Northview Church provides leave in accordance with the Family & Medical Leave Act of 1993 to all eligible staff members with a qualifying event who are temporarily unable to work due to a serious health condition or to fulfill family obligations relating directly to child birth, adoption or placement of a foster child; or to care for a child, spouse, or parent with a serious health condition. The following rules apply:
LEAVE ENTITLEMENTS
Eligible staff members who work for a covered employer can take up to 12 weeks of unpaid, job-protected leave in a 12-month period for the following reasons:
- The birth of a child or placement of a child for adoption or foster care;
- To bond with a child (leave must be taken within one year of the child’s birth or placement);
- To care for the employee’s spouse, child, or parent who has a qualifying serious health condition;
- For the employee’s own qualifying serious health condition that makes the employee unable to perform the employee’s job;
- For qualifying emergencies related to the foreign deployment of a military member who is the employee’s spouse, child or parent.
An eligible employee who is a covered service member’s spouse, child, parent or next of kin may also take up to 26 weeks of FMLA leave in a single 12-month period to care for the service member with a serious injury or illness.
An employee does not need to use leave in one block. When it is medically necessary or otherwise permitted, employees may take leave intermittently or on a reduced schedule.
ELIGIBILITY REQUIREMENTS
A staff member who works for Northview Church must meet the following criteria to be eligible for FMLA leave. Staff must:
- Have worked for Northview for at least 12 months.
- Have at least 1,250 hours of service in the 12 months before taking leave.
- Eligible employees may request one (1) or more FMLA leaves, but the total amount of leave taken cannot exceed twelve (12) workweeks in any twelve (12) month period. Employees may request an intermittent leave or reduced-schedule leave to care for a seriously ill family member or if they have a serious health condition that warrants such a request.
- Employees who sustain work-related injuries are eligible for leave for the period of the disability in accordance with all applicable laws covering occupational disabilities.
- For purposes of this policy, a child is defined as a natural, adopted, foster or stepchild or a legal ward. If the child is over eighteen (18), he/she must be unable to care for himself/herself due to a serious illness.
- A parent is defined as the employee’s or her/his spouse’s natural, adoptive, foster or stepparent or legal guardian.
- A family leave that relates to the birth or adoption of a child must be completed within twelve (12) months of the birth or adoption.
- A serious health condition is defined as an illness, injury, impairment or physical or mental condition that involves inpatient care in a hospital, hospice or residential medical care facility; or continuing treatment by a healthcare provider.
REQUESTING LEAVE
- Eligible staff members must submit the Extended Leave of Absence Request form to Human Resources at least 30 days in advance of foreseeable events or as soon as possible for unforeseeable events.
- Eligible staff members requesting leave may be required to submit a healthcare provider’s statement verifying the need for a leave of absence, its beginning and expected ending dates, and the estimated time required (if partial day leave is requested).
- Employees do not have to share a medical diagnosis but must provide enough information to Northview so it can be determined if the leave qualifies for FMLA protection. Sufficient information could include informing Northview that the employee is or will be unable to perform his or her job functions, that a family member cannot perform daily activities, or that hospitalization or continuing medical treatment is necessary. Employees must inform Northview if the need for leave is for a reason for which FMLA leave was previously taken or certified.
- FMLA time off must be entered in TriNet prior to leave.
RETURN TO WORK
- To facilitate a return to work, eligible staff must provide two (2) weeks advance notification of the intended return date. Failure to do so may delay the return date.
- Upon completion of a leave granted under this section, staff members will be reinstated to their original position or an equivalent position for which the employee is qualified with equivalent pay, benefits and other terms and conditions of employment.
- If, due to a staff member’s personal medical circumstances, he/she is no longer able to perform his/her original job, Northview will attempt to transfer her/him to alternate suitable work, if available.
PAY AND BENEFITS
- Family and medical leave is generally unpaid. Northview Church allows use of available PTO while taking FMLA leave.
- PTO will run concurrently with any applicable leave laws. Therefore, the use of PTO will not extend a period of job protection under any applicable leave laws.
- While employees are on FMLA leave, Northview Church will continue health insurance coverage as if the employees were not on leave.
- The staff member will need to make payment arrangements for health insurance premiums prior to beginning leave.
PROTECTIONS
- Upon return from FMLA leave, employees will be restored to the same job or one nearly identical to it with equivalent pay, benefits and other employment terms and conditions.
- Northview Church will not interfere with an individual’s FMLA rights or retaliate against someone for using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or being involved in any proceeding under or related to the FMLA.
- Northview will comply with any applicable law regarding military leave of absence.
To review your employee rights under the Family and Medical Leave Act, please refer to the poster at your campus, or access the following link: