Originated By: Human Resources Original Date: June 1, 1991

Transcription

1 POLICY No: Originated By: Human Resources Original Date: June 1, 1991 REPLACES: Policy II-20 Leaves of Absence and Policy II-22 Sick Leave Last Review Date: Last Revised Date: March 1997 November 1999 January 2002 October 2008 April 2013 Policy Owner(s): Human Resources Approval: President and Chief Executive Officer or Designee Policy Committee (Signatures on file) I. POLICY: MetroHealth will provide a leave of absence when appropriate for the employee s needs. Supervisors must check whether the reason for leave qualifies for an FMLA before approval of medical, parental, pregnancy or sick leave. ( Chart Attachment A). 1. *Family and Medical (FMLA) (Policy II-42) 2. Funeral 3. Jury and Witness 4. *Maternity 5. *Medical 6. Military 7. Parental 8. Personal 9. Sick (Policy II-30 *Work Related and Policy II-34 Attendance) 10. Vacation (Policy II-23) *All Medical type leaves (FMLA, Maternity, Parental, Medical Leave and Worker s Compensation) run concurrent. II. III. IV. PURPOSE: To define the provisions of the various types of leave available to eligible employees of The MetroHealth System (MHS). SCOPE: All ((LOA) of MHS. DEFINITION: A leave of absence is defined as time off from work for any of the reasons listed in Section I, for which an employee has secured management approval. 1

2 V. GENERAL LOA: A. A leave is only exempt from the Attendance Policy when written approval has been granted. B. All Medical Leaves (MLOA, FMLA, Maternity, and Work Related) run concurrent. C. Leaves for an approved period of time may be unpaid depending upon the specific leave. D. A leave of absence shall in all cases be measured from the first date that an employee is absent from work, whether in a paid or unpaid status. All must state an estimated date of return E. A leave of absence shall be considered as one (1) continuous leave even if the reason for leave or type of leave changes, provided that the leave is uninterrupted. F. Consecutive leaves of absence separated by fewer than thirty (30) calendar days shall be considered the same leave of absence. G. If it is found that a leave of absence is not actually being used for the purpose for which it was granted, MHS may cancel the leave, direct the employee to return to work, and/or impose corrective action up to and including dismissal. H. An employee who fails to report to work at the expiration or cancellation of a leave of absence or fails to secure an extension of such leave, shall be deemed absent without leave and subject to corrective action or loss of seniority. I. Employees are prohibited from working any other job during the same time of an approved leave at MetroHealth, with the exception of vacation leave. If the work performed during a vacation leave is also for the MetroHealth System, the work must be performed on a different shift then the approved vacation period. J. For Bargaining Unit members, the agreement between MHS and the Ohio Patrolman s Benevolent Association (OPBA) shall supersede and govern any portions of the foregoing policy where conflicts appear. K. Failure to follow the proper procedures for obtaining a leave will result in Corrective Action and may result in termination of employment. VI. PROCEDURE FOR LEAVES OF ABSENCE: A. REQUEST FOR LEAVE 2

3 1. All requests for leave must be submitted to the department head or designee either using the Request for Leave (Attachment B), form # (see attachment) or entered into the Kronos System to await approval from the manager (Policy II-53 Recording Work and Hours Benefits in Kronos). (Policy II-42 Family Medical Leave has a separate process) All information requested in the Request for Leave should be completed. The department head or designee should verify whether the leave is to be paid or unpaid. All leave responses - approved or denied - must be documented in the Request for Leave. 2. The form- Request for Leave- should be used to document a leave that has already occurred and was not requested through the Kronos system. When this occurs, copies of the form should be distributed as follows: a) White: For leaves of ten (10) or more calendar days - send to the Benefits division of the Human Resources Department. b) Pink: Retain in the employee s department. c) Yellow: Give to the employee after written approval/disapproval. 3. Requests for leave must in all cases be submitted as far in advance of the anticipated start date of the leave as is reasonably possible. 4. Leaves of more than 10 consecutive calendar days must be reported to the Benefits Department for tracking purposes. 5. Managers may complete the Request for Leave in an emergent situation B. Unless otherwise specified, a leave of absence is without pay. C. All Medical Leaves (MLOA, FMLA, Maternity, and Work Related) run concurrent. D. For purposes of property clearance, an employee going on a leave of absence of more than thirty (30) calendar days (except vacation leave) must report to the Department of Human Resources prior to beginning the leave to arrange an exit interview even though they plan on returning at the end of the leave. 3

4 1. All property of MHS such as ID badge and parking card must be returned to the Employment section of the Department of Human Resources at this time. 2. Keys should be returned to the employee s supervisor. E. Employees going on any leave of absence of ten (10) or more calendar days must contact the Benefits division of the Human Resources Department. This is necessary in order that the effect of the leave on health coverage and other benefits can be explained to the employee. F. Employees going on any leave of absence for thirty (30) or more calendar days must contact the Parking Office to make arrangements for the payment or waiver of any parking fees. G. Supervisors are responsible for turning off all security and sign on/off access VII. RETURN FROM LEAVE: A. Department Head or designee must notify the Benefits division of the Human Resources Department when an employee returns to work from a leave of absence of ten (10) or more calendar days. B. Ninety (90) calendar days or less: Employees who return to work from any leave of absence of ninety (90) calendar days or less will be assigned to their former job, provided that the job still exists. If the employee's former job no longer exists or if the employee has been on a leave of absence for more than ninety (90) calendar days, but less than 180 calendar days, the Department Head will notify the Director, Talent Acquisition who will then conduct a meeting in Human Resources to evaluate the employee s status. 1. Non-bargaining employees returning from an approved leave of less than 180 calendar days are eligible for employment as outlined in the following progression: a) If the position that was occupied at the time of leave is still available, the employee will be placed back in that position. b) If the position is not available then the employee will be placed on layoff status and permitted to bid on vacant position(s) for which the employee is qualified. c) If an offer is made and the employee chooses not to accept such vacancy, the employee will be deemed to have voluntarily resigned. 4

5 d) If no vacant position is available or if no offer has been extended before the end of the 180-day period, the employee will be separated from MHS. 2. All reasonable accommodation requests will be reviewed in Labor Relations and may qualify for an extension under Policy II-65 Transitional/ Light Duty or as otherwise appropriate under the law C. An employee granted a leave of absence may, upon request, return to work prior to the expiration of the leave if such early return is agreed to by MHS. D. Upon return to work following any medically related leave ( for the employee) of absence of fourteen (14) or more consecutive calendar days, an employee shall be required to present a statement from a physician indicating the employee s ability to return to work, with explanation of any restrictions, if applicable. All medical statements must be forwarded to the Employee Health Clinic for filing. 1. Failure to provide a medical release for an employee s own medical leave of 14 or more consecutive days will result in the employee being sent home until such release is submitted. This may result in termination for AWOL or no available leave time. E. MHS may require employees to submit to and pass a physical examination by a health care provider selected by MHS before they are permitted to return to work following a medically related leave of absence. F. Employees must update their leave information upon return from any leave of absence if they return on a date that differs from their originally approved Request for Leave. TYPES OF LEAVES VIII. SICK LEAVE: A. ACCRUAL OF SICK LEAVE 1. Sick Leave will accrue as follows: a) Non-bargaining employees: 4.6 hours per pay period based on eighty (80) hours of active service time each pay period (Maximum accrual is 15 days per year). b) AFSCME and OPBA bargaining unit employees: 3.1 hours per pay period based on eighty (80) hours of 5

6 active service time each pay period (Maximum accrual is 10 days per year). 2. "Active service time" includes time spent on paid vacation, sick leave, and overtime, but does not include time spent in non-pay status such as leave of absence without pay or layoff. a) Sick leave accrual is prorated based on the hours of active service time in each pay period. b) Sick leave is accumulated throughout employment without limit. B. USES OF SICK LEAVE: 1. Paid sick leave may be used by an employee to cover time off from work only for the following reasons: a) Illness, injury, or pregnancy related condition(s) of the employee. b) Exposure of an employee to a contagious disease which could be communicated to and jeopardize the health of others. Leaves of absence due to an exposure must be authorized and monitored by the Employee Health Clinic. c) Treatment and/or examination of the employee, including medical, psychological, dental, or optical by an appropriate practitioner. d) Death of a member of the employee's immediate family. According to Section VII.C or Union Contract. e) Illness, injury, or pregnancy related condition of a member of the employee's immediate family where the employee's presence is reasonably necessary for the health and welfare of the employee or affected family member. f) Treatment and/or examination, including medical, psychological, dental, or optical of a member of the employee's immediate family by an appropriate practitioner where the employee's presence is reasonably necessary. 2. Employees are expected to schedule dental, medical or optical appointments for a time other than during working hours. If, however, an appointment falls within the employee's working 6

7 hours, time off must be limited only to that time which is necessary for the appointment, including reasonable travel time. 3. Employees must notify their supervisor or department head 30 days in advance or in emergency situations, as far as practical of anticipated appointments. 4. Illnesses and Injuries covered by Workers' Compensation: a) In the case of an illness or injury that is covered by Workers' Compensation, employees who are receiving paid sick leave cannot be reimbursed by Workers Compensation. b) If the absence is due to a serious health condition that qualifies under the FMLA, Workers Compensation leave and FMLA leave will run concurrently. c) Employees will not be required to use sick leave or vacation for Workers Compensation related absences. d) All leaves must follow the FMLA, Kronos or the written request format along with the Departmental procedures or attendance points will be applied as well as Corrective Action for Failure to Follow Proper Leave Procedures e) Transitional or Light Duty is encouraged under Policy II If an employee who is on vacation is hospitalized, the employee may, upon presentation of satisfactory proof of the hospitalization, have the right to convert his or her vacation status to sick status for the period of hospitalization. C. DEFINITION OF "IMMEDIATE FAMILY" 1. Employee's grandparent including great grandparent, brother, sister, brother-in-law, sister-in-law, daughter-in-law, son-in-law, father, father-in-law, mother, mother-in-law, spouse, child, grandchild, legal guardian, or other person who stands in the place of a parent (in loco parentis).opba members refer to contract agreement a) Immediate family for purposes of sick leave includes only the immediate family members who are living in the employee s household. 7

8 b) However, in cases of genuine hardship, at the sole discretion of MHS, paid sick leave may be granted where the immediate family member does not live in the employee s household, but the employee will be living in the immediate family member s household in another state. c) Immediate Family for purposes of Funeral Leave does not require residence in the employee s household. 2. Spouse: The legal husband or wife of an employee. An employee's divorced spouse is excluded. Common law marriages are not recognized in the State of Ohio. 3. Grandparent/ Great Grandparent: The legal mother or father of an employee's parent/ grandparent. Grandparents of an employee's spouse are excluded. a) In an ex-spouse situation where there are minor children, an employee may accompany minors to their grandparent s funeral with department approval. 4. Brother or Sister: The relationship that is established by having the same parents or one parent in common by birth or by legal adoption. 5. Child: The legal son or daughter of an employee, either by birth or by adoption, to include step-children if the employee stands in the place of a parent (in loco parentis). 6. Grandchild: The legal child, either by birth or adoption, of an employee's legal son or daughter, either by birth or by adoption. 7. Father or Mother: The legal father or mother of an employee, either by birth or by legal adoption, to include stepparents if they stand in the place of parents (in loco parentis). D. CHARGING AND PAYMENT OF SICK LEAVE 1. Sick leave is charged in minimum units of one-tenth of an hour. 2. Employees may use sick leave only for days upon which they are ill and were scheduled to work, 3. Sick leave is not counted toward hours worked for the purpose of determining overtime pay. AFSCME Bargaining Unit employees must refer to the contract for first funeral day exception. 8

9 4. All sick leave is paid at a straight time hourly rate. 5. Sick leave payment may not exceed a maximum of forty (40) hours per week or eighty (80) hours per pay period. E. REQUIRED DOCUMENTATION: An employee must in all cases follow the procedures outlined in the Kronos Policy II- 53, the FMLA Policy II- 42, the departmental requirements and/or follow the written request form as applicable to their leave request. F. NOTIFICATION OF SICK LEAVE USE 1. To be entitled to use sick pay, Employees who are unable to report for work must notify their immediate supervisor or other designated individual no later than two (2) hours prior to the time that the employee is scheduled to report, Failure to report off two (2) hours prior to an employee s shift will result in the employee being ineligible for any payment for non-worked hours. 2. Notification must be made for each and every day or partial day of sick absence, unless prior approval has been given to cover a longer period of time. 3. It is the employees responsibility to ensure that their supervisor or department head has in fact excused the employee from the day to day notification requirement for extended illnesses as outlined in the Attendance Standards Policy II Failure to follow the proper notification steps will result in corrective action up to and including termination of employment. (Policy II-36 Corrective Action) G. ABUSE OF SICK LEAVE: 1. Application for the use of sick leave with the intent to defraud shall be grounds for corrective action, which may include dismissal. 2. Any previously denied leave and/or vacation time that coincides with unscheduled leave time off will require medical verification. H. RETURN TO WORK FROM SICK LEAVE: 1. Upon return to work following any medically related leave of absence of more than fourteen (14) days, an employee will be required to present to their supervisor a statement from a 9

10 physician indicating the employee s ability to return to work, with explanation of any restrictions. a) Restrictions may be addressed under Policy II-65 Light Duty/ Transitional Work 2. For all other instances, a physician statement should be required if supervisors have a reasonable belief that employees cannot fully resume the functions of their jobs. 3. All medical statements must be forwarded to the Employee Health Clinic for filing. IX. MEDICAL LEAVE ( Refer to Sections I thru VIII)*: A. A medical leave of absence is a non-fmla leave of absence for seven (7) or more consecutive calendar days or overnight admission to a hospital for an illness or injury of the employee or a member of the employee s immediate family as defined in Section VIII, C1. B. A Medical Leave is for a total consecutive six (6) month period. A return to work for 31 consecutive calendar days will break the leave tracking and result in a new leave if approved. C. All Medical Leaves (MLOA, FMLA, Maternity, and Work Related) run concurrent. D. An employee may be granted time off without pay upon the exhaustion of paid sick, vacation leave and personal/ floating holiday time Total Medical Leave is not to exceed six (6) calendar months (inclusive of paid time and FMLA leave). 1. If a medical leave is required beyond the maximum time permitted, the employee s case will be reviewed through Benefits and Labor Relations before being separated. Bargaining employees should refer to their respective contracts. 2. The employee must be in contact with their immediate supervisor throughout the leave time. The immediate supervisor and employee are required to have all leave procedures up to date and in place at all times as noted in the Kronos Policy II-53, the FMLA Policy II- 42, or follow the written request form as well as all departmental procedures. Bargaining employees should refer to their respective contracts. 3. If the leave is covered under Worker s Compensation, the Coordinator of Worker s Compensation in the Human Resource Department must also be provided with documented up to date 10

11 leave information. Refer to the Attendance Standards Policy II- 34 and the * Employee Work-Related Illness/Injury Investigation Policy II-30 for additional information. E. Medical Leave without FMLA may be granted for the following reasons: 1. If an employee will be absent for medical reasons for seven (7) or more consecutive calendar days, or an overnight admission for a period of hospitalization as an inpatient, and is not eligible for FMLA leave (employees who have been employed for less than one (1) year or who have not worked more than 1,250 hours in the preceding twelve (12) month period., or have exhausted their allowable hours) 2. If an employee will be absent due to the medical reasons of an immediate family member (as defined in Section VIII, paragraph C1) for seven (7) or more consecutive calendar days and are not eligible for FMLA leave. 3. If employees have exhausted their FMLA leave and require additional time off. F. Approval of any medical leave is conditional upon 1) presentation of a verifying statement from a physician, indicating the purpose for which a leave is required and 2) the date upon which the employee may be expected to return to work. NO leave may be open- ended. Extensions may be requested, but may not exceed the total six (6) month limit. G. Upon return to work following any personal medically related leave of absence of fourteen (14) or more days, an employee will be required to present a statement from a physician indicating the employee s ability to return to work, with explanation of any restrictions, if applicable. For medical leaves of a shorter duration, a physician statement should always be required if supervisors have a reasonable belief that employees cannot fully resume the functions of their jobs. All medical statements MUST be forwarded to the Employee Health Clinic for filing. 1. A medical return with restrictions may qualify for additional consideration under Policy II-65 Transitional/ Light Duty 2. Failure to follow all required notices, communications and procedures will result in disciplinary action up to and /or including termination of employment. X. MATERNITY LEAVE ( Refer to Sections I thru VIII)*: 11

12 A. For FMLA eligible employees, leave for pregnancy, childbirth, prenatal or related medical conditions must be taken as FMLA leave. All Medical Type Leaves run concurrent. B. If an employee is not eligible for FMLA leave the employee may be granted a maternity leave of absence for the birth of the child. 1. Such request must follow the proper leave notification process (es) and must be supported by medical documentation. 2. Non-FMLA maternity leaves are limited to the period of time that the pregnant employee is unable to perform the substantial and material duties of her position, due to the birth of the child, normally not to exceed six (6) to eight (8) weeks. Such leave does not include time requested for child bonding purposes (see Parental Leave below). a) Six (6) weeks is the recognized time off for the medical recovery from a vaginal birth b) Eight (8) weeks is the recognized time off for the medical recovery of a caesarian birth. c) Medical leave may cover extended time off prior to or after the birth of the child with proper medical documentation. 3. An employee on Maternity Leave is required to use any or all of her accumulated sick leave, then vacation, and then personal/ floating holiday time for the period of time, as certified by the physician, that the employee is unable to work as a result of pregnancy, childbirth or related medical conditions. 4. If sick leave, vacation, or personal / floating holiday time is unavailable, a maternity leave of absence without pay may be granted XI. PARENTAL LEAVE ( Refer to Sections I thru VIII): A. Parental leave is time off work for employees to care for newborn, newly adopted or recently placed foster children. For FMLA eligible employees, parental leave must be taken as FMLA leave. 1. If employees are not eligible for FMLA leave, they may be granted a parental leave of absence of up to five (5) consecutive workdays charged to accumulated sick leave, vacation, Personal /Floating Holiday time and then unpaid in that order. 12

13 2. Leave must be taken within the first 12 months of birth or placement. XII. FUNERAL LEAVE ( Refer to Sections I thru VIII): A. Employees will be granted paid time-off to attend the funeral, charged to their accumulated sick leave, in the event of the death of any member of an employee's immediate family as defined in Section VIII, C1. 1. If sick leave, vacation or personal/ floating holiday time is unavailable, a funeral leave of absence without pay may be granted. B. The amount of leave in such event is governed by the following: 1. If the funeral is within 300 miles of Cuyahoga County - three (3) consecutively scheduled workdays or a maximum of 24 hours. 2. If the funeral is more than 300 miles from Cuyahoga County five (5) consecutively scheduled workdays or a maximum of 40 hours. 3. Part-time employees are eligible a) to take funeral leave only on consecutively scheduled work days within seven (7) calendar days of the funeral b) there may be instances when the 3-5 day period is not needed or does not fall within this time period. 4. At an employee s request and with the agreement of their Manager, an employee may return to work and continue their funeral leave later if the circumstances warrant and business permits. C. In the event of the death of a relative other than in the immediate family as outlined in Section VIII C 1, employees will be entitled to one (1) day of paid funeral leave, charged to their accumulated sick leave (not applicable to OPBA bargaining unit employees). D. To be eligible for funeral leave, employees must contact their supervisors and follow the required leave process (es) including departmental and Kronos. E. At the discretion of the employee's supervisor or department head and based on operational needs, additional funeral leave may be granted without pay or with pay using the employee s accrued sick, vacation or 13

14 personal/ floating holiday time. Prolonged requirements may qualify for FMLA or Medical Leave time. F. If the funeral of an immediate family member occurs while an employee is on scheduled vacation leave, employees shall have the right to convert their vacation status to funeral leave status, for the appropriate period of time as defined in section B above. XIII. PERSONAL LEAVE ( Refer to Sections I thru VIII): A. After completing four (4) months of service, an employee may be granted an unpaid personal leave for compelling reason for which no other leave is available,, 1. Leave is to be only once in a calendar year with a maximum duration of ninety (90) calendar days. 2. The granting of such leave is strictly at the discretion of MHS, and will be based upon the operational needs of the employee's department. (OPBA employees should refer to their contract) B. In no case will an employee be permitted to exceed ninety (90) calendar days of personal leave in any one (1) calendar year. (OPBA employees should refer to their contract) XIV. MILITARY LEAVE ( Refer to Sections I thru VIII): A. In accordance with State and Federal law, employees who are members of the Ohio National Guard, Ohio Defense Corp, Naval Militia, or members of other reserve components of the Armed Forces of the United States, are entitled to a leave of absence for such time as the employees are in field training for periods not to exceed twenty-two (22) eight (8) hour work days in any one (1) calendar year. 1. The maximum number of hours for which payment can be made in any one (1) calendar year is 176 hours. 2. Leave may be voluntary or non-voluntary. 3. An employee may be charged military leave only for hours that the employee would otherwise have worked and received pay. 4. The Department is to schedule normally and not around the leave time as that would disqualify the employee for the Training Pay they are entitled to. B. Regular employees ( budgeted for full or part time hours) called to active duty because of an executive order issued by the President of the United States or an act of Congress, are entitled to a military leave 14

15 of absence during the period designated in the order or act. The employee will be paid, during each month of that period, the lesser of the following: 1. The difference between the employee s gross monthly wage or salary as an employee and the sum of the gross military pay and allowances received that month; or five-hundred dollars ($500), whichever is less. 2. Use of vacation pay is at the employee s option. C. No employee shall receive payment if the sum of the gross military pay and allowances received in a month exceeds the gross monthly wage or salary as an employee of MHS. D. At the request of any employee who is called to active duty as specified in paragraph B above, or at the request of the spouse or dependent of that person, MHS shall continue or reactivate the health, dental, vision, and benefits coverage of that person for the duration of time the person is on active duty as described in paragraph B. The employee, spouse, or dependent who requests the continuation or reactivation of the coverage is liable for payment for the coverage as if the employee were covered under COBRA. 1. Continuation or reactivation of the insurance may be for duration of 18 months and may be extended to 36 months under Ohio Revised Code Section The employee s Insurance Coverage will be reinstated immediately upon return to work from active duty status. E. The employee shall be required to submit the published order authorizing the military duty or a written statement from the appropriate military commander authorizing such duty, prior to being credited with military leave. Approximate dates for the return from leave are acceptable. 1. Return to work must follow the time limits and requirements outlined under Veterans Reemployment Rights Act (VRR) and Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA). These vary according to the length of Leave time and include restrictions for any dismissal. 2. Upon return to work, the Escalator Principle applies - whereby the employee is entitled to prompt reinstatement to the same position or to a position of like seniority, status, and pay that the employee is qualified to perform as if the employee had never 15

16 been on leave. This includes any job eliminations as well as promotions. 3. An Employee on Military Leave forfeits reinstatement rights if he/she re-enlists or voluntarily extends the original tour of active duty. F. MHS bargaining employees should refer to the applicable collective bargaining agreement. XV. JURY AND WITNESS LEAVE ( Refer to Sections I thru VIII): A. An employee called for jury duty or subpoenaed as a witness for a non-benefitting personal event will be granted paid time off for work absences caused by the jury duty or witness duty. 1. During the period of jury duty, an employee is still expected to report to work on those dates that the employee is scheduled to work and the jury is not in session. 2. Second and third shift employees shall be provided with a day shift schedule on days that they are called for jury duty or are subpoenaed to appear as a witness. 3. Witness leave is only for a witness situation that does not personally affect the employee testifying. There must be a subpoena and time off is only as needed to fulfill the request. 4. All personal related requests for witness or court appearances with a subpoena and/or with a court order may be applied for and paid under vacation or personal/holiday accrual time. 5. If the employee is not required to appear for some days or hours, the employee is expected to come to work according to their schedule. B. To be eligible for jury duty pay an employee must present to MHS proof of the amount received as a juror, along with documentation showing the dates of service. For reimbursement, MHS will not accept the actual check issued by the courts, but will instead accept a personal check from the employee made out to The MetroHealth System for the total amount received. 1. In the case of witness duty related to MetroHealth business, an employee must present to MHS a copy of the subpoena and proof of the amount of witness pay received. The employee should present the amount to the Patient Accounts Department and receive a receipt. 16

17 2. All receipts should be given to the timekeeper in the employee s department and should be attached to a copy of the employee s time sheet and kept in the department. 3. In the case of non-hospital related witness duty that does not benefit the employee, payment for time served will not be reimbursed without following the same guidelines as jury duty pay 4. An employee may be paid their normal pay during the jury or witness period. Failure to present documentation of service and a personal check for the full amount of payment for either jury or non- hospital witness will result in the retraction of payments made for non- worked time. XVI. CROSS REFERENCE: A. Policy II-23 Vacation B. Policy II-30 Employee Work-Related Illness/Injury Investigation C. Policy II-34 Attendance Standards ( and Addendum) D. Policy II-42 Family and Medical Leave E. Policy II- 36 Corrective Action F. Policy II-53 Recording Work and Hours Benefits in Kronos G. Policy II-65 Transitional/ Light Duty XVII. ATTACHMENTS: A. Request for Leave, form # B. Chart * All Medical Leaves (MLOA, FMLA, Maternity, and Work Related) run concurrent. 17