Page 63 - 2019 - erbe employee handbook.draft national

Employees do not need to use their leave entitlement in one block. Employees may take leave intermittently for a qualifying exigency or when medically necessary.
Employees must follow all Erbe rules for using paid time off in conjunction with FMLA leave. All paid leave taken for an FMLA qualifying reason will be counted concurrently as FMLA leave and, accordingly, will be deducted from an employee's allotment of FMLA leave.
Responsibilities of Employees
Eligible employees should make requests for FMLA leave to their supervisors at least thirty (30) days in advance of foreseeable events, and as soon as practicable for unforeseeable events (usually 1 to 2 business days). Employees must comply with Erbe’s usual and customary call-in procedures. Eligible employees must notify Erbe if the requested leave is for a reason for which FMLA leave was previously taken or certified. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt Erbe’s operations. While on FMLA leave, an employee may be required to report to Erbe periodically regarding his or her status and intent to return to work and/or recertify the employee’s need for FMLA leave as permitted by applicable law.
Employees must provide sufficient information for Erbe to determine if the leave qualifies for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that the employee is unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military leave.
Employees requesting FMLA leave will be required to obtain the appropriate certification and recertification. Employees have fifteen days to respond to Erbe’s request for certification or recertification. If an employee fails to submit the medical certification form as required by Erbe, the commencement of FMLA leave may be delayed until the appropriate documentation is submitted and approved.
Benefits While on Leave
An employee's use of FMLA leave will not result in the loss of any employment benefit that accrued prior to the start of the employee's leave, but an employee on FMLA leave is not entitled to the accrual of any benefits during the time period of the leave. Subject to the terms, conditions, and limitations of the applicable plans, Erbe will continue to provide group health insurance benefits for the full period of the approved FMLA leave as if the employee had continued to work. While on approved FMLA leave, an employee is responsible for his or her share of health plan premiums which would normally be required from the employee if leave had not been taken.
While an employee on FMLA leave has a thirty (30) day grace period for premium payments, Erbe may cancel an employee's health insurance if timely payment is not made. Instead of canceling an employee's health insurance, Erbe, at its option, may elect to pay the employee's share of the premium and then recover this amount from the employee.
Return to Work
When FMLA leave ends, the employee will be reinstated to the same position, if it is available, or to an equivalent position for which the employee is qualified.
63 | Time Away from Work Confidential/Internal Use Only