Page 22 - MIT Training Guide_Classical

HUMAN RESOURCES / RISK MANAGEMENT

DGR MANAGER IN TRAINING GUIDE

A detailed explanation of the GESMN leave process - including how an employee requests a leave - can
be found on the Insider. There is also an Employee Guide to provide employees requesting a leave.

FAMILY MEDICAL LEAVE ACT (FMLA)
FMLA provides eligible employees up to 12 workweeks of unpaid, job-protected leave in any 12 months
for the following reasons:
• for the birth of a child and to bond with the newborn child;
• for placement with the employee of a child for adoption or foster care, and to bond with that
child;
• to care for an immediate family member (spouse - but not a domestic partner, child, or parent –
but not a parent “in-law”) with a serious health condition;
• to take medical leave when the employee is unable to work because of a serious health
condition; or
• for qualifying exigencies arising out of the fact that the employee’s spouse, child or parent is on
covered active duty or call to covered active duty status as a member of the National Guard,
Reserves or Regular Armed Forces.

FMLA also allows eligible employees to take up to 12 workweeks of unpaid, job-protected leave in a
“single 12-month period” to care for a covered servicemember with a severe injury or illness.

Under the FMLA, employees are entitled to return to their same or an equivalent job at the end of their
FMLA leave. GESMN may maintain group health benefits during the leave as if the employee continued
to work instead of taking leave. More details are available from the LOA Admin.

WHO CAN TAKE FMLA LEAVE?

To be eligible to take leave under FMLA, an employee must:
• Work for a covered employer (which GESMN is);
• have worked 1,250 hours (MN)/1,000 hours (WI). Must be hours worked, paid leave/PTO or
unpaid leave is not included in calculation during the 12 months before the start of the leave;
and
• have worked for the employer at least 12 cumulative months
o The 12 cumulative months of service do not have to be consecutive, but must have
occurred within the 7-year lookback period.

DOES FMLA GUARANTEE PAID TIME OFF?

No. FMLA only requires unpaid leave. However, GESMN policy requires employees to use available
accrued paid leave (PTO and Floating Holiday time) while on FMLA leave. FMLA may also run
concurrently (at the same time) as an approved disability leave. The Standard will work with eligible
employees to determine if they qualify for any disability payments.

CAN FMLA BE TAKEN ON AN INTERMITTENT BASIS?

Yes. When it is medically necessary, employees may take FMLA leave intermittently (taking leave in
separate blocks of time for a single qualifying reason) or on a reduced leave schedule (reducing the
GESMN Internal Use