GSEM Employee Handbook 2022-2023

• 30-day advance notification is required when possible. • Medical certification must accompany request and periodic recertification may be required throughout leave; failure to provide proper certification may result in delay in leave approval or render the employee ineligible for leave. • After reviewing the medical certification, the Council will designate the leave as either FMLA- protected or FMLA-ineligible and will notify the employee of the same. • Most employees who return to work will be reinstated to their former position or an equivalent position with the same or similar responsibilities. • A “key employee,” which is defined as a salaried, FMLA-eligible employee who is among the highest-paid 10% of employees within 75 miles of the employee’s worksite, may be denied reinstatement if necessary, to prevent substantial and grievous economic injury to the operations of the Council

• 30-day advance notification is required when possible. • Medical certification must accompany request and periodic recertification may be required throughout leave; failure to provide proper certification may result in delay in leave approval or render the employee ineligible for leave. • After reviewing the medical certification, the Council will designate the leave as either FMLA- protected or FMLA-ineligible and will notify the employee of the same • Most employees who return to work will be reinstated to their former position or an equivalent position with the same or similar responsibilities. • A “key employee,” which is defined as a salaried, FMLA-eligible employee who is among the highest- paid 10% of employees within 75 miles of the employee’s worksite, may be denied reinstatement if necessary, to prevent substantial and grievous economic injury to the operations of the Council. • Employees must provide return-to-work certification by first day of return, if the Council has reason to believe an employee cannot perform the essential functions of their job, the Council may require the employee to provide additional medical information pursuant to the Americans with Disabilities Act

Notice and Certification

Returning to Work

• Up to 26 weeks of leave to care for a covered service member. • Up to 12 weeks of leave for any qualifying exigency arising out of the fact a covered • service member is on active duty or has been notified of an impending call or order to active duty

*Rolling year refers to the consecutive 12-month period beginning with the first day of FMLA leave.

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