VCOM Administrative and Classified Staff Handbook

family medical leave using any available and approved sick leave or annual leave until exhausted. Employees may also be eligible for up to 12 weeks of unpaid FMLA (within a 12-month period) for one or more of the following, followed by eligibility for additional unpaid family and medical leave for one or more of the following: • the birth of a child and to care for the newborn child within one year of birth. • the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement. • to care for the employee’s spouse, child, or parent who has a serious health condition. • a serious health condition that makes the employee unable to perform the essential functions of his or her job. • any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is covered military member on “covered active duty;” or • twenty-six workweeks of leave during a single 12-month period to care for a covered servicemember with a serious injury or illness if the eligible employee is the servicemember’s spouse, son, daughter, parent or next of kin (military caregiver leave). The Division Officer and President will review family and medical leave requests to be taken intermittently or on a reduced schedule on a case-by-case basis. Employees will be restored to their original or equivalent position upon return from an approved family leave occurrence. Employees are responsible for all benefit premium costs while on family leave. Regarding health insurance, employees are required only to continue premium payments equal to those paid by the employee prior to the disability leave. All salary benefits are discontinued after the employee has utilized the 10 sick days and any additional approved annual leave days. Employees eligible for family leave are responsible for its proper utilization. VCOM officers, chairs, directors, and all other supervisory personnel are responsible for continuous, adequate coverage of their areas when one of their employees is out for family and medical leave. VCOM officers, chairs, directors, and all other supervisory personnel are also responsible for the proper use of this policy and the tracking of family and medical leave usage. This policy is administered in accordance with the Family and Medical Leave Act (FMLA). Any portion of the policy that is found to conflict with the FMLA will be revised to comply with the FMLA. Return to Work Following Illness or Injury VCOM recognizes that the provision of alternate or modified work may be needed to prevent injury; thus, VCOM has established a return-to-work policy for employees who are unable to perform part or all of their normal duties due to illness or injury. Because of an injury or illness, VCOM attempts to work in collaboration with the injured or ill employee to identify if alternate or modified work that is safe for the employee and productive for the institution can be provided. Prior to the employee returning to work, the following conditions apply: • The employee must make a request to Human Resources for alternate or modified work due to injury or illness. • The physician caring for the employee must approve any alternate or modified work as safe for the employee. • The employee or physician must complete the Return-to-Work form in Human Resources with verification from the physician. • The employee must cooperate by accepting alternate or modified work opportunities that are available.

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