Eligible employees who have completed at least twelve months of service and worked 1,250 hours or more during the preceding twelve months are eligible to take leave under the Federal Family and Medical Leave Act (FMLA).  Eligible employees may take up to twelve weeks of unpaid leave in a rolling twelve-month period measured backward from the date an employee uses an FMLA leave for the birth or adoption of a child; the placement of a foster child; the physical or psychological care for a seriously ill parent, spouse, or child; or the care of the employee’s own serious physical or mental condition.

A seriously ill family member is defined as a parent, child, or spouse who has a physical or mental condition that warrants the participation of the employee during the period of medical treatment.  A health care provider’s certification is required in cases of serious health conditions, whether the employee’s or that of the employee’s spouse, child, or parent.  MPHC also reserves the right to require, at its own cost, a second or third medical opinion.  Forms can be obtained from the administrative staff.

The family and medical leave of absence is an unpaid leave.  However, MPHC requires you to substitute accumulated, unused vacation for any FMLA leave requested.  By substituting leave, you continue to receive pay but your unpaid FMLA leave available is reduced.

During an approved family or medical leave, your health benefits will be provided as though you had continued to work.  If you have family coverage, please arrange with the payroll office to submit timely monthly payments for your portion, if any, of the health insurance premiums.  To the full extent allowed under the FMLA, MPHC reserves the right to recover health insurance premiums from employees who fail to return to work at the end of an FMLA-qualifying leave.

Benefits that operate on an accumulation basis, such as paid time off, will not accumulate during an FMLA leave, nor will you be entitled to paid holidays and “miscellaneous absences” during the leave.

At the end of an FMLA leave, you will be restored to the same position or to an equivalent position, with equivalent pay, benefits, and other employment terms and conditions. However, you are subject to the business circumstances or conditions (such as layoffs) that would have applied to you had you been working.  Under limited conditions, certain key employees may not be reinstated.

As soon as you know that you will need time off for a family or medical leave of absence, you must submit a completed Leave Request form to your supervisor.  When possible, thirty days’ notice is required.  In the event of any emergency, your request should be submitted to your supervisor not later than forty-eight hours following the commencement of the injury, illness, or disability.  If you cannot contact your supervisor personally, please have someone contact him or her on your behalf.

During your leave of absence, you are responsible for keeping your supervisor informed of your status.  You are required to report your status, current location, intent to return, and expected date of return to your supervisor every thirty days.  In certain circumstances, MPHC has the right to require recertification of the serious health condition.

Failure to return to work on schedule will be considered a voluntary termination of employment, effective 5:00 p.m. on the third day you fail to report to work. 

To Protect your status with MPHC, please follow all procedures for reporting back to work after your family or medical leave of absence.

Upon returning to work after a family or medical leave of absence of more than one week, you must submit a physician’s certification stating that you are physically able to return to work.  Failure to submit such documentation may delay or prevent your return to work.