The Essential Guide to Family & Medical Leave

appendix B | company policies regarding FMLA leave | 347
Sample
6. [Option] Substitution of Paid Leave
FMLA leave is unpaid leave. However, under this policy, if you are an eligible employee
who has accrued paid time off, you [Option 1] may [Option 2] must use
these benefits to receive pay for all or a portion of family or medical leave.
If you take paid sick leave, vacation leave, or other leave for a reason that qualifies
for family or medical leave under the FMLA, the company will designate that time
off as such and will count it against your 12-week leave entitlement.
7. Parenting Leave
An eligible employee taking parenting leave must complete this leave within one
year of the birth, adoption, or foster placement of the employee’s child.
[Option 1] Married parents of a new child who are both employed with the company
may take a combined 12 weeks of leave in connection with the birth, adoption,
or foster placement of their child. Unmarried parents of a new child who are
both employed with the company may each take 12 weeks of leave in connection
with the birth, adoption, or foster placement of their child.
[Option 2] Parents of a new child who are both employed with the company
may each take 12 weeks of leave in connection with the birth, adoption, or foster
placement of their child.
8. Intermittent and Reduced-Schedule Leave
An eligible employee may take leave all at one time or intermittently–that is, a day
or two at a time–for his or her own serious health condition or to care for a family
member with a serious health condition (for example, to attend doctor appointments
or chemotherapy), if it is medically necessary to do so. An eligible employee
may also take leave in the form of reduced hours for his or her own serious health
condition or to care for a family member with a serious health condition, if it is
medically necessary to do so (for example, to recover from an illness or medical
treatment).
If you need intermittent or reduced-schedule leave, you must try to schedule the
leave so it doesn’t unduly disrupt the company’s operations. We may temporarily
reassign you to an alternative position to accommodate the intermittent or
reduced-schedule leave.