Southern Adventist University employees who have been employed for at least twelve (12) consecutive months as full-time employee, may be absent from their employment for a period not to exceed four (4) months, including 3 months of FMLA leave, for adoption, pregnancy, childbirth and nursing an infant. With regard to adoption, the four-month period shall begin at the time an employee receives custody of the child.
- Leave for employees shall be granted on the same basis as extended sick leave in accordance with the Sick Leave Policy, Paid Leave Policy, and the Family and Medical Leave Act (FLMA) policy. Eligible employees requesting leave should give at least three months' notice of their anticipated leave date, the length of the leave and their intention to return to full-time employment at the end of the leave. The beginning date and duration of the leave shall be in harmony with the advice of the attending physician.
- Leave may be with or without pay. The leave shall not affect the employees' right to receive PTO time, advancement, or any other benefits. Beginning with the first day of leave, regular remuneration may be continued and shall be charged to the extended sick leave bank, if applicable. Accrued time in the paid leave bank may also be used for Pregnancy Leave.
- If an employee's job position is so unique that Southern cannot, after reasonable efforts, fill that position temporarily, then Southern shall not be liable for failure to reinstate the employee at the end of the leave period.
- The purpose of this policy is to provide leave time to employees for adoption, pregnancy, childbirth and nursing the infant. If Southern Adventist University finds that the employee has utilized the period of leave to actively pursue other employment opportunities or that the employee has worked part time or full time for another employer during the period of leave, Southern shall not be liable under this section for failure to reinstate the employee at the end of the leave.
When southern determines that the employee will not be reinstated at the end of the leave because the employee's position cannot be filled temporarily or because the employee has used the leave to pursue employment opportunities or to work for another employer, Southern shall notify the employee.