Page 31 - GreenPoint Ag Employee Handbook 8-22-22

GreenPoint Ag Employee Handbook

Other FMLA Provisions
Restoration of Position – Family or Medical Leave
In general, you will be restored to your position if you return to work at the end of an approved FMLA
leave, if the leave does not exceed twelve (12) weeks and providing that you are able to perform the
essential functions of your former job.

An approved FMLA leave of absence does not guarantee employment in your former position or any
position, except for those situations applicable under the Family and Medical Leave Act, Military Leave,
or federal and state statutes.
Required Documentation
All requests for FMLA are to be made on a “Leave of Absence Request” form and submitted to your
manager. You will need to provide 30 days advance notice when the need for the leave is “foreseeable,”
for instance, if medical treatments or other events are planned or known in advance. If the leave is not
foreseeable, you will need to provide notice to your manager as soon as possible.
Continuation of Health Insurance Benefits
Your health insurance while on Family or Medical Leave will be continued for up to twelve (12) weeks at
the same cost as if you were working. When state law provides a greater benefit, you will receive the
greater benefit.

While on FMLA leave it will be your responsibility to continue to pay premiums by the first business day
of each month for any health insurance coverage you may have. You are able to request that accrued
PTO time be used to pay these premiums. The use of PTO primarily for the payment of insurance
premiums will not extend the 12-week eligibility for FMLA leave.

You may request that GreenPoint Ag pay the cost of your portion of the health insurance premium
during this time, and that upon your return to work your portion of the health insurance premium will
be deducted through future payroll deductions. You will need to authorize such deductions on a Payroll
Deduction form prior to going on leave.

If you do not return to work after the expiration of the FMLA leave, you will be required to reimburse
GreenPoint Ag for the total premium minus any of your payments during the FMLA leave, unless you do
not return due to 1) a serious health condition that prevents you from performing your job or 2) other
circumstances beyond your control.

Paid Time Off (PTO) While on Leave
With approval, you may use your PTO hours in conjunction with going on FMLA leave.

When on Family or Medical Leave, PTO accrual, including holiday pay, will be suspended. Short-term
disability (STD) benefits may be offset by PTO used while on FMLA, if the total payments exceed your
regular full-time wages.
Coordination Between FMLA Leave and Workers Compensation
If you are authorized out of work for a period exceeding five consecutive days due to a workers
compensation claim, all time off will run concurrent with FMLA leave and all provisions of FMLA leave
will apply to the time off work. If you are still unable to return to full-time work after FMLA leave and

September 2022 Page 30