Benefits
Click
HERE
for
SECTIONAL
VERSION
Carrier
Public Employees Insurance Agency
(PEIA)
Eligibility
Enrollment
Employees are eligible to enroll during the month of hire
and the following two calendar months.
Coverage begins the first day of the month after enrollment. Employees pay a premium
based upon salary, tobacco use status, and type of coverage.
Coverage
Open enrollment is offered annually for all employees. Changes in existing health care
coverage can be made during open enrollment. Basic and major medical insurance benefits
cover hospital and surgical services, physician expenses, laboratory fees, x-ray services,
and prescription drugs. See summary plan descriptions for individual insurance plans.
Qualifying Events
If any of the following qualifying events occur, it is your
responsibility to notify Human Resource Services to make changes in coverage.
Your coverage could be jeopardized if you fail to notify Human Resource
Services.
- You marry
- You divorce
- You have a new child or dependent
- Your spouse or child dies
- A covered child turns age 19 and is no longer a full-time student OR turns age 25
- A child marries or is employed with his/her own insurance
You should provide this information in order to ensure that all eligible dependents are covered. Employees/dependents who lose coverage may elect medical insurance continuance rights under COBRA. An active employee has a 60-day window of opportunity from the date coverage ends to elect COBRA.
Leave of Absence
Prior to starting a leave of absence, employees must consult with the Benefits
Counselor to arrange for benefit continuation.
AVAILABLE HEALTHCARE PLAN OPTIONS
Eligibility and enrollment guidelines are detailed in the current PEIA
summary plan description.
Costs of providing health care services are managed by a primary care
physician who coordinates the members' care; controlling access to specialty physicians;
monitoring and lowering administrative costs; and negotiating with providers to obtain the
best cost of services while maintaining quality of care. Refer to
current shopper's guide and individual managed care plan description for
coverage guidelines unique to each plan.
CONSOLIDATED OMNIBUS BUDGET
RECONCILIATION ACT (COBRA)
Federal law requires that eligible employees (and their dependents) participating in
PEIA have the opportunity to continue their health insurance coverage in the case of a qualifying
event.
Upon employment separation from the university, COBRA insurance coverage is also available at a monthly cost to the employee.
Premium
The cost for COBRA is the responsibility of the former employee.
MOUNTAINEER FLEXIBLE
BENEFITS
Purpose
To make available dental, optical, disability, group legal, and flexible spending account plans.
(Medical and dependent care.)
Carrier
Fringe Benefits Management Company
is the third-party administrator for this
plan under PEIA.
Enrollment
Open enrollment for Mountaineer Flexible Benefits is held only during
April of each year, with changes becoming effective July 1.
Cancellation of plan participation can only occur during April (with changes becoming effective July 1) each year unless a qualifying event occurs at another time of the year.
Changes in Coverage
Because premiums are paid with pre-tax dollars, IRS guidelines state that there must be
a qualifying event in order to make any changes in coverage.
BASIC LIFE INSURANCE
Carrier
West Virginia Public Employees Insurance Agency (PEIA)
Coverage Term insurance has NO CASH OR LOAN VALUE. Each policy doubles with accidental
death.
Eligibility
Active employees in a regular budgeted position of at least .53 FTE
(20 hours per week).
Enrollment
Premium
There is no cost to the employee for the basic life insurance policy.
OPTIONAL LIFE INSURANCE
Carrier
West Virginia Public Employees Insurance Agency (PEIA).
Coverage
A variety of optional life insurance plans are available. This is term
insurance that has NO CASH OR LOAN VALUE.
Premium
Eligibility
Enrollment
DEPENDENT LIFE INSURANCE
Available for spouse and dependent children. There are four plans available that range from $5,000 to $20,000 for a spouse and $2,000 to $10,000 for each eligible child. Premium is paid by employee.
Premium
The monthly premium is paid by the employee.
Enrollment
RETIREMENT BENEFIT PLANS
Purpose
To provide employees with lifetime monthly income AFTER retiring.
Eligibility
All employees working at least 20 hours per week in a regular budgeted position are required to be enrolled
in a retirement plan.
Contribution
Effective
Date
Date of hire.
Options
Investment
Options
Employees may allocate monthly contributions to
a variety of investment options available with TIAA/CREF or Great West
Retirement Services.
Benefits
GROUP SUPPLEMENTAL
RETIREMENT ANNUITY (GSRA)
In order to increase retirement accumulations and reduce taxable income, employees can
tax shelter additional money.
The GSRA contribution made by the employee is not matched by the university.
Employees interested in the supplemental plan should consult with the Benefits Counselor
to determine eligibility.
Carrier
Teachers Insurance and Annuity Association (TIAA)/College Retirement Equities Fund (CREF)
Eligibility
Loan
Provision
There is a loan provision included with GSRA accounts. The loan provisions include
LONG TERM DISABILITY INSURANCE
Purpose
To offer employees an opportunity to have income replacement protection in the
event of an accident or illness which results in the loss of pay.
Carrier
The Standard Insurance
Eligibility
All full-time regular status employees who work at least .53 FTE (20 hours per week).
There is pre-existing condition exclusion in this plan. This means
that The Standard Insurance will not pay any benefit if a disability is caused by an injury
sustained in an accident that occurs or an illness that starts
before the employee is insured. This exclusion will not apply if for
the the full year prior to start of a total disability the employee was
actively at work and covered either under the group policy and/or under
their prior employer's group disability policy, which provided benefits for
five or more years.
Enrollment Period
Any time during the month of employment.
Effective Date
Coverage begins on the first day of the month following the date of
employement.
Premium
Total cost is paid by the employee.
Coverage Total disability under the plan is the "inability of the employee, by reason of
sickness, bodily injury, or pregnancy, to engage in any occupation for which the employee
is reasonably fitted by education, training or experience." The plan provides the
following benefits for total disability:
WV STATE TEACHERS
Employees are divided into two groups that affect the waiting period before benefits
begin, as well as the monthly premium.
As of July 1, 1991, West Virginia State Teacher's Retirement is no longer a retirement plan option for employees in higher education. However, the following is an overview of benefits for those employees already enrolled in the plan.
Retirement Age
Members qualify for life-time monthly benefits after completing one of the following eligibility requirements:
- Any age with 35 years of service to receive full benefits.
- Any age with 30 years of service; benefits are actuarially reduced if the member is under age 55.
- Age 55-59 with 30 years of service to receive full benefits.
- Age 60 or over with 5 years of service to receive full benefits.
Eligible military service is credited as West Virginia service.
Disability Benefits
After ten years of service and less than
age 60, a disability benefit package is available providing the employee is totally disabled for six months and the
disability is determined to be permanent. Approval is based upon
medical evidence.
Loans
For specific information regarding loan provisions, contact State Teachers.
SOCIAL SECURITY
Social Security is a federal program that provides retirement income, disability
benefits, and health care for people 65 and older. For every dollar withheld from an
employee's pay check, the university contributes an equal amount. Detailed information
about particular benefits can be obtained by contacting the Social Security Office.
WORKERS' COMPENSATION
Chapter 23 of the West Virginia State Code provides for wage benefits and medical coverage for an employee who suffers a work related illness or injury. The code mandates that an employee must choose either Workers’ Compensation benefits or employer paid leave. The employee is not entitled to receive both benefits. Please see the Disability Benefit Payment Option Form by clicking HERE.
Employee’s Responsibility
- An employee must report all work related illness/injury to the immediate supervisor as the incident occurs.
- The supervisor and employee must complete a Workplace Injury/Workplace Illness Report Form by clicking HERE. This form must be received in Human Resource Services within twenty-four (24) hours of incident.
- An employee must also complete Disability Benefit Payment Option Form. This form must be received in Human Resource Services within forty-eight (48) hours of the incident. If the employee is unable to complete the form, the Temporary Total Disability (TTD) Option will apply.
- If an employee seeks medical care, the Workers’ Compensation Claim Form (WC1) must be completed by the employee and the health care provider.
Supervisor’s Responsibility
- Assure that Workplace Injury/Workplace Illness Report Form is completed and forwarded to Human Resource Services within twenty-four (24) hours.
- Evaluate the validity of the claim. Any concerns should be addressed in writing.
- Assess the work method and safety issues related to the accident.
- Notify Human Resource Services immediately of employee’s return to work date.
Sick Leave
The first three days immediately following a job related illness or injury
will not be counted against an employee’s sick/annual leave accrual.
However, if the absence continues, time will be counted back to the full
working day immediately after the incident.
Claims
All claims for Workers’ Compensation benefits are subject to review and
ruling by the Workers’ Compensation Commission. All medical claims and
reimbursements must be filed within six (6) months. Any claim not approved
may be appealed to Workers’ Compensation.
Return to Work
The employee must provide a written return to work statement from the
attending physician prior to reporting for duty. Upon returning to work
from an extended period of time, the employee may be returned to his/her
previous position or one with comparable pay and duties.
UNEMPLOYMENT COMPENSATION
If termination of
employment occurs, unemployment compensation benefits are available.
However, the terminated employee must make application with the local
Employment Security office where the eligibility to receive benefits is
determined. Details are available in Human Resource Services.
EDUCATIONAL BENEFITS
Full-time regular-status and part-time regular-status employees of Marshall
University, the Marshall Community & Technical College, University
Physicians & Surgeons, the Research & Economic Development Center,
the Byrd Institute, and the MU Foundation who have completed their
initial probationary period are eligible to apply for tuition
waivers and financial assistance for Marshall University and/or
Marshall Community & Technical College classes. Full-time
regular-status employees may be permitted to enroll for
undergraduate or graduate classes offered by accredited West
Virginia colleges or universities during regularly scheduled work
hours. Release time is limited to actual class time and is not
available for travel purposes. The following conditions must be met
if release time is to be granted:
1. Supervisor must give prior approval for release time.
2. Course must fall within employee's regularly scheduled work week.
If these conditions are met, the employee may take up to five hours per week release time to attend the class.
Reimbursements - UNDERGRADUATE
Tuition waiver/financial assistance
applications may be obtained through the Staff Council Office.
Reimbursements - GRADUATE
Graduate and professional fee waivers are
available through the Graduate School and provide for the waiver of tuition,
registration fee, and higher education resources fee only. All student fees
must be paid by the employee.
HOLIDAYS
Purpose
To provide compensated time off to employees in order for them to observe state and
federal holidays. Holiday schedule are based on a fiscal year.
Current schedule can be viewed at the HR Services web site,
http://www.marshall.edu/human-resources/bene/holidaySch06.asp.
Designated Holidays *These holidays have been reassigned and will be taken the day after Thanksgiving
and between Christmas and New Year's Day. Holidays occurring on Saturday will be officially observed on the preceding Friday.
Holidays occurring on Sunday will be officially observed on the following Monday. Additional holidays may be appointed or recommended by the Governor of West Virginia or
the President of the United States for general cessation of business.
Holiday Pay
Refer to Employment Section, "Compensatory & Holiday Premium Time."
Religious Holidays
In accordance with federal law, Marshall University will grant reasonable time off to
employees who wish to observe religious holidays not included on the list of recognized
holidays as long as it does not cause undue operational hardships within the department.
Such time off shall be charged to annual leave.
If no compensatory accrual exists, or the employee does not wish to have the time charged to annual leave, he/she may elect to
- Take the time off without pay,
- Make up the time missed,
- Utilize flex time without actually altering the 37 1/2 hour work week.
Of course, this must be worked out internally on a case-by-case basis between
supervisors and employees.
EMPLOYEE LEAVE
West Virginia Code §18B-1-6 and Higher Education Policy Commission Series 38 Procedural Rule provides for paid and unpaid leave for employees.
General Leave
Information
Annual and sick leave
may not be taken before it is accrued. If an employee works less than a
full month, annual and sick leave shall be accumulated on a pro rata basis.
Eligibility
- An employee working on a regular and continuing basis for no less than 1,950 hours within a twelve (12) consecutive month period is considered to be a full-time employee and is eligible for leave as specified.
- An employee working between 1,040 hours and 1,950 hours on a regular and continuing basis during a twelve (12) consecutive month period shall accumulate leave on a pro rata basis.
- An employee working less than 1,040 hours during a twelve (12) month period is not eligible for leave benefits.
- A faculty member on a twelve-month appointment is defined as a full-time employee; therefore, accrues sick and annual leave.
- Casual, student, and temporary employees are not eligible.
Leave of Absence, Terminal Leave, Holidays, Service Credit, and Transfer of Leave
- An employee on leave of absence without pay shall not accrue annual or sick leave or years of service credit for any and all full months in which she/he is off the payroll.
- In the course of a resignation or retirement, terminal leave is the period following the last day of actual work. During this period the employee remains on the payroll, however, no type of leave may be accrued. Also, the employee is not eligible for any paid holidays during the terminal leave period.
- A recognized institutional holiday occurring during an employee’s leave period shall not be considered as a day of leave, provided the employee is not in a terminal leave period.
- Length of service shall be total years of service which includes experience with state institutions of higher education and other state agencies. Continuous service is not required to complete the required term. Annual appointment periods of nine (9) months or more shall be credited for one (1) year of service for annual leave calculation purposes.
- Up to fifteen (15) days of annual leave may be transferred from other agencies of state government and state higher education institutions. Certification of the balance is required. A request for transfer must be made within one (1) year from the last day of employment with the other agency or institution.
- All accumulated sick leave may be transferred from other agencies of state government and state higher education institutions. Certification of the balance is required. The transfer of accumulated sick leave must be made within one (1) year of the date of employment with Marshall University.
Notification
Employees are required to follow unit, department, division, or
institutional established procedures when requesting leave and notifying
supervisors of their absences.
Resignation/Retirement
An employee who resigns or retires will be paid for unused annual leave.
He/she may elect to be paid for the balance of their unused annual leave in
a lump sum or remain on the payroll after the last scheduled work day until
all annual leave is exhausted.
A resigning employee forfeits all accumulated sick leave. No reimbursement shall be provided for unused sick leave except in the event of retirement, in which case sick leave may be converted to health insurance coverage or for provisions lawfully provided for at that time. An employee who resigns in good standing and is later reemployed may have their total accumulated sick leave reinstated, provided the date of termination is one (1) year or less from the date of reemployment. However, if the employee returns to work after more than one (1) year from the date of termination, no more than 30 days of accumulated sick leave may be reinstated. Unused sick leave may be transferred to another state agency, if requested within time limitations.
Change in
Status
An employee who transfers from a staff or faculty leave-eligible position to
a nine-month faculty position (ineligible for leave) will be paid for
accumulated annual leave in a lump sum upon transfer.
Reporting
Leave should be reported to Payroll and HR Services in quarter-hour
increments.
PAID LEAVES
ANNUAL LEAVE
Eligibility/Accrual Rates
Full-time
non-classified employees and faculty with twelve-month appointments shall be
eligible for up to twenty-four (24) days leave per year calculated at the
rate of 2.00 days per month from the date of employment.
Employees in full-time classified positions shall be eligible for annual leave based on length of service as follows:
- <Five years of service 1.25 days/month 15 days/year
- 5 -10 years of service 1.50 days/month 18 days/year
- 10-15 years of service 1.75 days/month 21 days/year
- 15+ years of service 2.00 days/month 24 days/year
Eligible employees who work less than 1,950 hours per year earn leave on a pro rata basis.
Maximum
Accumulation
Employees may
accumulate a maximum of twice their annual accrual rate. Any accrual beyond
twice the annual accrual rate will be forfeited. Example: If an employee
earns 15 days per year, the maximum accrual will be 30 days.
Other
Conditions
At the request of the employee through established procedures, annual leave
may be granted because of illness. In the event of an employee’s
death, the value of accumulated annual leave will be paid to the employee’s
estate. Work requirements shall take priority over the scheduling of
annual leave. However, when operationally possible, the supervisor shall
grant earned annual leave at the convenience of the employee.
SICK LEAVE
Sick leave may be used by the employee when ill, injured, when in need of medical attention or when death occurs in the immediate family. Sick leave may also be used to care for immediate family members who are ill, injured, or when in need of medical attention.
Accrual Rate
A full time employee earns 1.50 days per month. An eligible employee
who works less than 1,950 hours per year earns on a pro rata basis.
Maximum
Accumulation
Sick leave may be accumulated without limit.
Definition of
Immediate Family Members
Immediate family is defined as: father, mother, son, daughter, brother,
sister, husband, wife, mother-in-law, father-in-law, son-in-law,
daughter-in-law, grandmother, grandfather, granddaughter, grandson,
stepmother, stepfather, stepchildren, or others considered to be members of
the household and living under the same roof.
Verification
Sick leave for more than five (5) consecutive days shall not be granted to
an employee for illness without satisfactory proof of illness or injury, as
evidence by a statement of the attending physician or by other proof
satisfactory to the institution.
The institution may require evidence from an employee for verification of an illness or other causes for which leave may be granted under this rule, regardless of the duration of the illness.
Falsification of documentation or abuse of sick leave may result in disciplinary action, including dismissal.
Medical Release
An employee
having an extended illness or serious injury shall, before returning to
duty, obtain satisfactory medical clearance to help ensure adequate
protection and shall indicate the employee’s ability to perform her/his
duties. The medical clearance must be in writing.
Annual Leave Option
Except in cases
involving catastrophic sick leave, if all accumulated sick leave has been
used and annual leave is available, it is the option of an employee to
choose one of the following:
- to use any accumulated annual leave until it has also expired, or
- retain the accumulated annual leave for use after return to work and be taken off the payroll immediately after the accumulated sick leave has expired.
Please see section on Medical Leave of Absence without Pay for more information.
Workers’
Compensation
Please refer to the section on Workers’ Compensation.
CATASTROPHIC
LEAVE
Catastrophic Leave
provides for paid leave donated by co-workers. By policy, catastrophic
leave is defined as, “a medically verified illness or injury which is
expected to incapacitate the employee and which creates a financial hardship
because the employee has exhausted all leave and other paid time off.”
Catastrophic leave can also be used for an incapacitated immediate family
member if this results in the employee being required to take time off from
work to care for the family member and the employee has exhausted all leave
and other paid time off.
Eligibility
Non-classified and
classified staff and twelve-month faculty who are eligible for leave are
eligible for catastrophic leave.
Definition and Limitation
Catastrophic is
defined as a tragedy; a momentous tragic illness or injury ranging from
extreme misfortune to utter ruin. Because of this definition, catastrophic
leave will not be automatically allowed, especially where there is evidence
of abuse.
Responsibility
The President or
his/her designee has the authority to approve the transfer of sick leave.
At Marshall University, the Director of Human Resource Services serves as
the President’s designee in this regard. This program will be administered
in accordance with the West Virginia State Code. Confidentiality is crucial
and will be strictly maintained
A leave recipient must complete an application form for catastrophic leave and obtain medical documentation. These two documents should be given to HR Services in a timely manner.
A leave donor must
complete a leave donation form and forward to HR Services.
FUNERAL LEAVE
An employee may use
sick leave in the event of the death of an immediate family member. Please
see the Sick Leave section for the definition of an immediate family
member. Supervisors may request verification. Annual leave may be
requested to provide an extended bereavement period or to attend to the
affairs of the estate.
MILITARY LEAVE
An employee who is a
member of the National Guard or any of the Reserve Components of the Armed
Forces of the Federal Government is entitled to a leave of absence from duty
without loss of pay, status, or efficiency rating, on all days during which
they are engaged in drills or parades ordered by proper authority, or for
field training or active service for a maximum period of thirty (30) working
days in any one (1) calendar year. The term “without loss of pay” shall
mean that the employee shall continue to receive normal salary or
compensation, notwithstanding the fact that such employee may receive other
compensation from federal sources during the same period. Furthermore, the
leave of absence is considered as time worked in computing seniority,
eligibility for salary increase and experience. The employee must submit an
order or statement in writing from the appropriate military officer in
support of the request for such military leave.
Additional Paid Leave
An employee who
is a member of the National Guard or any of the Reserve Components of the
Armed Forces of the Federal Government and who is called to active duty is
eligible for an additional leave of absence from employment for a maximum
period of thirty (30) days. An employee who has not used all or some
portion of the original thirty working days of military leave is eligible to
add the number of unused days from the same calendar year to the thirty days
for which he/she is eligible, up to a maximum of sixty (60) days for a
single call to active duty. Leave cannot be carried over and used in the
next calendar year.
Unpaid Military Leave
Any employee
called to active duty during a time of war, national emergency or under
compulsory provisions of the law of the United States shall be granted a
leave of absence without pay (beyond the paid leave above). Upon return to
work, the employee shall be credited with all annual leave and sick leave
not used at the commencement of his/her military leave.
JURY LEAVE
Upon application in
writing, an employee shall be granted leave with pay when, in obedience to a
subpoena or direction by proper authority he or she serves upon a jury or
appears as a witness before any court or judge, any legislative committee,
or any officer, board, or body authorized by law to conduct any hearing or
inquiry. This shall not apply in cases where the employee is a litigant,
defendant or other principal party or has a personal or familial interest in
the case or proceeding.
Official Duties
When attendance
in a court is in connection with an employee’s usual official duties, time
required in going and returning shall not be considered as absence from
duty.
Report to Work
The employee
shall report to work if he/she is excused by the court before the end of
her/his regular work day.
SPECIAL
EMERGENCY LEAVE WITH PAY
Special emergency
leave with pay may be granted by the president or her/his designee to
full-time employees in the event of extreme misfortune to the employee or
the immediate family. The leave should be the minimum necessary, and in no
case may it exceed five (5) days within any twelve (12) consecutive month
period. Typical events which may qualify an employee for such leave are
fire, flood, or other events (other than personal illness or injury or
serious illness or death in the immediate family) of a nature requiring
emergency attention by the employee.
Leaves without Pay
The federal and state governments provide leaves without pay for medical or personal circumstances or to handle family responsibilities.
MEDICAL LEAVE
OF ABSENCE WITHOUT PAY
An employee
requesting a medical leave of absence without pay must provide the president
or the president’s designee with satisfactory medical evidence (such as a
statement from the attending physician) that he/she is unable to work. The
medical statement shall include a diagnosis, prognosis, and expected date
that the employee can return to work. If the evidence is satisfactory, the
president or her/his designee may authorize a medical leave of absence
without pay only for the period of disability specified by the attending
physician.
Eligibility
Only employees
considered full-time regular are eligible for a medical leave of absence
without pay.
Limitations
A medical leave
of absence without pay may be granted for no more than a twelve (12)
consecutive month period. An employee must utilize all sick leave prior to
beginning a medical leave of absence. Annual leave may be banked until the
employee returns to work or may be used to extend paid leave. This decision
is the employee’s choice.
During a medical leave of absence without pay the university will continue to pay its portion of the employee’s health insurance if the employee’s share is paid in a timely manner.
Return to Work
An employee shall
be expected to report to work on the first workday following expiration of
the disability period. Failure of the employee to report promptly at the
expiration of a medical leave of absence without pay, except for
satisfactory reasons submitted in advance, shall be cause for termination of
employment by the institution. An employee, prior to return to duty, shall
obtain satisfactory medical clearance to help ensure adequate protection and
which shall indicate the employee’s ability to perform her/his duties. The
medical clearance must be presented in writing.
Separation
If any employee
is unable to return to work after the maximum twelve (12) months of
disability, he/she will be separated from employment. Any remaining annual
leave will be paid in a lump sum payment.
PERSONAL LEAVE
OF ABSENCE WITHOUT PAY
An employee, upon
application in writing and upon written approval by the institutional
president or her/his designee, may be granted a continuous leave of absence
without pay for a period of time not to exceed twelve (12) consecutive
months provided all accrued annual leave has been exhausted. Application
should include supervisors’ approval.
Insurance
During a personal
leave, Marshall University shall continue group health insurance coverage
provided that the employee pays the full premium costs of such group health
plan.
Return to Work
At the expiration
of leave of absence without pay, the employee shall be reinstated without
loss of any rights, unless the position is no longer available due to a
reduction in staff caused by curtailment of funds or a reduced workload.
Failure of the employee to report promptly at the expiration of a leave of
absence without pay, except for satisfactory reasons submitted in advance,
shall be cause for termination of employment.
FAMILY AND
MEDICAL LEAVE
The Family and
Medical Leave Act (FMLA) is a federal law. This law provides for twelve
(12) weeks of leave in a year. At Marshall University, for purposes of this
law, a year is defined as a calendar year. Certification is required.
Eligibility
An employee
applying for Family and Medical Leave must have worked at least 1,250 hours
during the last year and have been employed at Marshall University at least
12 months prior to application. Hours worked do not include hours of paid
or unpaid leave.
Reasons for Leave
The FMLA provides
leave for the following reasons:
- the birth of a son or daughter, and to care for the newborn child;
- the placement with the employee of a child for adoption or foster care, and to care for the newly placed child;
- to care for an immediate family member (spouse, child, or parent) with a serious health condition; and
- the employee is unable to work because of a serious health condition.
Intermittent/Reduced Schedule Leave
FMLA permits an
employee to take leave on an intermittent basis or to work a reduced
schedule under certain circumstances.
Return to Work
An employee on
FMLA shall be returned to the same or an equivalent job at the same salary.
If FMLA was required for the employee’s illness, injury, or condition, a
written medical release from a physician is required prior to the employee
returning to work.
PARENTAL LEAVE
The Parental Leave
Act of 1989 is a West Virginia state law.
Eligibility
A full-time
regular employee who has worked at least twelve (12) consecutive weeks for
the state may request up to twelve (12) weeks unpaid parental leave. The
request must be due to birth or adoption by the employee or because of a
planned medical treatment or care for the employee’s spouse, son, daughter,
parent, or dependent with a serious health condition. Parental leave is not
used for an employee’s illness or disability.
Application
The employee must
provide the supervisor with written notice two (2) weeks prior to the
expected birth or adoption; or for the medical treatment; or for the
supervision of a dependent. Failure to submit a written request may be
cause for denial.
Certification
The employee must
provide the supervisor with certification by the treating physician and/or
documentation regarding dependency status.
Paid Leave
All annual leave
must be exhausted before the parental leave begins. No more than a total of
twelve (12) weeks of parental leave may be taken in any twelve (12)
consecutive month period.
Health Insurance
During parental
leave by an employee, Marshall University shall continue group health
insurance coverage provided that the employee pays the employer the full
premium cost of such group health plan.
Return to Work
The position held
by the employee immediately before the leave commenced shall be held for a
period not to exceed the twelve week period of the parental leave and the
employee shall be returned to that position.
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Revised
04/14/04. This page edited by Jim Stephens, 304.696.3983, jstephens@marshall.edu
Problems with this page? Contact human-resources@marshall.edu.