Admin order 44-11-05 - Laserfiche WebLink

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designate qualifying leave and send the applicable Family and Medical Leave Notice to the employee and a copy to the supervisor. The Employee Benefits staff is required to designate the leave within 5 business days from the time the employee gives notice of the need for leave. The leave will begin on the first day an employee has had time away from work due to the qualifying event. In addition, employees must re- qualify for ongoing FMLA and OFLA annually. Medical Certification Medical certification may be required from the treating physician of the serious health condition. The employee must furnish this certification wit1 115 calendar days from the date of the written request. Failure to provide the request rtification disqualifies the absence for coverage under FMLA/OFLA. Medical certifi ��rms are available from the Employee Benefits Program in Risk Services. .'''Ilill��llo. Calculation and Length of Leave I I ` „o Length of leave varies depending on the qualifying 'g evei ene .ally, erne ogees are granted 12 weeks of leave, but may qualify for up t 6 weeependng on the qualifying leave program. For both FMLA and OFLA tracking p urposes, an employee` wge of family and medical leave will be tracked using a I A {e alculat o�n year that is a rolling 12 -month period measured backward from the da ,employee uses any family and medical leave. All qualifying uses of State or Federal fa °" nedical leave will be counted against the employee's appropriate leave entitle uring the leave calculation year. Military Caregive� Leave is tracked on a rol I1 ward calendar year basis. The leave calculation year b m on the first day the d!ible employee takes leave and ends 12 months after that ��I16fIess of the rolling backward leave year. Concurrent Leave ' 1 1" '' "' Leave that qualifies as oth FM and OFLA will run concurrently. Where the law allows, all approved lea es, whether paid or unpaid, are counted against an employee's annual FMLA and OFLAieave entitlement under this policy and the laws. Workers' Compensation OFLA's definition of "family leave" excludes leave taken by an employee who is unable to work because of a "disabling compensable injury" under workers' compensation, therefore, a leave of absence which qualifies as an accepted disabling workers' compensation claim shall not run concurrently with OFLA leave, but shall run concurrently with FMLA leave. However, if an injured worker refuses a bona fide offer of light duty or modified work assignment, the leave will automatically be considered qualifying leave under OFLA.