Page 49 - TMCF 2025 HR Team Manual

Notice and Certification: If you need FMLA, you may be required to provide: (1) 30-day advance notice when the need for the leave is foreseeable; (2) Medical certification from a health care provider (both prior to the leave and prior to reinstatement); (3) Periodic recertification; and (4) Periodic reports during the leave.
Compensation During Leave: FMLA is unpaid. TMCF requires you to use paid time off to cover some or all the FMLA. However, the use of paid time off will not extend the length of a FMLA.
Benefits During Leave: TMCF will maintain, for up to a maximum of 12 work weeks of FMLA, any group health insurance coverage that you were provided before the leave on the same terms as if you had continued to work. Team members will be required to continue payment for their portion of insurance premiums while on leave. In some instances, TMCF may recover the full premiums it paid to maintain health coverage if you do not return to work following family or medical leave.
If you are on FMLA but you are not entitled to continued paid coverage, you may continue your group health insurance coverage through TMCF in conjunction with federal COBRA guidelines by making monthly payments for the amount of the relevant premium. Please contact the human resources department for further information.
Job Reinstatement: Under most circumstances, upon return from FMLA, you will be reinstated to your previous position, or to an equivalent job with equivalent pay, benefits and other employment terms and conditions. However, upon return from FMLA, you have no greater right to reinstatement than if you had been continuously employed rather than on leave. For example, if you would have been laid off had you not gone on FMLA, or if your position has been eliminated during the leave, then you will not be entitled to reinstatement.
If you are returning from FMLA taken for your own serious health condition, but you are unable to perform the essential functions of your job because of a physical or mental disability, TMCF will attempt to accommodate you. Your use of FMLA will not result in the loss of any employment benefit that you were entitled to before using FMLA.
Some states have their own state-mandated paid Family and Medical Leave (FMLA) programs in addition to the federal FMLA.
If you work in a state that offers state-paid FMLA benefits, our FMLA administrator, Insperity, will provide you with the relevant information and guidance should you need to take FMLA leave.
Please reach out to HR if you have any questions regarding your eligibility or coverage.
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