If family, medical, or military leave is desired under the provisions of the Family & Medical Leave Act, the employee should consult with Human Resources. Employees are required to apply unused vacation and sick leave toward extended leave when used for personal illness. When extended leave of absence is used for family medical leave, employees are required to apply unused vacation leave. Once paid time off has been exhausted the remainder of the leave will be unpaid.
Indiana Wesleyan University will continue to provide health insurance, life insurance, accidental death and dismemberment insurance, and total disability insurance during the leave. If at the end of the leave the employee chooses not to return to his/her job, the non-returning employee will be responsible for reimbursing the University for the costs of the benefits and COBRA-like health insurance benefits will be calculated from the date the FMLA leave terminates or the employee represents that he/she no longer intends to return to work. The employee is eligible for continued health insurance coverage under the COBRA plan.
Upon the conclusion of an employee medical leave, the employee must present certification to the employer from his or her health care provider that he or she is able to return to work. Unless and until an employee provides this fitness-for-duty certification, the employee will not be able to return to work.
For the purposes of tracking Family & Medical Leave, an employee must notify the Human Resources Department by completing a request form. See the Appendix for Indiana Wesleyan University FMLA Guidelines.
In conjunction with state law leave rights, Kentucky employees may take six workweeks of unpaid leave upon adopting a child who is under age 7.
This policy applies to all the employees of the University.
18-Mar-2015 - Date conversion to KB
Employee Policy 300.05.04
Executive Director for Human Resources
Vice President for Business Affairs/ CFO