A. The College's contribution for your medical benefits (as stated contractually or by policy) continues during your leave even if you are on leave without pay. We will let you know in writing when your regular benefits end and when you become eligible for benefits under FMLA. When you are on unpaid leave, you will be required to pay the portion of the medical premium that is normally deducted from your paycheck. See similar questions...

The Family and Medical Leave Act, effective August 5, 1993, requires an employer to maintain coverage under any group health plan for an employee on FMLA leave under the same conditions coverage would have been provided if the employee had continued working. Coverage provided under the FMLA is not COBRA coverage, and FMLA leave is not a qualifying event under COBRA. See similar questions...

During an unpaid leave of absence, retirement contributions are not deducted since you have no earnings, and as such, you receive no credited service for the period of time you are on a leave of absence. The only exception to this is a medical leave of absence. You are permitted to purchase your medical leave time to restore service credit upon return to work. See similar questions...

A. If the need for your leave is foreseeable, you must provide advance written notice to your supervisor using the Leave Request Form available in the Office of Human Resources (HR) or at their website: http://hr.cocc.edu under forms. Also, please contact Human Resources immediately at 383-7216 for an appointment to discuss your rights and responsibilities. See similar questions...

If you are an "eligible" employee, you are entitled to 12 weeks of leave for certain family and medical reasons during a 12-month period. See similar questions...

Employees are eligible to take FMLA leave if they have worked for their employer for at least 12 months, and have worked for at least 1,250 hours over the previous 12 months, and work at a location where at least 50 employees are employed by the employer within 75 miles. See similar questions...

Generally, no. It is unlawful for any employer to interfere with or restrain or deny the exercise of any right provided under this law. Employers cannot use the taking of FMLA leave as a negative factor in employment actions, such as hiring, promotions or disciplinary actions; nor can FMLA leave be counted under "no fault" attendance policies. See similar questions...

The City obligation to continue health benefits under FMLA ceases if the employee does not return to work and the 12 week entitlement is exhausted. This occasion creates the qualifying event enabling the employee to elect to continue 18 months of the health benefits by paying their own insurance premiums, a right created by federal COBRA legislation. See your Personnel Officer if you need to use this entitlement. See similar questions...

If you are out on leave of absence not covered by FMLA, you are responsible for the full cost of any benefits you have elected (i.e. the employee and employer subsidy). See similar questions...

If placed on unpaid leave, you will not have any payroll deductions, therefore, it will be your responsibility to continue your insurance by paying premiums directly to Human Resources. See similar questions...

A. You will receive pay only if you have paid leave (sick, vacation)* available to use. In fact, it is College policy that you must use your leave accruals before you go on leave without pay during your FMLA leave. In order of priority this would include sick leave and vacation. You are not required to use compensatory leave before going on leave without pay. See similar questions...

If you are an "eligible" employee who has met FMLA’s notice and certification requirements (and you have not exhausted your FMLA leave entitlement for the year), you may not be denied FMLA leave. See similar questions...

A. No. It runs concurrently. FMLA leave does not start after paid leave is used up. The FMLA designation is based on the reason you are taking the leave, not whether you are on paid leave or unpaid leave. The law gives you protection regardless of pay status. FMLA actually protects your job, unlike sick leave, because you cannot be disciplined for missing time for an FMLA reason. If you have questions about sick leave, refer to your Collective Bargaining Agreement or handbook. See similar questions...

Answer: While you are on an unpaid leave of absence, most of your benefits will continue unless you request that they stop. (Retirement plan contributions are made only if you are paid; consequently, there will be no contributions if you are not paid.) Double deductions will be taken from your pay when you return to work from a leave that is for less than 3 months. During a longer leave, you will be billed directly for your portion of the cost of the benefit. See similar questions...

The accrual of sick and vacation days will continue while you are on the paid portion of your leave of absence. All other benefits will remain intact during your paid leave. Your health and dental insurance premiums will continue to be deducted from your paycheck. See similar questions...

Yes. FMLA permits you to take leave to receive "continuing treatment by a health care provider," which can include recurring absences for therapy treatments such as those ordered by a doctor for physical therapy after a hospital stay or for treatment of severe arthritis. See similar questions...

The FMLA requires that employees be restored to the same or an equivalent position. If an employee was eligible for a bonus before taking FMLA leave, the employee would be eligible for the bonus upon returning to work. The FMLA leave may not be counted against the employee. For example, if an employer offers a perfect attendance bonus, and the employee has not missed any time prior to taking FMLA leave, the employee would still be eligible for the bonus upon returning from FMLA leave. See similar questions...

A. No. However, you must provide enough information about the reason for your absence so your supervisor realizes that your time off may qualify as FMLA leave. The Leave Request Form includes FMLA qualifying reasons and definitions. See similar questions...