GSEM Employee Handbook 2022-2023

FAMILY AND MEDICAL LEAVE (FMLA) HIGHLIGHTS

Family Leave (Leave for Care or a Family Member)

Medical Leave (Leave for an Employee’s Own Medical Condition)

• 12 weeks Family Leave per rolling calendar year* permitted to care for child (biological, adopted, foster, step or legal ward underage of 18) or parent (biological, adoptive, legal, step, foster or grandparent; does not apply to in-laws) • A husband and wife who are both employed by Girl Scouts of Eastern Missouri are limited to 12 weeks combined leave • Family Leave can be taken all at once or spread out over a period of time. • Employees must make reasonable efforts to schedule leave for planned medical treatment as not to unduly disrupt the Council’s operations. • Negotiated “flexible schedule” may be available as an option for leave spread out over time Substitution of Paid Leave: • Employees are required to utilize accrued paid time off concurrently with the leave. • EIB is not accessed. These hours are available for use ONLY for an employee’s own illness. • Leave not covered through paid time off will be unpaid.

• 12 weeks Medical Leave permitted per rolling calendar year* due to an employee’s serious health condition. • A husband and wife who are both employed by Girl Scouts of Eastern Missouri are each entitled to up to 12 weeks leave for their own serious health condition.

Eligibility and Parameters

• Medical Leave can be taken all at once or spread out over a period of time. • Employees must make reasonable efforts to schedule leave for planned medical treatment as not to unduly disrupt the Council’s operations. • Negotiated “flexible schedule” may be available as an option for leave spread out over time. Substitution of Paid Leave: • Employees are required to utilize accrued paid time off concurrently with the leave. • EIB may be accessed once the employee has missed more than three days for the same illness. • Worker’s Compensation may be available depending upon circumstances. • Leave not covered through paid time off or Worker’s Compensation will be unpaid • Employees are eligible for full benefits coverage and protection throughout the leave. • Employees must continue with their benefit payment contributions throughout the leave; failure to make required payments may result in disruption of coverage.

Intermittent and Reduced Hours

Time Off (Paid vs. Unpaid)

• Employees are eligible for full benefits coverage and protection throughout the leave. • Employees must continue with their benefit payment contributions throughout the leave; failure to make required payments may result in disruption of coverage

Benefits

28