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:
the continuation, reoccurrence, or onset of a serious health conditions that would entitle the employee to FMLA leave;
other circumstances beyond the employee's control, including but not limited to, caring for a relative or individual who has a serious health condition; or
the need to care for a covered servicemember.
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.
However, salaried employees who are among the top ten (10) percent of highest paid employees employed within 75 miles of KSU may not be able to return to their former positions—or equivalent positions—following their return from leave. KSU will strive to return such employees to their former positions, but it may be required to deny restoration of employment in the same or an equivalent position if doing so would cause severe economic harm. This fact-specific determination will be made by KSU on a case-by-case basis and always in compliance with the Family and Medical Leave Act.
An eligible employee has the right to take leave under this policy on an intermittent or reduced schedule leave if: