Page 71 - Lupin Employee Handbook and Supplements - July 2018
P. 71
Lupin Employee Handbook
No employee may receive family leave benefits in excess of 12 weeks during any 52-week period,
or in any period where family leave combined with disability benefits exceeds 26 weeks during
the same 52 calendar weeks.
Employees may use any accrued but unused PTO concurrently with family leave benefits.
Employee Responsibilities
Prior to receiving paid family leave benefits, employees must submit to HR a notice of taking paid
family leave. Employees must also obtain, complete, and return a medical certification to HR
before taking paid family leave.
Employees must provide 30 days advance notice of the need to take paid family leave when the
need is foreseeable. When 30 days notice is not possible, the employee must provide notice as
soon as practicable and generally must comply with Lupin’s normal call-in procedures. Employees
must provide sufficient information for Lupin to determine if the leave may qualify for paid family
leave benefits and the anticipated timing and duration of the leave. Sufficient information may
include that the family member is unable to perform daily activities, the need for a family
member’s hospitalization or continuing treatment by a health care provider, or circumstances
supporting the need for military family leave. Employees also may be required to provide a
certification and periodic recertification supporting the need for leave.
So that an employee’s return to work can be properly scheduled, an employee on paid family leave
is requested to provide Lupin whenever possible with at least two weeks advance notice of the date
the employee intends to return to work.
No Work While on Leave
The taking of another job while on family or medical leave or any other authorized leave without
securing advance permission from Lupin may lead to disciplinary action, up to and including
discharge.
Employer Responsibilities
Lupin will inform employees requesting leave whether they are eligible under the New York Paid
Family Leave Benefits law. If they are, Lupin will provide eligible employees with a notice that
specifies any additional information required as well as the employee’s rights and responsibilities.
If an employee is not eligible, Lupin must provide a reason for the ineligibility. Lupin will inform
employees if leave will be designated as paid family leave and the amount of leave counted against
the employee’s leave entitlement. If Lupin determines that the leave does not qualify as paid family
leave, Lupin will notify the employee.
Continuation of Benefits
If you are enrolled in a Lupin-provided health plan your benefits will be maintained under the
same basis of coverage during your paid family leave. Therefore, your portion of the health care
premium must be paid by you during your leave. Your share of the premium will be paid through
payroll deduction.
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