2020 Archdiocese of Atlanta Employee Policy Manual/September 2020 - Manual / Resource - Page 35
Employees who return within the prescribed time will be reinstated in the same or comparable
position and at the same salary, benefits and working conditions as before they left.
Employees who do not return shall be considered to have voluntarily resigned their position. In
that event, the employee will have the same options as any other terminating employee with
regard to continuing benefits. (See Long Term Disability Benefits and Extension of Benefits
options). This applies even for medical leaves resulting from an on-the-job injury or illness for
which Worker's comp claim has been filed. The Archdiocese of Atlanta will maintain health
insurance coverage that would have been provided had the employee not taken leave.
Termination of Employment during leave:
Leaves taken without proper documentation and/or medical certification will be considered
unauthorized leave, and will be subject to disciplinary action, including discharge.
If an employee’s position is eliminated during FMLA leave due to a Reduction in Force, or the
employee’s employment would have otherwise been terminated anyway, the Archdiocese has no
obligation to reinstate the employee and may discontinue FMLA leave. In addition the employee
will not be entitled to any right, benefit, or position of employment other than any right, benefit or
position which employee would have been entitled had leave not been taken.
3.7 MEDICAL LEAVE (NON FMLA) (REVISED FEBRUARY 2022)
Overview:
Time off eligible employees who have worked at least 60 consecutive days, who do not meet the
requirements under the Family Medical Leave Act (FMLA), may request an extended medical leave
of absence for a serious health condition which renders the employee unable to perform the essential
functions of the employee’s position.
Eligibility:
Eligible employees include full-time employees and part-time employees with at least 60 days of
service and who are scheduled to work at least 20 hours per week on a year round basis (but no less
than 1,040 hours annually) who are ineligible for leave under the Family Medical Leave Act (FMLA).
Required Documentation:
• Employee should immediately discuss with the pastor, principal, or department
head
• Employee must complete an Application for Extended Leave and submit to the
Chancery Office of Human Resources
• Statement from the employee’s health care provider verifying the following:
• Employee’s inability to perform the functions of the employee’s
position due to the medical condition
• Duration of the leave
Paid Leave / Use of Accrued Leave
Employees are required to use sick leave up to the amount accrued at the onset of the disability leave
period. Sick leave not yet earned, may not be used.
