Generally, if an eligible employee takes leave, he or she should contact KSU on the first and third Tuesday of each month to provide a report on the status of his or her leave, but only if such contact is reasonable considering the employee's condition or the nature of the leave. HR will set other reasonable reporting expectations if an employee's condition or leave warrants different requirements. Such reports must include an update on the employee's intent to return to work as well as his or her fitness for duty. If the dates of leave need to be changed, the employee must give KSU notice as soon as is practicable.
Eligible employees must use any accumulated sick or vacation leave to remain in a paid status during their leaves. Any unused sick or vacation leave shall be used before an eligible employee is placed on a non-paid status. Once paid leave ends, the remainder of the leave shall be unpaid.
During an approved leave, KSU shall maintain an eligible employee's health benefits as if the employee were actively working. KSU shall therefore continue to make contributions to the employee's group health, dental, and other insurance coverage in accordance with employee's specific plan.
If the employee uses paid leave, the KSU will deduct the employee's portion of the insurance premiums as a regular payroll deduction. However, once an employee enters a period of unpaid leave, he or she must pay his or her portion of the premiums through a direct payment to the insurance carrier. Failure to make such payments may result in termination of the employee's policies.
Eligible employees will remain eligible to receive paid holidays that occur while they are on their leaves. Additionally, eligible employees will continue to accumulate vacation and sick time for as long as they remain in a paid status while on leave.
If an eligible employee wishes to return to work before his or her approved leave ends, he or she must contact HR. If an eligible employee took leave due to his or her own serious health condition, he or she must provide HR with certification from a healthcare provider that confirms he or she is able to safely resume work.
If an eligible employee does not return to work following the conclusion of any leave under this policy, the employee will be considered to have voluntarily resigned, and KSU shall be entitled to seek reimbursement of any amounts it paid toward the employee's premiums during the leave.
However, a failure to return to work will not be considered job abandonment if caused by:
An eligible employee who takes approved leave will be reinstated to the same or an equivalent position, with the same pay and benefits previously received, once he or she returns to work.