Policy 436


Family/Medical Leave may be requested for a period of up to 12 weeks by an employee
of Covington Community School Corporation (CCSC) who has been employed for at
least 12 months and who has worked for CCSC at least 1250 hours during the previous
12 month period. Extensions beyond 12 weeks will be considered on a case by case
basis, but will normally not be approved unless an employee’s total temporary disability
necessitates a leave longer than 12 weeks.

CCSC will use a “rolling” method to determine the 12 month leave period. Each time
you take family/medical leave, the remaining entitlement would be any balance of the 12
weeks which has not been used during the immediately preceding 12 month period.
For example: if you used 4 weeks beginning February 1, 2001, 4 weeks beginning June
1, 2001 and 4 weeks beginning December 1, 2001, you would not be entitled to any
additional leave until February 1, 2002. However, on February 1, 2001, you would be
entitled to 4 weeks of leave; on June 1, you would be entitled to an additional 4 weeks,

Examples of Family/Medical leave include:

      1.     For an employee to care for his/her newborn child, during a period of up to
             12 months after that child’s birth;
      2.     For the placement of a child with the employee for adoption or foster care,
             during a period of up to 12 months after that placement;
      3.     For the employee to care for his/her spouse, child, or parent, if that
             individual has a “serious health condition”;
      4.     On account of the employee’s own “serious health condition” that renders
             the employee unable to perform the functions of his/her position.

A serious health condition is defined in the Family and Medical Leave Act of 1993
(“FMLA”) as: “to include any injury, illness or physical or mental condition requiring
inpatient care in a medical facility or continuing treatments by a health care provider.”
FMLA leave will not be granted for voluntary or cosmetic treatments, such as
orthodontia or acne, which are not medically necessary and are not considered serious
health conditions. Minor illnesses that last only a few days and surgical procedures that
do not involve hospitalization and require only a brief recovery period do not qualify
under FMLA.

If requesting a Family/Medical Leave, you must submit a written request to the
Superintendent as far in advance as possible. In the event of an emergency, you
should notify the Superintendent immediately and follow up with a written request as
                                                                                  Policy 436
soon as possible. You will receive a letter stating stating whether the leave has been
approved and if approved, explaining your rights and responsibilities while on a
approved leave.

If Family/Medical Leave is requested for an immediate family member’s (as indicated
under number 3) or the employee’s own serious health condition. Certification (from the
person’s health care provider) must be submitted and must include an indication of the
medical condition necessitating the leave and a projected date of return to work. In the
event of the employee’s own serious health condition, before returning to work, the
employee will be required to present CCSC with certification from their attending health
care provider indicating the employee’s ability to return to work.

As indicated under FMLA, CCSC will allow you to take intermittent leave or work on a
reduced leave schedule. “Intermittent leave” is leave taken in separate blocks of time
rather than one continuous period of time. It may range from an hour or more to several
weeks. The Corporation will allow intermittent leave to be taken on an occasional basis
for medical appointment or leave taken several days at a time spread over a period of
months. A “reduced leave schedule” is one that reduces the usual number of days per
workweek or hours per workday. Only the time actually taken is charged against your
entitlement of 12 weeks of FMLA leave. Both an intermittent or reduced leave
scheduled require proper medical certification including an indication as to why this type
of leave is necessary.

If you select intermittent leave or a reduced leave schedule, the company has the right
to transfer you to a job that is more suitable to recurring period of leave, provided that it
is an equivalent position and you are qualified to perform the job.

An employee enrolled in the group health insurance will have continued coverage up to
a maximum of weeks (a maximum of weeks in the event of the employee’s own
disability as defined in the policy) from the start of a leave, an employee will not lose

Unless applicable state or local laws requires otherwise, reinstatement cannot be
guaranteed to any employee returning from a Family/Medical leave of longer than
twelve weeks. CCSC endeavors, however, to place employees returning from leave in
their former positions or positions comparable in status or pay, subject to work load,
budgetary restrictions. CCSC’s need to fill vacancies and the ability of CCSC to find
qualified temporary replacements. If an employee does not return to work on the
agreed date, the employee will be considered to have voluntarily terminated his or her
                                                                                Policy 436
CCSC has the right to deny restoration rights to individuals who qualify for the “key”
employee exception requirement of the FMLA. If you are considered to be a “key”
employee, you will be notified prior to the start of your leave or as soon as possible after
your leave has begun.

Reference:    29 USC section 2601-2654

Adopted:      March 8, 2004

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