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During FMLA leave, employees must keep their Executive Director informed of
the estimated duration of leave and their intended date to return from leave. If
employees need to take more or less FMLA leave than originally anticipated while
on leave, they must notify HHHunt within two business days.
Certification: Employees requesting leave for a seriously ill spouse, son,
daughter, or parent, or due to their own serious health condition, may be
required to support the need for leave by providing certification from an
approved health care provider on forms approved by HHHunt.
Employees requesting leave to care for an injured or ill service member must
submit a certification providing sufficient facts to support the request for leave
including certification from an authorized healthcare provider, which includes
United States Department of Defense and Department of Veterans Affairs health
care providers, among others.
For qualifying exigency leaves, employees must furnish copies of the covered
military memberÊs active duty orders or other documentation showing that the
covered military member is on active duty or call to active duty status in support
of a contingency operation or is being deployed to a foreign country, and the
dates of the covered military memberÊs active duty status. The employee must
also submit a certification regarding the qualifying exigency for which FMLA leave
is requested.
Employees may also be required to furnish HHHunt with periodic reports or
recertification during their Family and Medical Leave. We will advise you of such
requirements in your Family and Medical Leave Notice and Designation Form.
Matters not specifically covered in this policy will be controlled by the provisions
of the FMLA. The appropriate certification forms for all types of FMLA leaves may
be obtained from your supervisor and/or business office manager. Information
and forms are also located in the Benefits section on EagleNet.
Substitution of Accrued Vacation and Sick Leave: Full-time employees may
substitute all accrued and unused vacation or sick leave for FMLA unpaid leave.
Employees must comply with HHHuntÊs Vacation and Sick Leave policies when
such leave is substituted for unpaid FMLA leave. Employees who do not meet
HHHuntÊs requirements for vacation and sick leave are still eligible to take unpaid
FMLA leave. An employeeÊs accrued vacation and sick leave will not be substituted
for leave taken pursuant to a paid disability leave plan or a workersÊ compensation
leave.
Counting Other Leave Against FMLA Leave: If an employee takes leave, paid or
unpaid, which qualifies as FMLA leave, HHHunt will, consistent with the Act and
applicable regulations, designate all or some portion of the leave as FMLA leave
and count it against the employeeÊs total leave entitlement. A workersÊ
compensation leave will also be designated as FMLA leave and count against the
employeeÊs FMLA leave entitlement.