LEAVES OF ABSENCE

LEAVES OF ABSENCE

Medical Leave:

An unpaid medical leave = of absence may be available for an employee unable to work because of a medical (inclu= ding pregnancy-related) disability. To the extent feasible, the employer will pl= ace employees in their same or similar job for which they are qualified at the = time of their leave within the MDS/EDS system.

MDS/EDS reserves the right to request that an employee confirm the existence of his or her disability with a written verification from a licensed physician.

Maternity Leave:=

1.         An MDS/EDS emplo= yee may take up to 4 months unpaid maternity leave.

2.      = ;   During the leave, employees who are covered by MDS health plans and are not<= span style=3D'mso-spacerun:yes'> eligible for Fam= ily Medical Leave pay full health premiums directly to Marin Day Schools. There are no = employer contributions. If an employee is eligible for Family Medical Leave, employer contributions to health premiums will be made for up to 12 weeks. If an employee does not return to work and resigns their position at MDS/EDS,= they will be responsible to reimburse the company for any contributions m= ade to their health premiums during those 12 weeks.

3.         The State of California customarily provides 10 weeks disability pay to employees on maternity leav= e.

4.         MDS will provide comparable employment at the end of the leave including the same salary and number of hours.

5.      = ;   MDS will make reasonable accommodation regarding campus, c= lassand shift but does not guarantee a specific placement when returning fro= m a leave.

6.      = ;   It is up to the discretion of Marin Day Schools to reinstate an employee who t= akes more than 4 months of maternity leave (and is not eligible for Family Medic= al Leave).

7.      = ;   MDS will attempt to find child care space at another MDS program for the child = of the returning employee, but does not guarantee placement.

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Family Medical Leave Act= :

Eligible employees are t= hose who have been employed for at least 12 months and have worked at least 1,250 ho= urs during the 12-month period immediately preceding the unpaid leave request. = The duration of this unpaid leave may be granted for periods of up to 12 weeks during any 12-month period. Unpaid leave will be granted if any of the following events takes place: 1.) The bi= rth, adoption, or foster care of a son or daughter 2.) The seriou= s health condition of a spouse, son, daughter, or parent. 3.) The employee's own serious health condition.

Employees will maintain = their eligibility for all health and welfare benefit plans during the period of t= heir leave to the same extent and under the same conditions that applied prior to the leave. Employer contribut= ions to health/dental premiums will continue to be made for a period of up to 12 weeks. Request for family and medical care leave should be made as soon as = the employee is able to anticipate the need for such leave. If the leave is requested due to the birth or adoption of a child, the employee is required= to give at least 30 days notice. When the leave is for a serious health condition, the 30-day notice is not requi= red when circumstances prevent the employee from giving the full notice. Each Family Medical Leave request will be reviewed in accordance with the polici= es set forth.

Unpaid Leave:=

An unpaid leave (not mee= ting the eligibility requirements of Family Medical Leave) of absence may be granted= at the discretion of administration. A non-medical unpaid leave must be reques= ted in writing to the site director at least 2 months in advance. Employee's covered by MDS health p= lans and requesting a leave of up to one month in duration are responsibl= e for prepaying their portion of health plan premiums prior to the leave. Employee's covered by MDS health p= lans and requesting a leave of more than one month in duration are responsible for paying FULL health premiums to MDS during their leave.

Bereavement Leave:

If employees must be abs= ent from work due to the death of an immediate family member, they must inform their site director as soon as possible so coverage of responsibilities can be arranged. Marin Day Schools p= rovides one paid day of bereavement leave in the event of the death of an immediate family member. "Immediate family" includes employee's spouse or significant other, children, parents, grandparents, siblings, parents of the employee's spouse, or other person whose relationship to the employee is determined to be the same as that stated above. Employees may also use accumulated PTO days for bereavement.

Disability Policy:<= /o:p>

If an employee is on disability = for more than 10 months, their employment with Marin Day Schools can be terminated.<= /span> The employee, when able to return to full duty, can apply for another posit= ion in the company.

Voting Time Off:=

If the polling hours of an employee's assigned voting place prevents = their voting outside of their regularly scheduled work hours, they will receive u= p to two hours off without loss of regular pay to exercise this privilege. Emplo= yees must provide their supervisors with advance notice and receive the necessary authorization.

Jury Duty:

If employees must be abs= ent from work due to jury duty, they must inform their site director as soon as possible. In addition, a copy of the jury summons should be provided to the site director and the MDS business office. Marin Day Schools does not provide paid leave for jury duty for non-exempt employees. These employees = may use accumulated PTO days for jury duty.