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Amount of Leave

If an Employee is eligible for FMLA leave, he or she is generally allowed a maximum of 12 weeks of
unpaid leave in the 12-month period designated above, except for the 26 work weeks of unpaid leave
available under the FMLA for eligible employees to care for an injured or ill service member, as noted
above.

Reinstatement following FMLA Leave

If the Employee’s leave was due to his/her own serious health condition, he/she will be required to
submit a return-to-work certification by his/her health care provider.

An Employee who returns to work on or before the expiration of the 12-week leave period is normally
restored to his or her original or an equivalent job position. However, the right to job reinstatement
under the FMLA will not apply if the leave of absence continues after FMLA is exhausted, or if an
Employee does not return to work upon the expiration of FMLA leave.

Questions about this policy should be directed to the Executive Director.

3.12 COMMUNICABLE ILLNESS POLICY

The purpose of this policy is to protect Employees from exposure to communicable illnesses.

Communicable Illness Defined

For purposes of this policy, communicable illnesses include, but are not limited to, Chickenpox,
Hepatitis A, Infectious Mononucleosis, Influenza, Measles, Mumps, Severe Acute Respiratory
Syndrome (SARS), Smallpox, Tuberculosis and Viral Meningitis. Each case of communicable illness
exposure is different and therefore, is considered on a case-by-case basis. Some diseases, such as HIV
and AIDS, are generally not communicable through work-related activities and are not addressed here.

Reporting Requirements

In all cases of health-related absences due to a communicable illness, the affected Employee must
notify the Executive Director immediately of such condition. Anyone who discovers evidence of a
communicable illness that could seriously endanger the health of others in the workplace should report
such findings to the Executive Director. The LSBA will notify the local and/or appropriate health
department(s) if it deems it necessary and/or if such reporting is required in accordance with applicable
law. Confidentiality regarding an Employee’s communicable illness will be maintained to the extent
possible and in accordance with applicable law.

Reasonable Accommodation and Leave

If the LSBA is aware that an Employee has a communicable illness, it shall make decisions regarding
the reasonable accommodation, if any, on a case-by-case basis based on the health and physical
condition of the Employee, and the health and safety of other persons with whom the Employee will
interact. An Employee with a communicable illness will be permitted to retain their position in

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