Page 55 - USX Driver Handbook

U.S. XPRESS, INC. DRIVER HANDBOOK U.S. XPRESS, INC. DRIVER HANDBOOK

FMLA is not compensated leave; however paid leave may be used
concurrently with FMLA leave. Employees requiring FMLA leave should
contact the Human Resources Department at 1-800-251-6291 x 3611.
Please note that employees requesting FMLA leave will be required to
provide medical certification of their condition prior to taking leave.
Employees should give at least thirty (30) days notice, or as soon
as practical, if treatment starts in less than thirty (30) days. The leave
coordinator will mail FMLA certification papers to the employee
immediately upon learning of the need for leave. Certification papers
must be returned to work within 15 days of receipt to the Human
Resources Department. During the leave, the employee shall not accrue
employment benefits such as retention pay, pension, etc.
Please note that the Genetic Information Nondiscrimination Act of
2008 (GINA) prohibits employers and other entities covered by GINA
Title II from requesting or requiring genetic information of employees
of their family members. In order to comply with this law, we are asking
that you not provide any genetic information when responding to this
request for medical information. “Genetic information,” as defined by
GINA, includes an individual’s family medical history, the results of
an individual’s family medical history, the results of an individual’s
or family member’s genetic tests, the fact that an individual or an
individual’s family member sought or received genetic services, and
genetic information of a fetus carried by an individual or an individual’s
family member or an embryo lawfully held by an individual or family
member receiving assistive reproductive services.
Arrangements will need to be made for employees taking FMLA
leave to pay their share of health insurance premiums. Failure by
the employee to pay his/her insurance premiums will result in loss
of coverage. You must contact the Benefits Department (1-800-670-
1915) to make payment arrangements.
An employer’s obligation to maintain health benefits under
FMLA stops if and when an employee informs the employer of an
intent not to return to work at the end of the leave period, or if the
employee fails to return to work when the FMLA leave entitlement
is exhausted. The employer’s obligation also stops if the employee’s
premium payment is more than 30 days late and the employer
has given the employee written notice at least 15 days in advance
advising that coverage will cease if payment is not received.
In order to return to work, employees must secure a doctor’s
release indicating that they may return to work. If the physician places
restrictions on an employee’s ability to return to work, Human Resources
will work with the employee to evaluate whether or not the employee can
return to their former job.

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