Time off under the FMLA may be taken as a continuous leave period, or for medical reasons, the leave may be taken on an intermittent basis or as a reduced work schedule, as long as the need to do so is appropriately documented. Each type of usage is counted towards the 12 week maximum available leave and is triggered at the beginning of the FMLA leave time. In cases of medical leave, all sick time, personal time and vacation time must be utilized. In case of personal leave, all personal time and vacation time must be utilized. Refer to Flow Charts for order of usage.
All accruals cease when a staff member moves to an unpaid status.
Accruals restart subsequent to the staff member's return to paid status. If the staff member wants to continue receiving full salary and benefits while on leave after a Worker's Compensation injury or illness, he or she may supplement any Workers' Compensation benefit that is available to them up to their full weekly wages. In cases of medical leave, all sick time, personal time and vacation time must be utilized. In case of personal leave, all personal time and vacation time must be utilized. Refer to Flow Charts for order of usage.