Senior Living Handbook 2018

When a team member requests intermittent or reduced leave, they may be required to provide medical certification of Family and Medical Leave eligibility at least every twelve (12) months to continue intermittent or reduced leave. It is the team member’s responsibility to request the appropriate medical certification form. If a team member requests intermittent leave or a reduced work schedule that is foreseeable based on planned medical treatment, HHHunt may require the team member to transfer temporarily to an available alternative position with equivalent pay and benefits if the team member is qualified for the position and it better accommodates recurring periods of leave than the team member's regular job. An alternative position for these purposes does not have to have equivalent duties. The following methods will be used to determine the amount of leave taken under reduced or intermittent schedules: 1. If a team member takes leave on an intermittent or reduced leave schedule, only the amount of leave actually taken will be counted toward the 12 weeks of leave to which a team member is entitled. For example, if a team member who normally works five days a week takes off one day, the team member would use one-fifth (1/5) of a week of Family and Medical Leave. 2. Where a team member normally works a part-time schedule or variable hours, the amount of leave to which a team member is entitled will be determined on a pro rata or proportional basis by comparing the new schedule with the team member’s normal schedule. For example, if a team member who normally works 30 hours per week works only 20 hours a week under a reduced leave schedule, the team member’s ten hours of leave would constitute one-third (1/3) of a week of Family and Medical Leave for each week the team member works the reduced leave schedule. 3. If HHHunt has made a permanent or long-term change in the team member’s schedule (for reasons other than Family and Medical Leave), the hours worked under the new schedule will be used for making this calculation. 4. If a team member’s schedule varies from week to week, a weekly average of the hours worked over the twelve (12) months prior to the beginning of the FMLA leave period will be used for calculating the team member's leave entitlement. Continuation of Benefits During Leave: Group health plan coverage and benefits will continue during the leave on the same basis as if the person had been actively at work, as follows: 1. For benefits during any paid portion of a Family and Medical Leave, team member contributions will be collected through payroll deduction. 2. For benefits during an unpaid leave, team member contributions will be paid according to HHHunt’s requirements for payment by team members

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