Why did the weatherman take a leave of absence after breaking both arms and both legs? ………He would have trouble working with the four casts.
When it comes to any type of leave here are some basic things that you need to know.
- The company does not pay for any type of leave of absence unless otherwise stated. You may use PTO for requested leave if approved in advance.
- All leaves of absence require paperwork to be completed and need to be made in writing and submitted to the HR Department for approval.
- When the need for the leave is foreseeable, the employee must provide the HR Department with at least 30 days advanced notice along with any documentation supporting the need for leave.
- When an employee becomes aware of a need for any leave less than 30 days in advance, the employee must provide notice of the need with supporting documentation for the leave either the same day or the next business day.
- Leave requests that are not submitted according to policy, and as soon as possible, may be delayed or denied based on individual facts and circumstances. In which case, the employee’s leave of absence would be unauthorized, subjecting the employee to discipline up to and including termination.
- If you do not return to Active Employee Status upon the end of your requested leave, this may result in voluntary termination of employment and all benefit coverages.
Continuation of Insurance and COBRA
Group insurance benefits may be continued during a temporary medical leave period or after employment termination. The cost of this coverage including the employer’s contribution portion becomes your responsibility unless you are covered by FMLA at which time the company contributions will continue.
You will need to sign the Continuation of Benefits form and are required to pay the total amount of your benefits owed in advance on the 1st of each month while out on leave. If it is not paid, your insurance coverage will be placed into a Leave Status.
All Medical Leave
Your wages may be supplemented if you have disability insurance, check with your plan provider.
If you are not medically released to return to work at the end of your medical leave and you have not been granted any additional leave, employment ends as “unable to return from leave” effective the last day of the approved leave, unless a continuation of leave has been granted as an accommodation under the Americans with Disabilities Act as amended, or for other reasons.
FMLA protected medical leave and Non FMLA leave are very similar in process and required documents.
We do require PTO to be used to substitute pay and run at the same time during any approved leave including FMLA protected leave.
FMLA Basics
Absences due to illnesses, injuries, birth, adoptions etc. that qualify under the Family Medical Leave Act (FMLA) will not be counted against your attendance record.
It is required that documentation supporting medical FMLA leave be returned to the HR Department within 15 days of initial leave request.
In order to be covered under FMLA you must have a qualifying event, have worked here for at least 12 months with 1250 hours of service during that timeframe, and work in a location where we have at least 50 employees within a 75 mile radius. All FMLA leave is unpaid.
There is a good bit of documentation and forms associated with FMLA leave so if you think you may be covered please contact our HR Department for more information.
Maternity
Welcoming a new baby into the world can be a joyous and stressful event. We want to say congratulations by offering 2 weeks paid maternity leave for those employees who have had their 1 year anniversary. Employees who do not qualify for FMLA leave are given a standard 6 week leave. They may also take up to 2 additional weeks leave if they have PTO available.
If you have any complications or impairments resulting from pregnancy (for example, gestational diabetes or preeclampsia, a condition characterized by pregnancy-induced hypertension and protein in the urine) we will provide a reasonable accommodation as required by the Americans with Disability Act.
Tennessee Maternity Leave Act
Employees who have been employed by CMFG full-time for at least 12 months are eligible for up to four (4) months of job protected leave for childbirth, pregnancy, the placement of a child for adoption or foster care, and nursing an infant. If leave is taken for adoption, the four (4) month period shall begin at the time the employee receives custody of the child. FMLA leave runs concurrently with leave taken under TMLA. Employees who do not qualify for TMLA or FMLA may be able to take leave under our Medical and Personal Leave Policy.
What to do if you are expecting a baby
Talk to the HR Department about using your sick time and vacation, if any, and/or family and medical leave to extend your time off. If you have short term disability you may be eligible to receive those benefits due to pregnancy.
Make sure you do what is needed to ensure your benefits continue while you’re on leave (See the Continuation of Benefits Section).
After your baby is born please update your benefits and enroll your child.
Lactation Accommodation
Capstone promotes a family-friendly work environment, and that includes support of breastfeeding mothers. We will make available private space for lactation purposes and will provide an unpaid lactation break time for nursing mothers.
Return to Work After Any Type of Medical Leave
Any medical return to work requires paperwork that is to be completed by your Doctor and submitted to the HR Department prior to your return.
Employees are expected to be able to return to work by the end of their approved leave. Prior to returning from leave for a personal health condition, the employee must secure a medical release from his or her healthcare provider confirming the release to return to work to perform the regular duties or set forth any restrictions. The Return to Work Form should be completed and submitted to the HR Department at least two (2) days in advance of the expected date of return reflected on the Request for Leave form. You will not be allowed to return to work without this completed form.
If the employee is released to return to work with restrictions, we will consider whether the restriction can be met in the workplace or if a reasonable accommodation is required. Medical restrictions are those that prevent the employee from performing their regular duties at the end of the approved leave due to a continuing medical condition.
While an employee is participating in the Return to Work Program they are expected to meet the performance needs of the organization. Not doing so will be considered as refusal to work.
Placement through the Return to Work Program is a temporary measure to facilitate early return to work and cannot exceed 90 calendar days in duration, commencing upon the employee’s return to work.
Military
Documentation supporting personal military or caregiver leave request (i.e. military orders, physician note) should be sent to Human Resources. Military caregiver leave protected under FMLA allows up to 26 unpaid weeks. The employee must present this within 5 calendar days of the request. Failure to comply with these requirements may result in delay or denial of leave or reinstatement from leave, in which case the employee’s leave of absence would be unauthorized, subjecting the employee to discipline up to and including termination. Military leave is covered by FMLA and has the same requirements as any other FMLA eligibility determination.