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MNA Childcare Leave

Paragraph 410C:  In addition to FMLA coverage as outlined in Paragraph 410A, the University and the association have agreed that health benefits will be extended for the first 12 weeks of an unpaid Childcare Leave of Absence following the use of Extended Sick Time.

This leave is applicable to only those UMPNC members who use extended sick time for the birth of a child.  You do not have to qualify for FMLA to be eligible for this benefit.

Example:   A nurse goes out on 4/1/13 to have a baby.  She does not qualify for FMLA, but has 10 years of service and does have an extended sick bank.  She delivers on 4/13/13.  Her MD releases her to return to work, 6 weeks post- delivery.  Her paid time ends May 24, 2013, however she desires to remain off for 12 additional weeks.  She is eligible for an up to 12 week no-pay leave, with benefits (she will still be responsible for paying her premium, which she is paying while she is receiving a check), which will take her to August 16, 2013.  She decides to return to work August 17, 2013.

Note:  If an employee happens to have qualified for FMLA Childcare, FMLA starts the first day you are off for a qualifying event and runs concurrent with paid time.  If after MD releases the employee to return to work post-delivery (normally 6-8 weeks, depending on delivery), extended sick pay ends and either the employee returns to work or if the employee desires to remain off work, they are entitled to 12 weeks no-pay with benefits, part of which may run concurrent with any no-pay FMLA leave that may be remaining.

Example:   A nurse goes out on 4/1/13 to have a baby.  She meets the employment eligibility requirements for FMLA, and has 10 years of service with an extended sick bank.  She delivers on 4/13/13.  Her MD releases her to return to work, 6 weeks post- delivery.  Her paid time ends May 24, 2013, however she desires to remain off for 12 additional weeks.  She is eligible for an up to 12 week no-pay leave, with benefits (she will still be responsible for paying her premium, which she is paying while she is receiving a check), which will take her to August 16, 2013.  She decides to return to work August 17, 2013.

FMLA 4/1/13 through 6/23/13 – runs concurrent with paid time.

No-Pay FMLA Childcare – 5/25/13 – 6/23/13

MNA Childcare Leave - 6/24/13 – 8/16/13

Employee has a total of 12 weeks no pay with benefits part of which runs concurrent with FMLA no-pay leave.

Please see Childcare LOA language for additional leave benefits available