Most employers have procedures in place to ensure that an employee who takes leave under the Family and Medical Leave Act (FMLA), whether as a reduced schedule or an extended leave of absence, retains his or her eligibility under the employer-sponsored health plan. But many employers have gaps in their procedures when an employee’s reduced schedule or leave of absence occurs when the employee is not yet eligible for FMLA leave or after FMLA leave has been exhausted. Typically, the gap in procedures exists when the non-FMLA reduced schedule or extended leave arises from a work injury or as an accommodation under the Americans with Disabilities Act (ADA).
Non-FMLA Leaves of Absence Policy - Salus University
545.3.5 Documentation for Non-FMLA. All medical leaves of absence not qualifying for FMLA leave must be documented by presenting verification from a licensed physician to the employee’s supervisor and the staff Benefits Office. An employee will not be permitted to return to work without a written release from a licensed physician.
Carleton College Request for a Personal Leave of Absence (Non-FMLA)
522.214.171.124 Integration of FMLA with Leave for Childbirth or Adoption. Non-exempt staff member may elect to take a total of three (3) months leave for childbirth/adoption. The staff member may use sick leave, if applicable, for the period of time deemed unable to work by the physician. The remainder of the three-month leave will be charged to accumulated vacation time or leave of absence without pay if all vacation time has been used. Leave without pay will be granted only on request to the Human Resources Office with the approval of the appropriate vice president. The employee will be reinstated in the same or similar position immediately following the three-month leave. FMLA time includes the time specified in the family leave policy.
I am requesting a personal (non-FMLA related) leave of absence ..
The employee must submit a completed Certificate of Health Care Provider form if more than five days of consecutive absence are anticipated. If such a leave is granted, the amount of leave will be determined between the supervisor and the employee. The employee’s position or equivalent position may be held for a specified time determined by the supervisor but in no case for longer than 12 weeks. The maximum non-FMLA leave is 12 weeks in a 12-month period, and the maximum combined FMLA and non-FMLA leave is 26 weeks in a 12-month period. Category 2 and Category 3 employees who are on a personal medical leave for more than fourteen (14) consecutive days may qualify for short-term disability benefits.An electronic Human Resources Action Form must be submitted to Human Resources when an employee is on paid and unpaid Medical Leave (Non-FMLA). The employee must complete the online Leave of Absence (LOA) request form and have his/her healthcare provider provide documentation to support the reason for medical leave to Human Resources, Employee Relations. Forms are available in Human Resources and on the web site