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.

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.

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.

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.

No, According to the June 2002 Policy and Procedure Manual, earned but unused accrued leave will not be paid out upon termination of employment. (either voluntary or involuntary)

No, this leave is concurrent with FMLA. The first three weeks and the next three weeks, which are Paid Parental Leave, are both counted toward the 12 weeks of FMLA.

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.

Yes. Maternity leave for the birth of a child or pregnancy disability leave would be considered qualifying FMLA leave for a serious health condition and may be counted in the 12 weeks of leave. No, not complete medical records. The employee may, however, be required to provide a medical certification confirming that a serious health condition exists. Yes.

A. You are eligible for up to 12 weeks of leave designated as FMLA during any 12-month period. The College uses the "rolling backward" method to calculate the 12-month period. This is the 12-month period measured back in time from the date you request any FMLA leave. You are eligible for a combined total of 12 weeks for the reasons listed above.

Regular full-time and part-time employees who are .5FTE or greater earn annual leave according to the accrual schedule in the "Policy and Procedures" manual under section 3400.

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.

A. The Family and Medical Leave Act states that, in all circumstances, it is the employer's responsibility. The Director of Human Resources is responsible for designating your leave as FMLA qualifying based on the reason for your leave and counting your leave toward your twelve-week entitlement. A. Yes. You have 10 days from the date HR is notified of the leave to provide the medical certification.

A paid-up policy may be free from payment of further premium but is subject to the payment of interest on any loan and other charges, if any are applicable. The interest on the loan must be paid regularly or LIC will start write off the policy towards the repayment of loan amount and the interest in terms of the conditions governing the grant of the loan.

Both mothers and fathers are entitled to leave for birth, adoption or placement of foster children. Under FMLA, parents must share the 12 weeks of leave if they work for the same employer. Each parent has an individual 12-week entitlement under OFLA, even if both employees work for the same employer. OFLA includes a parent-in-law and same-gender domestic partner in the definition of an eligible family member, but FMLA does not.

As with all laws pertaining to employment, the employer must follow the law most beneficial to the employee. Example: OFLA includes parents-in-law in its definition of family members, but FMLA does not. Employers covered by both laws must provide leave for employees who wish to care for their parents-in-law.

A - This is so routine that it's probably OK not to, but Royal Medical Consultants, Inc. recommends that to be consistent and to avoid any ambiguity you should request certification papers on anyone requesting a leave.

Absence of four days or more plus medical treatment two or more times (also includes one treatment and continuing medical supervision)

A. You accrue seniority while you are on paid FMLA leave. You do not accrue any seniority while on unpaid FMLA leave.

Eligible employees are entitled to up to 12 weeks of leave during a 12-month period for certain family and medical reasons.