Page 48 - EE_Handbook__Final_Classical

Together, we prepare people for work.

SUBSTITUTION OF PAID LEAVE FOR UNPAID LEAVE
The FMLA permits employers to require employees to use available paid leave at the same time they are
taking unpaid FMLA leave. Goodwill-Easter Seals requires employees to use PTO concurrently with
unpaid FMLA leave, except those living in Wisconsin. To use PTO for unpaid FMLA leave, employees
must comply with GESMN’s normal PTO policies. The concurrent use of PTO or short-term disability with
unpaid FMLA leave will not increase the amount of FMLA leave available. If collecting short term
disability, the employee will be required to supplement PTO for the remainder of the time.
Where applicable and permissible, FMLA leave will also run concurrently with PTO, pregnancy and
parental leave, and other types of paid or unpaid leave (e.g., workers’ compensation leave, disability
leave) required by state or other law.

Employees will not be eligible for paid holidays while on continuous leave.
Employees receiving workers' compensation benefits will not be allowed to use PTO. However, they will
be required to use PTO for the 3-day waiting period for workers' compensation to begin payment.

Employees that have elected any employer-sponsored benefits will be required to pay their monthly
premiums while out of work and not receiving payment from GESMN.

BENEFITS AND PROTECTIONS
During the FMLA leave or any other type of leave of absence, Goodwill-Easter Seals will maintain an
employee’s health coverage under any group health plan on the same terms as if the employee had
continued to work. GESMN will collect benefit premiums through the use of PTO. If the employee’s PTO
is exhausted, the employee will be responsible for paying for their premiums while on leave. If an
employee fails to pay premiums, GESMN will terminate benefits 30 days after a lapse in payment. Any
missed payments will go into arrears during leave and will have benefits double deducted upon return
from leave until premiums are caught up.

To the extent permitted by GESMN insurance policies, GESMN will also maintain in effect group dental,
disability, life, vision, and other coverages during the FMLA and any other leave of absence. The
employee is responsible for paying the employee’s regular share of premiums, if applicable. The same
rules will apply for these benefits as with health coverage for payment of premiums.

If, after 12 weeks of absence, the employee has not returned to work, all benefits will be ended, and
eligible benefits will receive a COBRA notice (continuation of benefits.) If an employee elects coverage
through COBRA, they are responsible for the full premium and payment through GESMN’s third-party
vendor, Discovery Benefits.
If during the FMLA leave, an event occurs that would alter the employment of the employee had they
not been on leave (e.g., reductions in the workforce), the employment, leave rights, employment
conditions, or restoration rights of the employee will be altered at the same time as if the employee had
not been on leave.

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