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A continuation of a serious injury or illness that was incurred or aggravated
when the veteran was a member of the Armed Forces and rendered the
service member unable to perform the duties of the service member’s office,
grade, rank or rating;
A physical or mental condition for which the veteran has received a
Department of Veterans Affairs Service-Related Disability Rating (VASRD) of
50 percent or greater;
A physical or mental condition that substantially impairs the veteran’s ability to
work because of a disability or disabilities related to military service, or would
do so absent treatment; or
An injury that is the basis for the veteran’s enrollment in the Department of
Veterans Affairs Program of Comprehensive Assistance for Family
Caregivers.
Benefits during FMLA Leave
The Company will maintain the employee’s health coverage under any “group health
plan” on the same terms as if the employee had continued to work. For employees on
paid leave, the employee portion of the premium payment will be deducted from the
employee’s paycheck. Employees who are on unpaid leave are responsible for making
timely premium payments by contacting the Service Center at 844-689-7836.
If employee premium payments are more than 30 days late, coverage may be
terminated. Employees may be required to repay the Company any premiums the
Company paid on the employee’s behalf.
Protections during FMLA Leave
Upon return from FMLA leave, an employee will be restored to his or her original
position or an equivalent position with equivalent pay, benefits, and other employment
terms. If leave extends beyond the FMLA entitlement or the employee does not return to
work at the expiration of the FMLA leave, the employee does not have return rights
under FMLA. Use of FMLA leave will not result in the loss of any employment benefit
that accrued prior to the start of an employee’s leave.
Substitution of Paid Leave for Unpaid Leave
FMLA is generally unpaid. Employees may choose or the Company may require use of
accrued paid leave while taking FMLA. Under these circumstances both the paid and
unpaid leave count as family and medical leave. FMLA will run concurrently with short
or long term disability leave, or worker’s compensation leave. In order to use paid leave
for FMLA leave, employees must comply with the rules of the Company’s paid leave
policies.
Use of Leave