Page 292 - 2021-2022 New Hire Benefits

FMLA makes it unlawful for any employer to:
• Interfere with, restrain, or deny the exercise of any right provided under FMLA;
• Discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for
involvement in any proceeding under or relating to FMLA.
Enforcement
An employee may file a complaint with the U.S. Department of Labor or may bring a private lawsuit against an
employer.

Neither FMLA affects any Federal or State law prohibiting discrimination, or supersede any State or local law or
collective bargaining agreement that provides greater family or medical leave rights.

Extended Leave

Eligibility for unpaid leave is limited to employees who have been employed in a full-time capacity for three
successive years at Renbrook. Among the variety of possible advantages to the employee would be the
opportunity to care for a newborn or aged parent, concentrated professional development. However,
individuals must also consider the loss of compensation and benefits, including Tuition Remission, which may
be a substantial hurdle. Re-entry may prove to be difficult if there needs to be a shift in one’s assignment.

Procedure:
Upon written request of the employee, the Head of School may award a one-year’s leave of absence
based on the merit of the request and in consideration of the school’s best interest as a whole. Although
effort will be made to provide a position for the employee the following year, reinstatement will be
dependent upon the needs of the School. Also, if the employee wants to reduce his/her FTE and the school
requires a full-time employee, the school cannot guarantee that individual a position.

Note: Employees who are granted a Leave of Absence per any of the above, and are current
participants in the School’s medical insurance program, can elect to continue participation under federal
COBRA guidelines. More specific details are available from the Business Office.

Maternity Leave
An employee will be granted a reasonable leave of absence for disability resulting from pregnancy. If an
employee is entitled to leave under the federal or state family and medical leave act, this leave will run
concurrently.

Upon signifying her intent to return from an approved leave for disability resulting from pregnancy, an
employee will be reinstated to her original job or to an equivalent position with equivalent pay, accumulated
seniority and fringe benefits unless Renbrook's circumstances have changed so as to make it impossible or
unreasonable to do so. If employer reasonably believes that continued employment in the pregnant
employee's present position may cause injury to the employee or the fetus, Renbrook will make a reasonable
effort to transfer the employee to a suitable temporary position if one is available. An employee must give
written notice of her pregnancy to be eligible for transfer to a temporary position. A transfer may be appealed
under the provisions of Chapter 814c of the Connecticut General Statutes.

Except where governing law requires a greater benefit, it is the policy of Renbrook to treat disability resulting
from pregnancy in the same manner as any other temporary disability for all purposes.
Maternity leave is considered to be recovery from a medical event, with paid leave granted for a period of six
weeks (eight weeks for Caesarean section). This time is inclusive of any school vacations, summer months,
holidays, or snow days and may be taken at the convenience of the employee and the school appropriate to
78