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While an employee is on leave, the company will continue the employee's health benefits during <br /> the leave period at the same level and under the same conditions as if the employee had <br /> continued to work. It is the employee's responsibility to maintain his/her portion of health <br /> benefits. The employee must maintain communications with the employer to prevent any laps in <br /> benefits. Lapses in employee payments without communication with the company will cause loss <br /> of coverage. If coverage is lost the employee will be offered cobra coverage. See Cobra <br /> Coverage Policy for Additional Information) <br /> Employee Status after Leave <br /> An employee who takes leave under this policy will be asked to provide a fitness for duty(FFD) <br /> clearance from the health care provider. <br /> Use of Paid and Unpaid Leave <br /> All PTO leave will run concurrently with FMLA leave. <br /> Intermittent Leave or a Reduced Work Schedule <br /> The employee may take FMLA leave in 12 consecutive weeks,may use the leave intermittently <br /> (take a day periodically when needed over the year for qualifying reasons) or,under certain <br /> circumstances,may use the leave to reduce the workweek or workday,resulting in a reduced- <br /> hour schedule for permitted reasons. In all cases, the leave may not exceed a total of 12 <br /> workweeks (or 26 workweeks to care for an injured or ill service member over a 12-month <br /> period). <br /> Certification for the Employee's Serious Health Condition <br /> The company may require certification for the employee's serious health condition. The r` <br /> employee must respond to such a request within 15 days of the request or provide a reasonable <br /> explanation for the delay. Failure to provide certification may result in a denial of continuation of <br /> leave. <br /> Certification for the Family Member's Serious Health Condition <br /> The company will require certification for the family member's serious health condition. The <br /> employee must respond to such a request within 15 days of the request or provide a reasonable <br /> explanation for the delay. Failure to provide certification may result in a denial of continuation of <br /> leave. <br /> Certification of Qualifying Exigency for Military Family Leave <br /> The company may require certification of the qualifying exigency for military family leave. The <br /> employee must respond to such a request within 15 days of the request or provide a reasonable <br /> explanation for the delay. Failure to provide certification may result in a denial of continuation of <br /> leave. <br /> 31 <br />