Family and Medical Leave (FMLA)

- Employee submits request in advance to HR Leave Representative (at least 30 days if possible)
- Employee completes Family Medical Leave of Absence form
- Employee provides Certification from Healthcare Provider within 15 days of the request (failure to provide certification may result in a denial of the leave)

- Birth and care of the employee’s newborn child within one year of birth 
- Adoption or foster care of a child with the employee within one year of placement
- Caring for employee’s own “serious health condition” (employee cannot do their job functions)
- Caring for employee’s spouse, child or parent with a “serious health condition”
- Caring for employee’s spouse, child, parent or next of kin with a serious injury or illness
- Need resulting from a foreign armed forces deployment of an employee’s spouse, child or parent
  - Alternative child care arrangements
  - Attendance of certain military ceremonies and briefings
  - Financial or legal arrangements because of the military member’s absence 

- Employees are eligible once they have at least 12 months of service and worked at least 1250 hours during this 12-month period
- FMLA leaves generally can be taken up to 12 work weeks during any 12-month period
- FMLA leaves involving the care of a family member who is a Covered Service member can be taken up to 26 work weeks in a single 12-month period
- Total amount of available leave is based on the remaining balance after the total of all taken leaves within a rolling 12-month period are deducted
- Married couples working at Tenet can only take a combined total of 12 work weeks or 26 weeks for Covered Service member care over a rolling 12-month period
- Accrued PTO may be used until the balance is used and the rest of leave can be unpaid 

- Employees may take FMLA intermittently or to reduce the work week or work day
- Leave cannot exceed a total of 12 work weeks or 26 weeks for Covered Service member care over a rolling 12-month period 
- Temporary transfer to an alternative position with equivalent pay and benefits may need to be done to accommodate a reduced work schedule
- Tenet and employee mutually agree on the intermittent or reduced work schedule 

- Second opinion from a healthcare provider of Tenet’s choice will be paid by Tenet
- Third opinion from a healthcare provider will be mutually selected by Tenet and the employee, and paid by Tenet
- Third opinion is considered final
- Employee is provisionally granted leave and benefits under FMLA while the second or third opinion is pending

- Employee notifies HR of intent to return to work and provides healthcare provider’s release to HR (for leaves for their own medical reason)
- Release is submitted at least two weeks in advance of the date the employee wants to return
- Release includes date of the target return to work date and any work restrictions

- Income during leave may be in form of PTO, Extended Illness hours, and other employee benefits
- Health and other insurance benefits continue while employee is on FMLA leave 
  - Paid Leaves (e.g., PTO, Extended Illness)
    - Payroll deductions for the employee’s portion of premiums are deducted during leave
  - Once a leave becomes unpaid:
    - Employee continues making payments for these premiums during leave
    - Coverage is cancelled retroactive to the first day when payment was due if payment is unpaid
    - Employee receives a notification 15 days prior to loss of coverage

- Direct employees to consult with HR on the terms and conditions of FMLA Leave
- Communicate with the HR Leave Representative during leave
- Follow any directive from HR regarding the employee’s return to work

- Comply with all terms and conditions of the granted leave
- Arrange to pay benefit premiums (if applicable)
- Report changes to the leave to HR as soon as possible
- If or when approved leave time lapses, the employee must provide an update to HR about their status and expected return date and every thirty (30) days thereafter until returning to work