Substitution of Paid Leave for Unpaid Leave. Employees may choose or employers may require use of accrued paid leave while taking FMLA leave. In order to use paid leave for FMLA leave, employees must comply with the employer’s normal paid leave policies. Employee Responsibilities Employees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days’ notice is not possible, the employee must provide notice as soon as practicable and generally must comply with an employer’s normal call-in procedures. Employees must provide sufficient information for the employer to determine if the leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that the employee is unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave. Employees also must inform the employer if the requested leave is for a reason for which FMLA leave was previously taken or certified. Employees also may be required to provide a certification and periodic recertification supporting the need for leave. Employer Responsibilities Covered employers must inform employees requesting leave whether they are eligible under FMLA. If they are, the notice must specify any additional information required as well as the employees’ rights and responsibilities. If they are not eligible, the employer must provide a reason for the ineligibility. Covered employers must inform employees if leave will be designated as FMLA-protected and the amount of leave counted against the employee’s leave entitlement. If the employer determines that the leave is not FMLA-protected, the employer must notify the employee. Unlawful Acts by Employers • FMLA makes it unlawful for any employer to: interfere with, restrain, or deny the exercise of any right provided under FMLA; and • discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA.
Substitution of Paid Leave for Unpaid Leave. 29 The City generally requires use of accrued paid leave while taking 30 FMLA leave (see Section 26.8). In order to use paid leave for FMLA 31 leave, employees must comply with the City’s normal paid policies.
Substitution of Paid Leave for Unpaid Leave. Employees are required to use accrued paid sick leave and earned vacation days while taking FMLA leave.
Substitution of Paid Leave for Unpaid Leave. Paid leave will run concurrent with FMLA leave under certain circumstances:
Substitution of Paid Leave for Unpaid Leave. If a compensable work-related injury or illness is involved, the employee is not required to use all accrued annual or sick leave. The employee may elect to use, but may not be required to use, accrued sick leave before receiving workers' compensation temporary income benefits. · Periodic Status Reports - If an employee is certified by a health care provider to be off work, the employee is required to submit periodic status reports to his/her supervisor to report the employee's status and intention to return to work. Such status reports are required at the time of each scheduled visit with the treating physician and are due immediately following the visit. The status report should be provided to the supervisor within 24 hours of the scheduled visit, or if a weekend or holiday is involved, before close of business on the next scheduled workday. The supervisor then sends copies over to the Human Resources Department. TRAINING Training will be implemented in the following manner:
Substitution of Paid Leave for Unpaid Leave. Employees may choose or employers may require use of accrued paid leave while taking FMLA leave. In order to use paid leave for FMLA leave, employees must comply with the employer’s normal paid leave policies.
Substitution of Paid Leave for Unpaid Leave. Prior to granting unpaid leave, any accumulated sick, personal, and vacation leave that is available to an employee must be used concurrently with FMLA leave. Employees must comply with the College’s normal paid leave policies.
Substitution of Paid Leave for Unpaid Leave. 12 The City generally requires use of accrued paid leave while taking FMLA
Substitution of Paid Leave for Unpaid Leave. Accrued but unused benefit time will be utilized concurrently with FMLA leave.
Substitution of Paid Leave for Unpaid Leave. Employees eligible for FMLA leave must use accumulated paid leave concurrently with their FMLA leave until all such paid leave is exhausted. Employees must comply with GCVS’s normal paid leave policies. The Leave Year GCVS has designated a rolling leave year, which determines FMLA leave eligibility by reference to the amount of FMLA leave taken during the twelve months immediately preceding the request for FMLA leave. This “rolling” leave year does not apply to Military Caregiver Leave. The leave year for Military Caregiver Leave is a single 12- month period that begins on the first day of the employee’s leave.
