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Absence Types and Eligibility for Leave

Click on the absence types below to learn more about eligibility and examples for leave of absence, including routine medical conditions, family & medical leave, acute conditions, chronic conditions, long-term and permanent conditions, multiple treatments, maternity, pregnancy, and prenatal care, and short-term disability.

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Absence Types and Eligibility for Leave

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  1. Click on one of the absence types below for more information, examples, and eligibility for leave Routine Medical Conditions Family & Medical Leave (FMLA) Eligibility Acute Conditions Chronic Conditions Long Term and Permanent Conditions Multiple Treatments Maternity, Pregnancy, and Prenatal Care Short Term Disability (STD) Eligibility Inpatient Care When Should an Employee Notify Matrix of Leave? For more information about requesting a leave of absence visit the web page at www.nova.edu/hr/benefits/leaves-of-absence

  2. Absences for Inpatient Care: Absences for an employee, or for the care of an employee's eligible family member, involving overnight stays in a hospital, hospice, nursing home, or residential care facility. • Examples? • Hospital stays • Hospice care • Rehabilitation • Nursing Home stays • Residential care FMLA Eligible? YES, IF Employee has worked 1250 in the previous 12 months. FMLA used in the previous 12-months reduces availability of FMLA. Click here for more about FMLA eligibility. • STD Eligible? • Yes, IF Employee has completed 90 days of employment at NSU, and the leave is for their own conditionlasting 7 or more days. • Click here for more about STD eligibility. • Next Steps? • Review the leave policy with the employee • Employee should request leave no more than 30 days in advance when foreseeable • Click here to visit the leave web page CLICK HERE TO RETURN TO THE ABSENCE TYPE SELECTION PAGE.

  3. Absences for Chronic Conditions: Absences for an employee, or for the care of an employee's eligible family member, due to the care or treatment of a chronic serious health condition which require visits to a health care provider at least twice a year recurring over an extended period of time. • Examples? • Arthritis • COPD • Depression • Diabetes • Heart Disease • Hypertension FMLA Eligible? YES, IF Employee has worked 1250 in the previous 12 months. FMLA used in the previous 12-months reduces availability of FMLA. Click here for more about FMLA eligibility. • STD Eligible? • Yes, IF Employee has completed 90 days of employment at NSU, and the leave is for their own conditionlasting 7 or more days. • Click here for more about STD eligibility. • Next Steps? • Review the leave policy with the employee • Employee should request leave no more than 30 days in advance when foreseeable • Click here to visit the leave web page CLICK HERE TO RETURN TO THE ABSENCE TYPE SELECTION PAGE.

  4. Absences which Require Multiple Treatments: Absences for an employee, or for the care of an employee's eligible family member, for a condition that would likely result in absences of more than three consecutive calendar days if treatment was not received. • Examples? • Kidney Disease • Cancer • Multiple Sclerosis • Diabetes • Heart Disease • Hypertension FMLA Eligible? YES, IF Employee has worked 1250 in the previous 12 months. FMLA used in the previous 12-months reduces availability of FMLA. Click here for more about FMLA eligibility. • STD Eligible? • Yes, IF Employee has completed 90 days of employment at NSU, and the leave is for their own conditionlasting 7 or more days. • Click here for more about STD eligibility. • Next Steps? • Review the leave policy with the employee • Employee should request leave no more than 30 days in advance when foreseeable • Click here to visit the leave web page CLICK HERE TO RETURN TO THE ABSENCE TYPE SELECTION PAGE.

  5. Absences for Routine Medical Conditions Absences for an employee, or for an employee's eligible family member, for routine medical examinations for minor illnesses which only last a few days and/or surgical procedures which typically do not involve hospitalization and require a very brief recovery period are not usually considered serious health conditions under the FMLA. The FMLA defines a serious health condition as “an illness, injury, impairment, or physical or mental condition that involves - (A) inpatient care in a hospital, hospice, or residential medical care facility; or (B) continuing treatment by a health care provider.” If there is any doubt about whether an employee’s condition is eligible under the FMLA, the best course of action is to instruct the employee, or the employee’s supervisor if the employee is unable, to provide notice to Matrix. Claims Intake representatives at Matrix are available 24/7 online at www.matrixabsence.com, by calling 877-202-0055, or through the Android and iOS app for smartphones and tablets. CLICK HERE TO RETURN TO THE ABSENCE TYPE SELECTION PAGE.

  6. Absences for Acute Conditions: Absences for an employee, or for the care of an employee's eligible family member, for an acute condition lasting three or more consecutive calendar days which requires subsequent treatment as described below: TWO or more in-person visits to a health care provider within 30 days where the first visit is within 7 days of the first treatment date, or ONE in-person visit to a health care provider resulting in a regimen of continuing treatment. • Examples? • Pneumonia • Asthma • Broken Bones • Respiratory Infections FMLA Eligible? YES, IF Employee has worked 1250 in the previous 12 months. FMLA used in the previous 12-months reduces availability of FMLA. Click here for more about FMLA eligibility. • STD Eligible? • Yes, IF Employee has completed 90 days of employment at NSU, and the leave is for their own conditionlasting 7 or more days. • Click here for more about STD eligibility. • Next Steps? • Review the leave policy with the employee • Employee should request leave no more than 30 days in advance when foreseeable • Click here to visit the leave web page CLICK HERE TO RETURN TO THE ABSENCE TYPE SELECTION PAGE.

  7. Absences for Permanent and Long Term Conditions: Absences for an employee, or for the care of an employee's eligible family member, due to a permanent or long-term condition (such as Alzheimer's Disease, or terminal stages of cancer) for which treatment may not be effective, but requires the continuing supervision of a health care provider. • Examples? • Alzheimer’s Disease • ALS (Lou Gehrig’s disease) • Terminal illnesses FMLA Eligible? YES, IF Employee has worked 1250 in the previous 12 months. FMLA used in the previous 12-months reduces availability of FMLA. Click here for more about FMLA eligibility. • STD Eligible? • Yes, IF Employee has completed 90 days of employment at NSU, and the leave is for their own conditionlasting 7 or more days. • Click here for more about STD eligibility. • Next Steps? • Review the leave policy with the employee • Employee should request leave no more than 30 days in advance when foreseeable • Click here to visit the leave web page CLICK HERE TO RETURN TO THE ABSENCE TYPE SELECTION PAGE.

  8. Absences for Maternity, Pregnancy, or Adoption: Absences for an employee, or for the care of an employee's eligible family member, due to pre-natal care, pregnancy, or complications surrounding (before and after delivery) pregnancy may be eligible for FMLA and STD. FMLA Eligible? YES, IF Employee has worked 1250 in the previous 12 months. FMLA used in the previous 12-months reduces availability of FMLA. Click here for more about FMLA. • Next Steps? • Review the leave policy with the employee • Employee should request leave no more than 30 days in advance when foreseeable • Click here to visit the Leave web page • STD Eligible? • Yes, IF Employee has completed 90 days of employment at NSU, and the leave is for their own conditionlasting 7 or more days. Click here for more about STD. • STD Eli CLICK HERE TO RETURN TO THE ABSENCE TYPE SELECTION PAGE.

  9. Advising an Employee to Request Leave NSU policy requires employees to notify Matrix of absences that are 3 or more days in duration which may be considered a serious health condition under the FMLA. Employees are required to notify their immediate supervisor and Matrix no more than 30 days in advance for planned medical treatment or procedures, or with as much notice as possible if the leaveis unforeseeable. FMLA and STD will be denied, and employees may be subject to corrective action up to and including termination of employment, if notification is not made within 30 days for FMLA and 15 days for STD. Matrix is available 24/7 online at www.matrixabsence.com, by calling 1-877-202-0055, or using the Matrix Absence app for iOS or Android. CLICK HERE TO RETURN TO THE ABSENCE TYPE SELECTION PAGE.

  10. Family and Medical Leave Eligibility The Family Medical Leave Act (FMLA) provides eligible employees with up to 12 weeks of unpaid, protected leave to care for themselves and/or to provide care for eligible family members with a serious health condition. For more information about eligibility visit our web page at www.nova.edu/hr/benefits/leaves-of-absence. NSU policy requires employees to notify Matrix of absences that are 3 or more days in duration which may be considered a serious health condition under the FMLA. Employees are required to notify their immediate supervisor and Matrix no more than 30 days in advance for planned medical treatment or procedures, or with as much notice as possible if the leave is unforeseeable. FMLA and STD will be denied, and employees may be subject to corrective action up to and including termination of employment, if notification is not made within 30 days for FMLA and 15 days for STD. CLICK HERE FOR INFORMATION ABOUT WHEN LEAVE SHOULD BE REQUESTED CLICK HERE TO RETURN TO THE ABSENCE TYPE SELECTION PAGE.

  11. Short Term Disability Eligibility Short Term Disability (STD) is available for eligible employees working 19.2 hours or more per week at NSU and who have successfully completed 90 days of employment. Medical certification is required if an employee is unable to work, due to their own medical condition, for more than 7 consecutive calendar days while under the care of a qualified treating provider. Failure to provide complete and timely medical certification may result in the denial of benefits and disciplinary action up to and including termination of employment. Please note benefits are payable after employees exhaust available sick, personal, and vacation time off, and have met the 7 day exclusion period. Benefits are not paid beyond the approved disability period. If approved, benefits are paid through Payroll and applied on the pay period following the date the approval is received by NSU. CLICK HERE FOR INFORMATION ABOUT WHEN LEAVE SHOULD BE REQUESTED CLICK HERE TO RETURN TO THE ABSENCE TYPE SELECTION PAGE.

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