When an employee is granted intermittent leave or reduced leave, the employee may be required to accept a temporary transfer to an available alternative position for which the employee is qualified and which better accommodates recurring periods of leave than does the employee s regular position. Transfer to an alternate position may include altering an existing job to better accommodate the employee s need for intermittent or reduced leave. The eligible employee requesting FMLA leave due to a serious health condition or a family member s serious health condition may be required to provide medical certification by a health care provider. The University may require an employee on FMLA leave to submit medical certification that the employee is able to return to work. Any share of health plan premiums which were paid by the employee prior to FMLA leave must continue to be paid by the employee while on leave.
Premiums are due on the first day of each pay period.
If the employee does not pay a premium when due, coverage may be terminated. TO WORK Upon return to work from FMLA leave, the employee shall be returned to the same or equivalent position. A University employee may not accrue additional benefits, such as sick or annual leave, during a period of unpaid leave. For further information, see Sections C82.5 - C82.9 of the Faculty Handbook.