2019 005 ORDINANCE - Laserfiche WebLink

Home Browse Search

in any form, including a notation on the employee's pay stub. The Village retains the right to designate FMLA leave for an employee who is absent for more than three (3) consecutive days and where such absence would otherwise qualify for FMLA leave whether or not the employee requests FMLA leave Such designations will be based upon information and knowledge acquired by the Village (0) BENEFITS/ COVERAGE DURING LEAVE: During any period of leave under this policy, an employee's group health insurance coverage will be maintained on the same conditions as coverage would have been provided if the employee had been continuously employed during the entire leave period. The Village will continue to pay its portion of the insurance premium and to continue health coverage, the employee must continue to make all 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. If the employee fails to return to work after the expiration of the leave so as to preclude the Village from recovering its share of health benefit premium payments made on the employee's behalf during a period of unpaid FMLA leave, the employee will be required to reimburse the Village for payment of health insurance premiums during the family leave, unless the reason the employee fails to return is the presence of a serious health condition of the employee or the employee's family or of a covered servicemember's serious injury or illness which prevents the employee from performing his or her job, or to other circumstances beyond the employee's control. The employee must provide the Village with a medical certification of the presence of such serious health condition of the employee or the employee's family member, or the covered service member's serious injury or illness, within 30 days of the Village's request for such certification. If the employee does not provide such certification within 30 days, or the reason for not returning to work does not meet the test of other circumstances beyond the employee's control, the Village may recover 100% of the health benefit premiums it paid during the period of unpaid FMLA leave. An employee's entitlement to benefits other than group health benefits during a period of FMLA leave (vacation and sick leave) is to be determined by Village policy for providing such benefits when the employee is on other forms of leave (paid or unpaid, as appropriate). (P) EXPIRATION OF LEAVE: An employee's entitlement to FMLA leave for a birth or placement for adoption or foster care expires at the end of the twelve (12) -month period beginning on the date of the birth or placement unless Ohio law allows leave to be taken for a longer period. (Q) RETURN FROM LEAVE: An employee who returns to work for at least 30 calendar days is considered to have "returned" from FMLA leave. An employee who transfers directly from taking FMLA leave to retirement, or who retires during the first 30 days after the employee returns to work, is deemed to have returned from leave. An employee must complete a notice of intention to return (provided by the Village) from FMLA leave before the employee can be returned to active status unless the FMLA leave was intermittent leave. For employees whose leave was occasioned by the employee's own serious health condition that made the employee unable to perform the employee's job, the notice of intention to return from leave must be signed by the employee's health care provider. A health care provider employed by the Village may contact the employee's health care provider, with the employee's permission, for purposes of clarification of the employee's fitness to return to work. The clarification may be requested only for the serious health condition for which FMLA leave was taken. The Village may, at their own expense, require the employee to obtain a second