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Intermittent or Reduced Leave: FMLA permits eligible employees to take leave
intermittently or on a reduced leave schedule under certain conditions.
Intermittent leave can be taken for the birth or placement of a child only if
HHHunt agrees to such an arrangement. Leave for a serious health condition (for
either the employee or an eligible family member) or to care for a covered
service member with a serious injury or illness can be taken intermittently or on a
reduced leave schedule if there is a medical need for such leave and the medical
need is best accommodated through an intermittent or reduced leave schedule.
Leave due to a qualifying exigency may also be taken on an intermittent or
reduced leave schedule basis. Employees must make a reasonable effort to
schedule any foreseeable leave so as not to disrupt HHHuntÊs operations.
When an employee 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
employeeÊs responsibility to request the appropriate medical certification form.
If an employee requests intermittent leave or a reduced work schedule that is
foreseeable based on planned medical treatment, HHHunt may require the
employee to transfer temporarily to an available alternative position with
equivalent pay and benefits if the employee is qualified for the position and it
better accommodates recurring periods of leave than the employee'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 an employee 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 an employee is entitled. For example, if an
employee who normally works five days a week takes off one day, the
employee would use one-fifth (1/5) of a week of Family and Medical
Leave.
2.
Where an employee normally works a part-time schedule or variable
hours, the amount of leave to which an employee is entitled will be
determined on a pro rata or proportional basis by comparing the new
schedule with the employeeÊs normal schedule. For example, if an
employee who normally works 30 hours per week works only 20 hours
a week under a reduced leave schedule, the employeeÊs ten hours of
leave would constitute one-third (1/3) of a week of Family and Medical
Leave for each week the employee works the reduced leave schedule.
3.
If HHHunt has made a permanent or long-term change in the
employeeÊs schedule (for reasons other than Family and Medical Leave),
the hours worked under the new schedule will be used for making this
calculation.