Page 56 - Mission updated and revised Employee Handbook (00022854).DOCX

➢ Mission reserves the right to require a second or third medical opinion, at Mission’s
expense, regarding an employee’s serious health condition. Also, in certain circumstances,
recertification by the doctor may be required.

➢ Mission reserves the right to designate leave as FMLA leave after the leave has begun if
Mission learns of additional facts which allows Mission to make a determination while the
employee is out on leave. In addition, Mission reserves the right to designate the leave as
FMLA leave after the employee returns to work if Mission does not have sufficient facts
on which to make a determination while the employee is out on leave.

➢ If Mission does not have sufficient information regarding why an employee is not at work,
Mission will inquire as to the reason for the employee’s absence. If the employee
establishes that the absence is for FMLA leave or other permissible leave, the time off will
be treated as consistent with the applicable policy. However, if the employee does not
provide the requested information or if the information provided is insufficient to establish
that the leave is for a purpose covered by FMLA leave, then the leave will be treated as an
unscheduled absence. In order to return to work from a medical leave for an employee’s
own serious health condition, he/she must submit a release to work certification from
his/her health care provider prior to returning to work.

Reinstatement:

➢ If an employee returns to work at the end of an FMLA leave of twelve (12) weeks or less,
then he/she will be returned to the same position held before the leave or to an equivalent
position with the same or equivalent pay, benefits and terms and conditions of employment.
Special rules may limit the reinstatement rights of “key” employees. Key employees will
be notified of their status when they apply for leave.

➢ An employee has no greater right to reinstatement or to other benefits and conditions of
employment than if the employee had been continuously employed during the FMLA
leave.

➢ If the employee fails to return to work on the next regular scheduled workday following
the expiration of the leave of absence, his/her employment will be subject to termination.

All requests for family or medical leave of absence will be administered in compliance with
applicable federal, state, and local laws.

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