unpaid leave time result in the receipt of more than 100% of the employee's salary. The family/medical leave runs concurrently with other types of leave (i.e., paid vacation, state family leave laws, worker's compensation, etc.).
- Medical and Other Benefits. During an approved family/medical leave, the University will maintain health benefits, as if the employee continued to be actively employed unless the employee opts not to take advantage of this benefit. If paid leave is substituted for unpaid family/medical leave, the University will deduct the employee's portion of the health plan premium as a regular payroll deduction. If leave is unpaid, the employee must pay the employee's portion of the premium through direct payment to the insurance carrier. An employee's health care coverage will cease if the premium payment is more than 30 days late. If the payment is more than 15 days late, the University will send a letter to this effect. If the University does not receive the co-payment within 15 days after the date of this letter, coverage may cease. If the employee elects not to return to work for at least 30 calendar days at the end of the leave period, the employee will be required to reimburse the University for the cost of the health benefit premiums paid by the University for maintaining coverage during the unpaid leave, unless the employee cannot return to work because of a serious health condition or other circumstances beyond the employee's control.
- Exemption for Key Employees. Key employees (i.e., highest paid 10% of employees at a worksite or within 75 miles of that worksite) may not be returned to their former or equivalent position following a leave if restoration of employment will cause substantial economic injury to the University. (This fact-specific determination will be made by the University on a case-by-case basis). The University will notify the employee if he qualifies as a "highly compensated" employee, if the University intends to deny reinstatement, and of the employee's rights in such instances.
- Intermittent and Reduced Schedule Leave. Leave because of a serious health condition may be taken intermittently (in separate blocks of time due to a serious health condition) or on a reduced leave schedule (reducing the usual number of hours the employee work per workweek or workday), if medically necessary. If leave is unpaid, the University will reduce the employee's salary based on the amount of time actually worked. In addition, while the employee is on an intermittent or reduced schedule leave, the University may temporarily transfer the employee to an available alternative position which better accommodates recurring leave and which has equivalent pay and benefits.
- Returning From Leave. If an employee takes leave because of a serious health condition (unless the employee is taking intermittent leave), the employee is required to provide medical certification that the s/he is fit to resume work. The employee may obtain Return to Work Medical Certification forms from the Human Resources Department. Employees failing to provide the Return to Work Medical Certification form will not be permitted to resume work until it is provided.
- Extended Leave For Serious Health Condition. Leave taken because of a serious health condition may be extended on a month-to-month basis for a maximum of an additional 12 weeks upon: (1) written request to the University; (2) proof that the serious health condition has continued; and (3) approval by the University (which is subject to its business needs). If the employee does not return to work on the originally scheduled return date nor request in advance an extension of the agreed upon leave with appropriate documentation, the