employee must at least give notice as soon as practicable (within 1 to 2 business days of learning of his/her need for leave). Failure to provide such notice may be grounds for delay of leave. Additionally, if an employee is planning a medical treatment s/he must consult with the University first regarding the dates of such treatment. Where the need for leave is not foreseeable, the employee is expected to notify the University within 1 to 2 business days of learning of the need for leave, except in extraordinary circumstances. The University has Request for Family/Medical Leave forms available in OHR. Employees should use these forms when requesting leave.
- Medical Certification. If employees are requesting leave because of their own or a covered relation's serious health condition, they must supply appropriate medical certification. Employees may obtain Medical Certification Forms from Human Resources at the desktop site or for those without computer access, from the Human Resources office. When employees request leave, the University will notify them of the requirement for medical certification and when it is due (at least 15 calendar days after the leave request. If an employee provides at least a 30 day notice of medical leave, s/he should also provide the medical certification before leave begins. Failure to provide requested medical certification in a timely manner may result in denial of leave until it is provided and any absences will be deemed unexcused absences.
- The University, at its expense, may require an examination by a second health care provider designated by the University, if it reasonably doubts the medical certification initially provided. If the second health care provider's opinion conflicts with the original medical certification, the University, at its expense, may require a third, mutually agreeable, health care provider to conduct an examination and provide a final and binding opinion. The University may require subsequent medical recertification. Failure to provide requested certification within 15 days, if such is practicable, may result in delay of further leave until it is provided.
- Reporting While On Leave. If an employee takes leave because of a serious health condition or to care for a covered relation, the employee must contact the University on the first and third Tuesday of each month regarding the status of the condition and his/her intention to return to work. In addition, the employee must give notice as soon as practicable (within 2 business days if feasible) if the dates of leave change or are extended or initially were unknown.
- Leave Is Unpaid. Family/medical leave is unpaid leave although employees may be eligible for short or long-term disability payments and/or workers' compensation benefits under such insurance plans. These plans are described elsewhere in the handbook. If an employee is entitled to receive monies from these sources, the leave will be considered as "paid leave" for the period during which the employee receives those monies. If the leave is "unpaid" the employee will be required to substitute paid time off (vacation, sick days) for "unpaid" FMLA leave as described below. If an employee request leave because of a birth, adoption or foster care placement of a child, any accrued paid vacation, first will be substituted for unpaid family/medical leave. If an employee requests leave because of a serious health condition, or to care for a covered relation with a serious health condition, any accrued paid vacation, personal leave and sick days first will be substituted for any unpaid family/medical leave. The substitution of paid leave time for unpaid leave time does not extend the 12-week leave period. Further, in no case can the substitution of paid leave time for