B.A.E.S.S. follows the federal guidelines for family and medical leave and the State guidelines for Paid Family Leave. Paid Family Leave (see attached) is included in the SDI rate B.A.E.S.S. withholds from employee’s wages. Generally, eligible employees are entitled to up to twelve (12) weeks of unpaid leave per rolling twelve (12) month period for birth, adoption, or foster care of a child, to care for a child, spouse or parent, or for their own serious health condition.
Purpose
FMLA/PFL can be used:
- For birth of a son or daughter, and to care for a newborn child;
- For placement with the employee of a son or daughter for adoption or foster care;
- To care for the employee’s spouse, son, daughter, or parent with a serious health condition; and
- Because of a serious health condition that makes the employee unable to perform the functions of his/her job.
Eligibility and provisions
- Family/medical leave is not paid leave. However, all earned paid leave must be taken during family/medical leave, with the balance of the twelve (12) weeks, if any, taken as unpaid leave.
- Upon return from approved leave, employees will be placed in the original and/or equivalent position.
- Health coverage will be maintained during the leave period, provided the employee continues to pay his/her portion of the premium in a timely manner.
Employee Responsibilities
- Employees must submit family and medical leave requests in writing to his/her manager at least 30 days in advance, when the leave is foreseeable, or as soon as practical thereafter.
- Employees
must submit written medical certification when taking family/medical leave:
- To care for the employee’s seriously ill spouse, son, daughter, or parent; or
- Due to the employee’s own serious health condition that makes the employee unable to perform one or more essential functions of the employee’s position.
- Prior to returning to work, an employee who takes leave due to his/her own serious health condition is required to submit certification from a health care professional that he/she is able to return to work.
- Return to work after an approved leave has expired. Employees who fail to return to work after an approved leave has expired will be terminated.
Manager Responsibilities
- Be sure employees are familiar with the FMLA policy and practice.
- Notify the main office immediately if an employee does not return to work after an approved leave has expired.