Employees shall continue to receive health insurance on the same basis during FMLA leave as they would if they were actively working.

Your portion of the insurance premium is due no later than ACST’s normal paydays. If you are more than 30 days late with your payment, your insurance can be canceled. ACST will mail you a notice of nonpayment 15 days prior to terminating the insurance for nonpayment. ACST may, at its option, choose to keep the insurance in effect, even if you do not make the required payment. If ACST does so, it will deduct your portion of the premiums from your wages when you return to work.

In most instances, if you fail to return to work at the end of your leave, ACST will bill you for its portion of the health insurance costs it incurred while you were on leave. However, if your serious health condition or some other circumstance beyond your control is the cause of your not returning to work, ACST will not seek reimbursement.

You will not accrue benefits, such as holiday pay, during your leave. Any unused employment benefits that had accrued prior to the commencement of FMLA will be restored upon your return.

Notice and Reporting Requirements

You must provide ACST with 30-days’ notice before your leave is to begin if the need is foreseeable based on expected birth, placement for adoption or foster care, or planned medical treatment for a serious health condition for either yourself or your spouse, son, daughter, or parent.

Sometimes 30-days’ notice will not be possible. If so, you should give ACST notice of the requested leave as soon as practicable.

Notice should be given in writing and set forth the following information: (1) the reason for the requested leave; (2) the expected duration of the leave; and (3) the anticipated starting date for the leave.

If you seek FMLA leave on an intermittent or reduced leave basis, in addition to the above information, you will need to provide ACST with the following information: (1) why the intermittent or reduced leave is necessary; and (2) the schedule of treatment.

If an emergency arises and written notice is not practicable, you must as soon as possible, orally inform ACST of your need for leave. If you are unable to provide notice yourself, a family member or other representative may do it for you. The oral notice should be followed by the written notice described previously as soon as practicable.

If you fail to give the required 30-days’ notice and the need for your leave is foreseeable, your leave may be delayed until at least 30 days from the date of your request has passed.

Once your FMLA leave begins, you generally must advise Human Resources every 30 days in writing of your status and your intention regarding returning to work.