What's the difference between continuous or intermittent FMLA leave? The employee's treating physician(s) will determine what type of leave, continuous or intermittent, is best for the employee based on their health condition. An eligible employee can take FMLA leave continuously, in a single block of time, or intermittently, in separate blocks in increments as small as one hour. How much notice must an employee give before taking FMLA leave? To begin FMLA leave, the employee must notify the supervisor of the need to take leave. Then the employee should notify HR to discuss the need for leave and the documentation required for the applicable leave, such as FMLA. If the leave is foreseeable, the employee must notify their supervisor and Human Resources of the need for leave at least 30 days before the date leave is to begin, such as based on an expected birth, placement for adoption or foster care, or planned medical treatment. When the need to take leave is unforeseeable, the employee is required to provide the supervisor with notice of the need for leave as soon as practicable. Generally, that notice is provided within one or two business days when the employee becomes aware of the need for leave. What information/documentation is needed when providing notice of need for FMLA leave? Human Resources will provide the employee with necessary forms, such as Request for Leave and Medical Certification, that both the employee and medical provider(s) must complete to determine FMLA eligibility. For a serious personal health condition, an employee must present a fitness-for-duty clearance from their healthcare provider before being reinstated to active duty. Can I use my accrued leave to be paid, or do I have to take unpaid leave? FMLA itself is unpaid but provides the job protection piece of the leave. Employees can use their sick or vacation accrued leave to continue to be paid. If enrolled in short-term disability, an employee may use those benefits rather than their leave accruals. If leave is due to the birth of a child, the employee could also request parental leave (120 hours) if they meet eligibility. If an employee exhausts all available leave accruals before returning to work, they would be placed in an unpaid leave status. Can I keep my benefits coverage during my leave? During an FMLA leave, whether utilizing paid or unpaid time, an employee may retain all enrolled benefits under the same conditions applied before the leave begins by paying their portion of the premiums. However, if an employee's share of insurance premiums cannot be deducted, they must pay their share each month while on leave. Depending on the period of unpaid leave, you may be billed for premiums owed by OneUSG Benefit Call Center – Alight. Depending on how you selected being notified by the Call Center, you may receive email notifications for billing through your UNG email, benefits portal, or US Mail. If OneUSG Benefits bills you, your payments should be paid directly to them. If you have any questions or concerns regarding your benefits or premiums billed, you may contact the Call Center directly at 1 844 587 4236. Kathy Martin Benefits Manager Dahlonega, Cumming & Blue Ridge Campus 706-864-1646 Office & Fax kathy.martin@ung.edu Sabrina Wall Sr. Benefits Specialist Gainesville & Oconee Campus 678-717-3824 Office & Fax sabrina.wall@ung.edu IF YOU HAVE ANY QUESTIONS, PLEASE CONTACT US, DEPENDING ON YOUR HOME CAMPUS
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