Pay Status During Leave. All unit members who are members of the organized militia or of the Army, Navy, Air Force, or Marine Corps Reserves shall be entitled to leave of absence without loss of pay on all days during which they shall be engaged in field or coast defense or other training ordered or authorized under any law of Maryland or of the United States, during such time as they are on inactive duty training, for not more than 15 days annually; provided, however, if any members of the organized militia are ordered to active duty under authority of the governor, they shall be entitled to leave of absence without loss of pay for such time they actually serve under such active duty orders in addition to the 15-day period specified above .
Pay Status During Leave. Your pay status during a period of leave under the FMLA will depend on the reason for the leave, the length of the leave, and the amount of accrued leave available. You must use accrued paid leave to cover your absence until you become eligible for short-term disability leave. Once your paid leave and/or donated accrued leave benefits are exhausted, you will be on unpaid status during the remainder of the leave. Leave time will not accrue during any period for which you are receiving short-term disability benefits or are in an unpaid status. Effects on Benefits and Employment: Coverage under our health plan will continue as though you were working during any period that you are on FMLA leave. You will be required to continue payment of any cost associated with insurance while on this leave. Coverage under the Town’s life and long-term disability policies will be continued, in accordance with the provisions depicted in our Plan Documents. Should an employee’s period of leave under FMLA expire, they may request additional leave for a documented serious health related issue. This request must be made in writing to Human Resources and contain, at a minimum, the following information from the employee’s healthcare provider: current diagnosis, anticipated return to work date, statement regarding the employee’s ability to perform the essential functions of the job upon return, any requested accommodation upon return. It is at the sole discretion of the Town to approve additional leave in excess of twelve (12) weeks. Requests will be considered based on factors including the hardship to the workplace, impact on services delivered to Town visitors, the amount of additional leave requested, and the employee’s length of service. All requests will be considered using consistent and relevant criteria. Return to Work: Upon return to work from leave under the FMLA, you will be reinstated to the position you held prior to the leave or in one which, in the Town’s judgment, is equivalent in pay, benefits and other conditions and terms of employment to that held prior to the leave. If you are considered a “key employee” (among the top 10% earners) under the FMLA, however, we are unable to guarantee reinstatement. Upon returning from a leave taken because of your own serious health condition, you must present a signed Return to Work Certification from your health care provider stating that you are able to perform the essential functions of your job with or without reasonable ...
