The 12-month period begins when the FML begins. FML may take the form of one continuous leave, a reduced work schedule or intermittent leave. In the case of intermittent leave or reduced work schedule, the University may require the employee to transfer temporarily to an alternative position for which the employee is qualified and better accommodates recurring periods of leave than the employees regular position. Requirements for medical certification. Requirements for making health insurance payments, if required, and consequences for failing to make the same.
Employee s right to job restoration upon end of leave.
Employee s potential liability if employer makes the employee s health insurance payments while the employee is on FMLA leave and employee fails to return to work. An employee who is granted leave for the employee s own serious health condition shall be required to present a medical certification that the employee may return to work. Reinstatement Upon return from FML, the employee is entitled bylaw to be returned to the same position the employee held when leave commenced or an equivalent position with equivalent benefits, pay and other terms and conditions of employment. An employee has no greater right to reinstatement than if the employee had been continuously employed during the FML period. An employee is not entitled to reinstatement if the employee s appointment end date occurs before the scheduled FML return date.