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Earned Time - Maternity Leave
return to Paid Leave
Length of the Leave
Maternity leave applies when a woman is unable to perform her
duties and responsibilities because of medical conditions related
to pregnancy and/or childbirth. The leave usually extends from the
period of childbirth through six weeks, unless further leave is
required and certified in writing by your medical practitioner.
It covers only the period of “disability” authorized in writing
by your practitioner. In conjunction with USNH procedures, employees
use earned time, sick pool, and unpaid leave as appropriate. Time
taken beyond what is medically necessary is personal leave and may
be granted upon written request in accordance with Family and Medical
Leave (FMLA).
Earned time/sick pool is used to cover maternity leave. Earned
time or leave without pay applies for the period following the “medical
disability” portion of the leave.
Getting Ready for Leave
To apply for maternity leave, the following forms are to be completed
and submitted to supervisor and to Human Resources:
- Request for
Leave of Absence form
- Certification
of Physician or Practitioner (FMLA) form completed by medical
provider. The Certification form is to include the projected “due”
date, “stop work date” (if different from due date), and the last
day of “medically necessary” leave. This form should indicate
dates of “medical disability” only (e.g., six weeks after date
of childbirth), not additional personal leave.
Family and Medical Leave (FMLA)
The Family and Medical Leave Act provides the option of up to
twelve weeks of leave for eligible employees for the birth or adoption
of a child, for child rearing purposes. Continuation of salary under
FMLA is contingent upon use of her accrued earned time. Any personal
leave taken beyond the "medical disability” period would be without
pay following the exhaustion of earned time. You have the option
to retain ten days of earned time; sick pool may not be used in
this instance.
Earned time/sick pool is used to cover maternity leave. Earned
time or leave without pay applies for the period following the “medical
disability” portion of the leave.
Sick Pool/Earned Time
Sick Pool begins on the sixth consecutive work day of absence
during the leave. Earned Time is used for the first five (5) days.
Earned time may be used longer if no sick pool has been established
by the employee, or if sick pool becomes exhausted. Earned Time
benefits accrue only during the initial 3 weeks (15 working days)
of sick leave pool usage; no Earned Time is accrued while on leave
without pay.
Not enough Earned Time or Sick Pool
If earned time/sick pool expires, the employee submits to department
a completed Request
for Leave of Absence Form. The employee's home department
(or Business Service Center) initiates two EPAF's: one to begin
the leave; the other to return to work.
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During Leave Without Pay, the employee is not paid University
holidays, doesn't accumulate Earned Time and is not eligible
to utilize tuition benefits. Health, dental, life, and disability
insurance benefits continue. Arrangements are to be made for
payment in advance with the USNH Benefits Office, 868-1800.
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Extra Time Off Beyond Maternity Leave
Earned time is taken for leave beyond the designated maternity
medical period. Leave Without Pay may be requested if Earned Time
is exhausted. Employee has the option to retain up to ten days
of Earned Time. Sick Pool may not be used for this purpose.
ISA New England (formerly Lester L. Burdick) – personal short-term
disability insurance
Employees who have enrolled with ISA New England may acquire
a claim form by contacting: Insurance Specialists, Inc., P.O.
Box 2827, Norcross, GA 30091-2827, by letter or by telephone at
1-800-241-7753 x 834. Claim forms are also available at Human
Resources.
Receiving Paychecks at Home
Complete a Paycheck
Distribution Form and return it to the Payroll Office. After
the leave, a second form must be completed to revert back to the
campus mailing address.
EBPA - Managed Care
- Employee must call 1-800-531-4007 at least seven work days before
the due date for authorization of hospital admission. If authorization
is not obtained, all hospital charges related to the admission
shall be subject to a 20% reduction in benefits payable.
- If the baby arrives early, it is necessary to call the 800#
within 24 hours or as soon as is medically possible following
admission to the hospital.
HMO's / Point of Service (POS)
No pre-admission certification required. Employee deals directly
with her primary care physician or referral.
Adding Baby to Medical Coverage
Employee must complete a new Flex Plus benefits enrollment
form within 31 calendar days following the birth. To obtain
this form, contact Human Resources at 862-0501 (voice), 862-3227
(TTY).
Returning to Work
Medical documentation supporting the employee’s ability to perform the essential function of the job is required prior to return to work.
If the employee does not return to work for at least 30 calendar days following the approved leave, the University may elect to bill her for compensation received while on leave, as well as those insurance premiums paid on her behalf.
The individual would be contacted by EBPA regarding extending medical and dental benefits for up to 18 months beyond her last day of work.
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