Family and Medical Leave of Absence. The District agrees to comply with all provisions and conditions of the Federal Family and Medical Leave Act (FMLA) of 1993. When time off work which qualifies as FMLA leave is to be taken, i.e. personal or family illness, etc., employees are required to exhaust earned and/or accrued paid personal, sick, and/or vacation time off which will be credited against their FMLA leave. If an employee has a work- related illness or injury that qualifies as a “serious health condition” under this law, time away from the job for which the employee receives Workers Compensation payments is also considered an FMLA leave and will run concurrently up to twelve (12) weeks of FMLA leave in any twelve (12) month period, if it is for an FMLA qualifying purpose. During the period of an approved FMLA leave, health insurance benefits being provided to the employee will continue uninterrupted. Employees must continue health insurance contributions during the term of leave. Failure of an employee to pay their share of health insurance premium during FMLA leave may result in loss of coverage if the employee’s contribution is more than thirty (30) days late. If the employee’s premiums are in arrears, the District shall provide the employee at least fifteen (15) days written notice prior to canceling insurance plan coverage. Except as required under COBRA, the District’s obligations to maintain health benefit premium contributions for an employee on FMLA ceases when: 1) the employment relationship would have terminated, irrespective of the FMLA leave (e.g., reduction in force); or 2) when the employee advises the District of intent not to return from leave; or 3) when FMLA expires and the employee has not returned from leave; or 4) all accumulated paid time off has been exhausted. The employee will then be offered COBRA as required at the end of FMLA period. An employee is not entitled to benefits accrual (e.g. holidays, vacations, sick days) during period of unpaid leave, unless otherwise specified.
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Family and Medical Leave of Absence. The District agrees to comply with all provisions and conditions of the Federal Family and Medical Leave Act (FMLA) of 1993. When time off work which qualifies as FMLA leave is to be taken, i.e. personal or family illness, etc., employees are required to exhaust earned and/or accrued paid personal, sick, and/or vacation time off which will be credited against their FMLA leave. If an employee has you have a work- work-related illness or injury that qualifies as a “serious health condition” under this lawpolicy, time away from the job for which the employee receives you receive Workers Compensation payments is also considered an FMLA leave and will run concurrently up to twelve (12) weeks of FMLA leave in any twelve (12) month period. If you currently have health insurance, if it is for an FMLA qualifying purpose. During during the period of an approved FMLA leave, your health insurance benefits being provided to the employee will continue uninterrupted. Employees If you make a contribution toward your coverage, however, you must make arrangements to continue health insurance your contributions during the term of leaveyour leave in order to continue your basic health insurance coverage at existing levels. Failure of an employee to pay their share of health insurance premium during FMLA leave may result in loss of coverage if the employee’s contribution is more than thirty (30) days late. If the employee’s premiums are in arrears, the District shall provide the employee at least fifteen (15) days written notice prior to canceling insurance plan coverage. Except as required under COBRA, the District’s obligations to maintain health benefit premium contributions for an employee on FMLA ceases when: 1) the employment relationship would have terminated, irrespective of the FMLA leave (e.g., reduction in force); or 2) when the employee advises the District of intent not to return from leave; or 3) when FMLA expires and the employee has not returned from leave; or 4) all accumulated paid time off has been exhausted. The employee will then be offered COBRA as required at the end of FMLA period. An employee is not entitled to benefits accrual (e.g. holidays, vacations, sick days) during period of unpaid leave, unless otherwise specified.
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