Reso 2024-3713 - Laserfiche WebLink

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5.9.Employer Response to Employee Request:After an employee requests FMLA leave, the Company shall provide the employee with a Notice of Eligibility and Rights & Responsibilities within five (5) business days. After the Company has reviewed the leave request information provided by the employee including any certification documentation, and determined the leave is for an FMLA qualifying reason, the employee will be promptly notified whether the leave has been approved and that accrued paid leave must first be used. The Company's notice to the employee will be confirmed in writing by way of a Designation Noticewithin five (5) business days. The response will detail the employee's specific expectations and obligations relating to his/her leave. This document contains important information that the employee should read carefully. 5.10. Benefits Coverage During Leave: (a)Health Benefit:During the leave, the employee will be retained on the Company's group health plan under the same conditions that applied before the leave began. To continue health coverage while on leave, the employee must continue to make any contributions that he/she made for group and other insurance benefits prior to leave. Failure of the employee to pay his/her share of the health insurance premium may result in the loss of coverage. (b)Cafeteria Plan Benefits:While on paid leave, the Company will continue to make payroll deductions for any cafeteria plan benefits the employee may have. While on unpaid leave, the employee must continue to make the cafeteria plan benefit premium payments must be made in accordance with the terms of the Cafeteria Plan documents. Please consult the plan documents or see Human Resources for questions. Required payments must be received byaHuman Resourcesrepresentativein the time requirements specified by the Cafeteria Plan. Failure to pay premiums on a timely basis will result in a loss of coverage for the duration of the leave. 5.11.Accrual of Paid Leave/Lengthof Service:Employees who take FMLA leave will not lose any previously accrued seniority or length of service.Paid holidays are not provided to an employee who is on leave. Vacation leave and sick leave do not accrue while on FMLA leave. Such accrual will resume upon an employee's return to work. The annual vacation and sick leave accrual will be prorated for the calendar year in which the leave of absence occurs based on the duration of the leave of absence and the employee's benefit eligibility and accrual rate. 5.12.Recovery of Benefits:If an employee fails to return to work after the expiration of the leave, the employee may be required to reimburse the Company for the payment of the health insurance premiums paid to maintain the employee's ordependent's coverage during the period of unpaid family or medical leave. If the employee claims that he or she is not able to return because of the employee's continuing serious health condition, family member's serious health condition, or Covered Servicemember's serious injury or illness, then a medical certification to substantiate that claim is required to be furnished to the Company within 30 days from the date the employee's leave expired. \[NOTE: Reimbursement will not be required if the employeedoes not return to work because of a serious health condition or other circumstances beyond the employee's control. § 825.213\] 5.13.Restoration to Employment:Absent special circumstances, an employee who returns from FMLA leave will be returned to the same position held when the leave began or to a position equivalent in pay, benefits, and other terms and conditions of employment.