Agenda Packets - 1999/06/28 - Laserfiche WebLink

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Family Leave If the employee and his/her spouse are both employed by the YMCA, they may be limited to a combined total of 12 weeks if leave is taken for: (a) birth of the employee's child or to care for the child after birth; (b) placement of a child with the employee for adoption or foster care or to care for the child after placement; or (c) care of the employee's parent with a serious health condition. Medical Certification An application for leave based on the serious health condition of the employee or the employee's spouse, child, step -child, foster child or parent must also be accompanied by a "Certification of Health Care Provider" completed by a health care provider. The certification must state the date on which the health condition commenced, the probable duration of the condition, and the appropriate medical facts regarding the condition. If the employee is needed to care for a spouse, child, step -child, foster child or parent, the certification must so state, along with an estimate of the amount of time the employee will be needed. If the employee has a serious health condition, the certification must state that the employee cannot perform the functions of his or her job. In its discretion, the YMCA may require a second medical opinion and periodic recertification of the medical condition for a medical or family leave at its own expense. If the medical opinion sought by the company differs from the employee's certification for his/her physician, the YMCA may at its own expense, require the opinion of a third health care provider chosen by the employee and the YMCA for a family or medical leave. The third opinion will be binding. Additional Conditions of Medical Leave If medically necessary for the employee's serious health condition or that of an employee's spouse, child, step -child, foster child or parent, leave may be taken on an intermittent or reduced leave schedule. If leave is requested on this basis, however, the employee may be required to transfer temporarily to an alternative position with equivalent pay and benefits which better accommodates recurring periods of absence or a part-time schedule. Benefits Coverage During Leave During a period of family or medical leave, an employee will be retained on the YMCA health plan under the same conditions that applied before leave commenced. To continue coverage, the employee must continue to make any contributions that he or she made to the plan before taking leave. Failure of the employee to pay his or her share of the health insurance premium may result in loss of coverage. An employee is not entitled to the accrual of any seniority or employment benefits that would have occurred if not for the taking of leave. An employee who takes family or medical leave will not lose any seniority or employment benefits that accrued before the date leave began. Accrual of Paid Time Off and Retirement Benefits The employee will continue to accrue Paid Time Off and retirement benefits during any portion of his/her family or medical leave time which is paid because Of using Paid Time Off. - 20 -