FOREWORD - Wentworth Institute of Technology

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WIT Employee HandbookSection V: Holidays, Leaves and Vacationsbenefits. A covered service member is a current member of the ArmedForces, including a member of the National Guard or Reserves, who had aserious injury or illness incurred in the line of duty while on active duty thatmay render the service member medically unfit to perform his/her duties forwhich the service member is undergoing medical treatment, recuperative, ortherapy; or is in outpatient status, or is on the military’s temporary disabilityretired list.Regular employees working at least 17.5 hours a week with less than twelve monthsof service should refer to information in this section regarding sick leaves, medicalleaves and unpaid leaves.CONSECUTIVE VS. INTERMITTENT OR REDUCED-SCHEDULE LEAVESLeave taken for the birth or adoption of a child may only be taken for a maximum oftwelve consecutive weeks. Leave for birth or adoption must be taken within the 12-month period following the birth or adoption. Leaves taken for the purposes of anemployee’s own illness or the illness of an immediate family member may be takenon a consecutive basis. The employee may also take an intermittent or a reducedscheduleleave when medically necessary. A reduced-schedule leave is one throughwhich an employee works for fewer than his or her usual number of hours perworkweek or workday. When the employee takes intermittent leave for plannedmedical treatments, the employer may require the employee to transfer temporarilyto an equivalent alternative position that better accommodates the recurring periodsof leave.a. Notice of LeaveEligible employees are required to give employers 30 days notice for foreseeableleaves for birth, adoption or planned medical treatments. If the date of birth, adoptionor medical treatment requires leave to begin in less than 30 days, the employee isrequired to provide as much notice as practicable. Employees are required to makea reasonable effort to schedule planned medical treatment so as not to undulydisrupt Wentworth’s operations.b. Designation of Family and Medical LeaveAfter an eligible employee gives Wentworth notice of his or her request to take aFamily and Medical Leave, Wentworth will determine if the requested leave qualifiesas a Family and Medical Leave and will inform the employee if the leave has beendesignated as such. In addition, Wentworth will provide the employee with a writtennotice detailing the specific expectations and obligations of the employee andexplaining the consequences of a failure to meet these obligations. The notice willinform an employee who has requested a Family and Medical Leave whether it hasbeen approved, denied or conditionally approved pending medical certification.March 200970
WIT Employee HandbookSection V: Holidays, Leaves and Vacations1) Medical CertificationEmployees are required to provide Human Resources with certification from a healthcare provider detailing certain specified information to justify the need for the leavefor the employee’s own illness or to attend to the illness of an immediate familymember. Wentworth may also require an independent medical evaluation at theInstitute’s expense. It is the responsibility of employees to provide periodic updates(at least one every 30 days) to keep Wentworth informed as to the progress of theirillness or the illness of their family member. Failure to provide this documentationcould result in the denial or delay of FMLA leave.8. MEDICAL LEAVEAll regular employees working at least 17.5 hours per week with three months ofservice are eligible for a medical leave. The employee must submit a written requestfor the leave of absence to his or her supervisor at least one month in advance ofthe desired time off. The one-month requirement may be shortened in emergencysituations. Employee requests must include a letter from the attending physicianspecifying the reason for the leave and the recommended dates of the leave.Wentworth may also require an independent medical evaluation. The request mustbe approved by the Department Head and the Human Resources Representative.The duration of approved medical leave shall be based on the time required for fullrecovery. The employee may be required to substantiate continued medical need atany time during the leave. It is the obligation of the employee to keep in contact withhis/her supervisor and to provide written notice of the intent to return to work.During medical leave, an employee must use all sick leave and vacation pay. Oncesick leave and vacation pay are exhausted, an employee may continue on an unpaidleave of absence in accordance with the Family and Medical Leave Act Policy.Family or medical leave must not exceed 12 weeks, in total, from the beginning ofthe employee’s absence. A letter from the attending physician must be submitted tothe Human Resources Department at this time. Continuation of group healthinsurance will remain the same. If the employee is unable to return to work at theend of the 12-week period, Wentworth may consider the employee to haveterminated his/her employment unless the employee has requested and beengranted an extension. After 12 weeks, health insurance may be continued at thegroup rate in accordance with COBRA regulations (see Section IV: Benefits) if theemployee pays the full premium. Other benefits may be affected when the employeeis on an unpaid leave.An employee returning from an approved medical leave of absence of 12 weeks orless is entitled to the same or a similar position without loss of employment benefitsfor which he/she was eligible on the date the leave commenced. An employee whois on an approved leave for a period between 12 weeks and 6 months shall receiveevery reasonable consideration by Wentworth in returning to his/her original positionor to a position of like responsibility and pay. However, Wentworth cannot guaranteeMarch 200971
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FOREWORD - Wentworth Institute of Technology

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