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Medical LeaveShould an employee not be eligible for Family Medical Leave or need additional time after exhaustion of a Family Medical Leave for additional treatment or recovery from the employee's serious health condition, he/she may request a Medical Leave. Each request for a Medical Leave requires the submission of a "Health Care Provider Certification" form. Medical Leaves may be paid or unpaid based upon the employee's available accrued time. If an employee elects to be paid for his/her own illness, he/she must use sick time. Whichever type of paid leave you select initially must be exhausted before you are eligible to use a different type of paid leave. (Example: If you elect to use sick time for Medical Leave, you must exhaust all your sick time before you are eligible to substitute vacation time.) Accrual of sick and vacation time will continue while the employee remains in a paid status but will cease when the employee enters into an unpaid status. If the employee elects to take the leave paid or unpaid, once this designation is selected, it cannot be changed after the leave has commenced. If an employee has compensatory time accumulated and chooses to apply it during a leave, he/she must designate that compensatory (comp) time before going on a leave. While on approved Medical Leave, you may not perform any duties for MCCCD, and any additional service contracts will be canceled. An employee who is granted Medical Leave will return to the position which he/she held, prior to the commencement of the leave. Prior to returning to duty, the employee must present a fit for duty certification to the supervisor and to the Compensation Department. To re-qualify for a medical leave, an employee must have returned to work and completed a minimum of six months of active employment. Benefit Coverage during a leave: The District will continue to pay the flexible benefits for the insurance
coverage selected by the employee based upon the following schedule: COBRA continuation eligibility for employees on a medical leave of absence will begin on the fourth month of their leave of absence. (This excludes intermittent leave.) Flex credits will continue to be provided for the length of time as stipulated in the policy manuals when COBRA continuation coverage is implemented. After the exhaustion of District paid flex credits, an employee may continue their COBRA eligible coverage for the remainder of their COBRA continuation period as designated by federal law. The employee is responsible for the premium payment plus a 2% administration fee while continuing coverage through COBRA. Non-COBRA eligible benefits will be terminated after the exhaustion of the District paid Flex Credits. The Employee should contact their Benefit Specialist should they wish to continue payments at that time.
Last Modified: July 12, 2007 |
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