employee from using his/her accumulated leave days (sick or personal) and/or vacation day(s). See Section D for more details. For each of the leaves listed above: ● A written request for leave should be submitted to the Assistant Superintendent of Human Resources and District Services. ● Medical documentation supporting your need to be off work will be required. ● Additional paperwork will be required for FMLA leaves and claims for disability benefits. For each of the leaves above, when the leave time is needed for the employee’s own illness, the employee may file a claim for applicable short and/or long term disability benefits if he/she is enrolled in such benefits. ● Short Term Disability―This Disabililty―This is a voluntary program for employees who enroll during the yearly open enrollment period. Qualifying participants will be able to apply for short term disability benefits for their own non-work related injury or illness. Short term disability benefits may be subject to a 14 calendar day elimination period for an illness that does not require in-patient hospitalization. Employees will also have the option of using portions of their earned sick days with short term disability benefits, not to exceed 100 percent of the employee’s pre-disability earnings. These prorated sick days may be used over any regular work days. If prorated sick days are not used, or if they are depleted before the 90 day benefit period ends, short term disability benefits will be as described in Appendix F. When applicable, short term disability benefits can be used in combination with Family Medical Leaves (FMLA) and a Medical Leave of Absence. IMPORTANT: A claim for short term disability benefits should be filed as soon as the employee is, or anticipates, being disabled. Benefits are always payable from the date of disability forward (less any elimination period), for up to 90 calendar days, for as long he/she continues to meet the definition of disabled. Therefore, the maximum short term disability benefit period may end before the employee exhausts his/her FMLA leave days, since FMLA leave days only apply to the employee’s regularly scheduled (10 month) work days. See Appendix F for specific details. • Long Term Disability―Long term disability coverage is provided by the District for qualifying employees. There is a 90 calendar day elimination period before long term disability benefits may be payable. This 90 calendar day period is counted from the date of disability, which may be different than the employee’s first day off work. Since disability benefits apply to all calendar days and FMLA only applies to work days, in some cases (such as leaves that begin in the Spring and continue into the Fall), the employee may begin long term disability benefits before FMLA days are exhausted. Employees will also have the option of using portions of their earned sick days with long term disability benefits, not to exceed 100 percent of the employee’s pre- disability earnings, but only for the first year of long term disability benefits. These prorated sick days may be used over any regular workdayswork days. After the one year period or when the sick days are depleted, long term disability benefits will be as described in Appendix G. If the sick days are not used in addition to the long term disability benefits, the long term disability benefit will be as described in Appendix G. When applicable, long term disability benefits can be used in combination with Family Medical Leaves (FMLA), Medical Leaves of Absence, and Extended Medical Leaves of Absence. IMPORTANT: The standard review period for a claim for long term disability benefits is 30-45 business days. Therefore, a claim for long term disability benefits should be filed once an employee has been disabled for 30 or more days, if the disability is expected to last for three or more months. If the employee is receiving short term disability benefits, the carrier will automatically review the claim for long term disability benefits, when applicable. In this case, the employee does not need to submit a new claim for long term disability benefits.

Extended Medical Leave of Absence. An employee may be granted an extended medical leave of absence, WITHOUT PAY, due to personal illness, or the illness of an immediate family member. • For the employee who needs to remain off work due to his/her own illness: ▫ The employee should request this leave: ▪ When leave days under FMLA leave are exhausted, or ▪ At the end of the 90 calendar days of a Medical Leave of Absence (that doesn’t qualify for FMLA). ▫ The employee will maintain his/her current level of health insurance coverage, under the same terms as if he/she was actively working, for up to one year from the start of long term disability benefits (or last paid sick day if the employee does not qualify for long term disability benefits). ▫ Duration of leave is up to one (1) year, though a second year of leave may be requested if not sufficiently recovered within the first year. ▫ Upon return to work, the employee must complete one full year of service according to the employee’s individual contract, before the employee would be eligible for the year coverage of health insurance while on a leave. This does not preclude the employee from using his/her accumulated leave days (sick or personal) and/or vacation day(s). • For extended leave time to care for a sick immediate family member: ▫ The employee should request this leave: ▪ When leave days under FMLA leave are exhausted, or ▪ If he/she doesn’t qualify for FMLA, when they have exhausted the 10 sick days he/she is permitted to use for immediate family illness. ▫ The employee will maintain his/her current level of health insurance coverage, under the same terms as if he/she was actively working, for up to one year from the start of this leave. ▫ The maximum duration for this leave is one (1) year. ▫ Upon return to work, the employee must complete one full year of service according to the employee’s individual contract, before the employee would be eligible for the year coverage of health insurance while on a leave. This does not preclude the employee from using his/her accumulated leave days (sick or personal) and/or vacation day(s). See Section D for more details. For each of the leaves listed above: ● A written request for leave should be submitted to the Assistant Superintendent Director of Human Resources Resources, and District Services. ● Medical documentation supporting your need to be off work will be required. ● Additional paperwork will be required for FMLA leaves and claims for disability benefits. For each of the leaves above, when the leave time is needed for the employee’s own illness, the employee may file a claim for applicable short and/or long term disability benefits if he/she is enrolled in such benefits. ● Short Term Disability―This Disabililty―This is a voluntary program for employees who enroll during the yearly open enrollment period. Qualifying participants will be able to apply for short term disability benefits for their own non-work related injury or illness. Short term disability benefits may be subject to a 14 calendar day elimination period for an illness that does not require in-patient hospitalization. Employees will also have the option of using portions of their earned sick days with short term disability benefits, not to exceed 100 percent of the employee’s pre-disability earnings. These prorated sick days may be used over any regular work days. If prorated sick days are not used, or if they are depleted before the 90 day benefit period ends, short term disability benefits will be as described in Appendix F. When applicable, short term disability benefits can be used in combination with Family Medical Leaves (FMLA) and a Medical Leave of Absence. IMPORTANT: A claim for short term disability benefits should be filed as soon as the employee is, or anticipates, being disabled. Benefits are always payable from the date of disability forward (less any elimination period), for up to 90 calendar days, for as long he/she continues to meet the definition of disabled. Therefore, the maximum short term disability benefit period may end before the employee exhausts his/her FMLA leave days, since FMLA leave days only apply to the employee’s regularly scheduled (10 month) work days. See Appendix F for specific details. • Long Term Disability―Long term disability coverage is provided by the District for qualifying employeesmembers. There is a 90 calendar day elimination period before long term disability benefits may be payable. This 90 calendar day period is counted from the date of disability, which may be different than the employee’s first day off work. Since disability benefits apply to all calendar days and FMLA only applies to work days, in some cases (such as leaves that begin in the Spring and continue into the Fall), the employee may begin long term disability benefits before FMLA days are exhausted. Employees will also have the option of using portions of their earned sick days with long term disability benefits, not to exceed 100 percent of the employee’s pre- disability earnings, but only for the first year of long term disability benefits. These prorated sick days may be used over any regular workdayswork days. After the one year period or when the sick days are depleted, long term disability benefits will be as described in Appendix G. If the sick days are not used in addition to the long term disability benefits, the long term disability benefit will be as described in Appendix G. When applicable, long term disability benefits can be used in combination with Family Medical Leaves (FMLAFMLA ), Medical Leaves of Absence, and Extended Medical Leaves of Absence. IMPORTANT: The standard review period for a claim for long term disability benefits is 30-45 business days. Therefore, a claim for long term disability benefits should be filed once an employee has been disabled for 30 or more days, if the disability is expected to last for three or more months. If the employee is receiving short term disability benefits, the carrier will automatically review the claim for long term disability benefits, when applicable. In this case, the employee does not need to submit a new claim for long term disability benefits.

Extended Medical Leave of Absence. An employee may be granted an extended medical leave of absence, WITHOUT PAY, due to personal illness, or the illness of an immediate family member. • For the employee who needs to remain off work due to his/her own illness: ▫ The employee should request this leave: ▪ When leave days under FMLA leave are exhausted, or ▪ At the end of the 90 calendar days of a Medical Leave of Absence (that doesn’t qualify for FMLA). ▫ The employee will maintain his/her current level of health insurance coverage, under the same terms as if he/she was actively working, for up to one year from the start of long term disability benefits (or last paid sick day if the employee does not qualify for long term disability benefits). ▫ Duration of leave is up to one (1) year, though a second year of leave may be requested if not sufficiently recovered within the first year. ▫ Upon return to work, the employee must complete one full year of service according to the employee’s individual contract, before the employee would be eligible for the year coverage of health insurance while on a leave. This does not preclude the employee from using his/her accumulated leave days (sick or personal) and/or vacation day(s). • For extended leave time to care for a sick immediate family member: ▫ The employee should request this leave: ▪ When leave days under FMLA leave are exhausted, or ▪ If he/she doesn’t qualify for FMLA, when they have exhausted the 10 sick days he/she is permitted to use for immediate family illness. ▫ The employee will maintain his/her current level of health insurance coverage, under the same terms as if he/she was actively working, for up to one year from the start of this leave. ▫ The maximum duration for this leave is one (1) year. ▫ Upon return to work, the employee must complete one full year of service according to the employee’s individual contract, before the employee would be eligible for the year coverage of health insurance while on a leave. This does not preclude the employee from using his/her accumulated leave days (sick or personal) and/or vacation day(s). See Section D for more details. For each of the leaves listed above: ● A written request for leave should be submitted to the Assistant Superintendent of Human Resources and District Services. ● Medical documentation supporting your need to be off work will be required. ● Additional paperwork will be required for FMLA leaves and claims for disability benefits. For each of the leaves above, when the leave time is needed for the employee’s own illness, the employee may file a claim for applicable short and/or long term disability benefits if he/she is enrolled in such benefits. ● Short Term Disability―This Disabililty―This is a voluntary program for employees who enroll during the yearly open enrollment period. Qualifying participants will be able to apply for short term disability benefits for their own non-work related injury or illness. Short term disability benefits may be subject to a 14 calendar day elimination period for an illness that does not require in-patient hospitalization. Employees will also have the option of using portions of their earned sick days with short term disability benefits, not to exceed 100 percent of the employee’s pre-disability earnings. These prorated sick days may be used over any regular work days. If prorated sick days are not used, or if they are depleted before the 90 day benefit period ends, short term disability benefits will be as described in Appendix F. When applicable, short term disability benefits can be used in combination with Family Medical Leaves (FMLA) and a Medical Leave of Absence. IMPORTANT: A claim for short term disability benefits should be filed as soon as the employee is, or anticipates, being disabled. Benefits are always payable from the date of disability forward (less any elimination period), for up to 90 calendar days, for as long he/she continues to meet the definition of disabled. Therefore, the maximum short term disability benefit period may end before the employee exhausts his/her FMLA leave days, since FMLA leave days only apply to the employee’s regularly scheduled (10 month) work days. See Appendix F for specific details. • Long Term Disability―Long term disability coverage is provided by the District for qualifying employees. There is a 90 calendar day elimination period before long term disability benefits may be payable. This 90 calendar day period is counted from the date of disability, which may be different than the employee’s first day off work. Since disability benefits apply to all calendar days and FMLA only applies to work days, in some cases (such as leaves that begin in the Spring and continue into the Fall), the employee may begin long term disability benefits before FMLA days are exhausted. Employees will also have the option of using portions of their earned sick days with long term disability benefits, not to exceed 100 percent of the employee’s pre- disability earnings, but only for the first year of long term disability benefits. These prorated sick days may be used over any regular workdayswork days. After the one year period or when the sick days are depleted, long term disability benefits will be as described in Appendix G. If the sick days are not used in addition to the long term disability benefits, the long term disability benefit will be as described in Appendix G. When applicable, long term disability benefits can be used in combination with Family Medical Leaves (FMLAFMLA ), Medical Leaves of Absence, and Extended Medical Leaves of Absence. IMPORTANT: The standard review period for a claim for long term disability benefits is 30-45 business days. Therefore, a claim for long term disability benefits should be filed once an employee has been disabled for 30 or more days, if the disability is expected to last for three or more months. If the employee is receiving short term disability benefits, the carrier will automatically review the claim for long term disability benefits, when applicable. In this case, the employee does not need to submit a new claim for long term disability benefits.