Family and Medical Leave Act- FMLA
(Faculty and Regular Full-Time Employees)
Under the FMLA policy, Greenville University will grant up to 12 weeks (or up to 26 weeks of military caregiver leave to care for a covered service member with a serious injury or illness) during a rolling 12-month period to eligible employees. FMLA leave itself is unpaid, but University policy requires employees to first use their available paid time off (vacation, sick time, etc.). Employees are required to use any paid time off benefits for an FMLA leave before moving to an unpaid leave.
1. Requesting FMLA
Employees are expected to provide as much advance notice of the need for leave as possible to allow for planning of coverage in the employee's absence. An employee must notify the Office of Human Resources of the request for FMLA and receive the necessary paperwork for completion.
Certification from a qualified health care provider is required for approval of leave. Such certification should be provided before the leave begins (or in as timely a manner as possible) and should include the following:
• The date on which the illness or condition began.
• The estimated duration of the condition.
• A statement that the illness or condition warrants the participation of the employee to provide care.
• In the case of intermittent leave, the dates and duration of treatments to be given.
The University may require that a second medical opinion be obtained. This evaluation is done at the expense of the University and must be obtained from a health care provider who is not employed by the University. In the event of conflicting opinions, the supervisor may ask for a third and final provider (at the expense of the University) to offer a binding decision.
Additional certification may be requested for any extension of a medical leave period beyond the dates originally approved.
2. Continuation of Benefits during FMLA
Health, dental, and life insurance coverage (if applicable) continue during family and medical care leave periods. Employees are still responsible for their portions of premiums paid. Arrangement for payment should be made through the Office of Human Resources. If, at the end of the leave, the employee chooses not to return to the job, the non-returning employee will be responsible for reimbursing the University for the University's costs of these benefits and COBRA health insurance benefits will be calculated from the date the leave began. The employee may be eligible for continued health insurance coverage under COBRA.
The employee will not accrue any time-off benefits during the unpaid leave period. Under IRS rules, contributions to University pension plans are not allowed during leaves without pay.
3. Use of sick, vacation, and personal leave during FMLA
The University requires that the employee substitute any accrued sick, vacation, or personal leave (in accordance with existing benefit policies) as part or all of the 12-week FMLA period. Employees are not allowed to add to any sick or vacation balances during the FMLA leave.
4. Conditions of Return from FMLA
Upon the conclusion of an employee medical leave, the employee must present certification to the Office of Human Resources from the healthcare provider that the employee is able to return to work. Unless and until an employee provides a medical release, the employee will not be able to return to work. At the completion of the approved leave period (up to 12 weeks), an employee will be reinstated to his or her former position or a position of equivalent classification and pay within the University.