Keeping You Safe: PLA Reopening Playbook August 2020 | Page 34

If the employee contributes to a life insurance or disability plan, the employer will
continue making payroll deductions while the employee is on paid leave. During any
portion of unpaid leave, the employee may request continuation of such benefits and
pay his or her portion of the premiums, or the employer may elect to maintain such
benefits during the leave and pay the employee's share of the premium payments. If the
employee does not continue these payments, the employer may discontinue coverage
during the leave. If the employer maintains coverage, the employer may recover the
costs incurred for paying the employee's share of any premiums, whether or not the
employee returns to work.
Procedure for Requesting Leave
All employees requesting FMLA leave must provide written notice of the need for leave
to the HR manager as soon as practicable. Verbal notice will otherwise be accepted until
written notice can be provided.
Notice of the need for leave must include:
The name and age of the child or children being care for.
The name of the school, place of care, or child care provider that closed or became
unavailable due to COVID-19 reasons.
A statement representing that no other suitable person is available to care for the
child or children during the period of requested leave. For children over the age of 14,
a statement indicating the special circumstances that require the employee to provide
care during daylight hours.
On a basis that does not discriminate against employees on FMLA leave, the company
may require an employee on FMLA leave to report periodically on the employee's status
and intent to return to work.
Employee Status After Leave
Generally, an employee who takes FMLA leave will be able to return to the same
position or a position with equivalent status, pay, benefits and other employment terms.
The company may choose to exempt certain key employees from this requirement and
not return them to the same or similar position when doing so will cause substantial
and grievous economic injury to business operations. Key employees will be given
written notice at the time FMLA leave is requested of their status as a key employee.
Please contact the HR department with any questions.
Emergency Paid Sick Leave
Eligibility
All current full- and part-time employees scheduled but unable to work (or telework)
due to one of the following reasons for leave:
1. The employee is subject to a federal, state or local quarantine or isolation order
related to COVID–19.
2. The employee has been advised by a health care provider to self-quarantine due to
concerns related to COVID–19.
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