Employees are paid by accrued sick leave, short term disability, or salary continuation (if applicable). Once sick leave is exhausted, employees may have the option to use vacation leave and floating holidays.
FMLA leave does not have to be taken in a single continuous period. In most circumstances, employees eligible for FMLA leave may take such leave intermittently – in separate blocks of time rather than on a single occasion for a single qualifying reason. If intermittent leave is advised by an employee’s healthcare provider, a medical certification would need to include pertinent details on the nature of the leave.
Employees are eligible to take FMLA leave if they have worked for Emory for at least 12 months (need not be consecutive), and have worked for at least 1,250 hours over the previous 12 months.
No, employees do not have to provide medical records to their manager. For any leave taken due to a serious health condition, an employee must provide a medical certification confirming that a serious health condition exists. The medical certification should be faxed directly to Human Resources. The medical information will not be shared with the employee’s manager.
FMLA is the federal law which protects an employee’s job during an FMLA-eligible leave. Accrued leave is not a substitute for FMLA. Accrued leave is one of the sources an employee might elect to use to be paid during an FMLA absence. Depending on the specific circumstance, employees may also use vacation, holidays, short-term disability, and/or long-term disability.
An employee is always strongly encouraged to discuss any disciplinary actions with their supervisor. An employee who does not agree with their performance review assessment should discuss it with their supervisor during or after the review discussion. The employee may provide a written response to be included with their performance review. An employee who does not feel comfortable taking their concerns to their supervisor may go up their supervisory chain to the level where they are comfortable voicing their concerns. Employees may also meet with their local or central Human Resources representative to discuss any workplace issues they may have.
Employees may meet with their central Human Resources representative to discuss any workplace issues they may have.
If an employee reports an incident of harassment or abuse, their Employee Relations representative is legally compelled to report that incident to the proper authorities. Otherwise, the meeting will remain confidential unless the employee authorizes Employee Relations to share their discussion with the department.