Page 55 - Mission updated and revised Employee Handbook (00022854).DOCX

Duration of Family Medical Leave:

➢ An employee may be granted a maximum of twelve (12) weeks of FMLA leave in any 12-
month rolling back period from the date on which the employee first takes FMLA leave,
unless otherwise required by law. To the extent that an employee requires additional leave,
Mission will review and determine if additional time-off or extensions of leave should be
granted as a reasonable accommodation under the ADA and similar laws. Employees,
however, are reminded that they must provide sufficient information to Mission so that it
can make such a determination. Additional time or extensions of leave that pose an undue
hardship or are indefinite in nature generally will not be granted.

➢ Leave for birth, adoption or foster care placement of a child must be concluded within one
(1) year of the birth or placement of a child. If both parents of a child are employed by
Mission and request FMLA leave to care for a newly arrived child, their aggregate
childcare leave is limited to twelve (12) weeks. The time each parent takes off will count
against his/her twelve (12) weeks allotment of FMLA leave. If an employee uses less than
twelve (12) weeks of care for a newly arrived child, the remainder of his/her twelve (12)
weeks of leave can be used for any permissible FMLA purpose.

➢ If there is a medical need, FMLA leave may be taken intermittently in minimum intervals
or on a reduced work schedule basis to care for a sick family member or for an employee’s
own serious health condition. If the need for intermittent leave is foreseeable based on a
planned medical treatment, Mission reserves the right to require the employee to
temporarily transfer to an equivalent position that better accommodates the recurring
period of leave.

Notice/Certification for Family Medical Leave:

➢ Employees must give Mission as much advance notice as possible of the need for family
or medical care FMLA leave. If employee knows about the leave more than thirty (30)
calendar days before the leave commences, then the employee must give Mission at least
thirty (30) days written notice. If thirty (30) days’ advance notice is not possible because
the need for the leave is not known more than thirty (30) days prior to its commencement,
or because there has been a change in circumstances or a medical emergency, the employee
must give as much notice as possible.

➢ Where the employee’s need for the FMLA leave is for a planned medical treatment or
supervision, he/she must consult with Mission to schedule the treatment to minimize the
disruption to Mission’s business.

➢ The employee is required to provide a certificate from the health care provider setting forth,
among other things, the expected duration of the leave and certifying that the condition
warrants family or medical care. If the FMLA Administrator at Mission does not receive
proper certification prior to commencement of the leave or within fifteen (15) calendar
days of requesting the certification, the absence from work may be deemed unscheduled
unless the delay was caused by circumstances truly beyond the employee’s control.

401-7