FAMILY LEAVE INSURANCE Employees requesting family leave are not able to use their available sick days. Through the FMLA and NJ FLA, you are allowed time off, unpaid, 12 weeks is maximum, to take care of a family member with a serious health condition: spouse, civil union partner, parent, child (18 years or younger), in-laws, step-parent.
INTERMITTENT LEAVE Employees may request intermittent leave, through FMLA and or NJFLA. This will allow you to take leave, not consecutively, to take care of an illness or an ill family member.
HEALTH BENEFITS Health Benefits (medical, dental, vision, prescription) will continue during your paid sick leave. Unpaid employees will only have 12 weeks of coverage. Employee must continue to make required portion of premium payments to these plans. Failure to make such payments will result in the termination of benefits. You will receive a statement that will indicate the amount due and due date. If an employee chooses to drop insurance benefits while on an extended leave of absence, benefits can be reinstated upon returning to
The Family and Medical Leave Act (FMLA) entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons. This fact sheet provides general information about which employers are covered by the FMLA, when employees are eligible and entitled to take FMLA leave, and what rules apply when employees take FMLA leave.
* Covered Employees
The FMLA only applies to employers that meet certain criteria. A covered employer is a:
* Eligible Employees
Only eligible employees are entitled to take FMLA leave. An eligible employee is one who:
NJ Family Leave Act
Rules/Regulations during your Approved Leave
An employee may not volunteer or perform any duties for MPS or utilize MPS property for personal use.
Turn in all MPS property prior to the leave.
It is the employee’s responsibility to advise the principal/supervisor of the expected dates of the extended leave of absence.
Employee must make arrangements for a substitute and have directions/plans available for that substitute.
If you fail to turn in a return to work doctor’s certificate, your pay will be stopped. Pay may not be processed by the next pay date following your reinstatement. Your pay will be adjusted over the remaining portion of the contract pay dates. No manual checks for retroactive pay will be processed.
If an extension is required, you must complete the approved paperwork prior to your initial leave date. If this is not completed on time, the leave could be denied and pay will be stopped.
Employees failing to return to work after the 12 weeks of unpaid Family and Medical Leave, may be asked to obtain a Fitness for Duty Physical by our district’s approved physician.
Employees failing to return to work after the 12 weeks of unpaid FMLA, may be dismissed from his/her position.
RETURNING TO WORK: Employee will need to submit an original doctor’s certificate to the Human Resources Office. Employee may return to work site only after doctor’s certificate has been received.
Please direct all questions to:
Executive Assistant of HR
856-327-7590 - phone
856-825-1545 – fax