2020 Archdiocese of Atlanta Employee Policy Manual/September 2020 - Manual / Resource - Page 32
when circumstances have changed significantly, or if the archdiocese receives
information which conflicts with the original documentation provided for the
initial leave request. For intermittent leaves of absence, the Archdiocese may
require recertification every six (6) months.
Benefits:
While an employee is on leave under FMLA, the Archdiocese will continue the employee’s benefits
during the leave period at the same level and under the same conditions as if the employee had not
taken a leave of absence.
If the employee chooses not to return to work for reasons other than the continued serious health
condition of the employee or the employee's family member or a circumstance beyond the
employee's control, the employee will forfeit all accrued leave earned during leave of absence
period.
While on paid leave under FMLA, the Archdiocese will continue to make payroll deductions to
collect the employee’s share of the premiums (including Life and Retirement payments). While on
unpaid leave, the employee must continue to make this payment. If payments are not made, upon
return to work, employee must make up missed premiums by submitting payment directly to the
local parish, agency, and/or school business office.
Pay During Leave:
For leaves of absence during the employee’s own serious medical condition, including worker’s
compensation (to the extent that it qualifies), employees are required to use accrued and unused
sick leave up to the amount accrued at the onset of the employee’s leave of absence.
If an employee exhausts all accrued sick leave before the end of the employee’s disability period,
the employee may choose one of the following options:
1. Employee may be paid Short-term Disability Benefits of 60% of his/her normal salary. This
salary continuation benefit will be paid through the normal payroll process up to the 90th
consecutive calendar day of the disability leave period or until the employee returns to
work, whichever occurs first; OR
2. Employee may use vacation time up to the amount accrued at the onset of the employee’s
leave of absence. If employee exhausts vacation hours prior to the end of the disability
period, he/she will be paid Short-term Disability Benefits of 60% of his/her normal salary
to cover that period up to the 90th day of continued disability (same as above).
Holidays that fall during the Short-term Disability period are paid at 60%. Leave while using
accrued leave time runs concurrently with FMLA leave. If a holiday falls during the period of leave
while accrued leave is being used, the holiday will be paid at 100% of the employee’s normal pay
(leave time is not docked). Holidays are unpaid if an employee is on unpaid status.
Leaves of absence due to the birth of a child
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