Page 39 - Post Handbook Update 7-18-23

CHAPTER 7: WELLNESS TIME OFF
FAMILY AND MEDICAL LEAVE
Post University recognizes that caring for oneself or family members may be an unfortunate situation that requires extended time away from work. Therefore, the University provides a family leave of absence without pay to eligible associates in accordance with the federal Family and Medical Leave Act (FMLA) and as set forth below.
Eligibility for FMLA
To be eligible for FMLA leave, an associate must have been employed by the University for at least 12 months and have worked 1,250 or more hours under the federal FMLA in the 12-month period before the first day of the leave.
An eligible associate may be entitled up to a total of 12 workweeks of unpaid leave during any 12-month period under the federal FMLA for one or more of the following reasons:
• For the birth and care of a newborn child of the associate;
• For placement with the associate of a son or daughter for adoption or foster care;
• To care for an immediate family member (spouse, child or parent) with a serious health condition;
• To take a medical leave when the associate is unable to work because of a serious health condition; or
• For a “qualifying exigency” arising out of the active duty or call to active duty of an eligible associate’s spouse, son, daughter or parent in the Armed Forces, in support of a contingency operation.
An eligible associate may be entitled up to a total of 26 workweeks of unpaid leave during any 12-month period under the federal FMLA if the leave is taken to care for the eligible associate’s spouse, son, daughter, parent or next of kin who has incurred an injury or illness in the line of duty while on active duty in the Armed Forces provided that such injury or illness may render the family member medically unfit to perform duties of the member’s office, grade, rank or rating.
A “rolling twelve months look back” process is utilized in determining an associate’s eligibility for FMLA leave.
Leave for birth and care, or placement for adoption or foster care must conclude within 12 months of the birth or placement. Associates whose spouse also is employed by Post are jointly entitled to a combined total of 12 work
weeks of family leave under the federal FMLA for the birth and care of a newborn child, for placement of a child for adoption or foster care, or to care for a parent who has a serious health condition. Other leaves of absences, such as workers’ compensation leave, may be also designated as FMLA leave and will run concurrently.
Pay Related Guidelines
Leave time required under FMLA is unpaid leave.
Any paid leave the associate is entitled to will be paid consistent with related University policies. Associates are required to use available PTO time in excess of 40 hours during family and medical leave and all available paid sick time if the leave is due to an approved serious illness situation. The maximum of 40 PTO hours may
be retained for use after return from FMLA. The paid leave time will be deducted from the total amount of time allowed under the FMLA.
Notification Requirements & Treatment Scheduling
Leave due to a serious health condition may be taken intermittently or on a reduced hours basis if medically necessary to care for a family member with a serious health condition, or because the associate has a serious health condition and is unable to work. If an associate needs leave intermittently or on a reduced leave schedule for planned medical treatment, then the associate should schedule a treatment at the most reasonable and least disruptive time. Associates who are on intermittent FMLA leave must contact their supervisor prior to the regularly scheduled work time on each day the associate is taking unscheduled time off from work for an FMLA- qualifying reason.
Failure to comply with this requirement may result in the time not being counted as job-protected FMLA leave and, therefore, the associate may be subject to disciplinary action up to and including termination of employment. The University may temporarily transfer the associate
to another job with equivalent pay and benefits to better accommodate intermittent or reduced hours leave. The University reserves the right to require a written medical certification for FMLA leaves.
An associate requesting FMLA leave due to serious illness should give the University as much advance notification as possible. Associates must give 30 days’ advance notice when the leave is foreseeable; however, when unforeseen events occur, a reduced notice period is acceptable.
Written certification from the treating physician or health care provider stating both the nature and the probable duration of the illness of the associate or family member must also be provided. The University reserves the right to request an examination of the associate by
POST UNIVERSITY ASSOCIATE ROADMAP HANDBOOK
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