11 - Agreement with Richard Drake Construction for concrete demolition & construction services

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A permanent or long-term condition for which treatment may not be effective (e.g., Alzheimer's, a severe stroke, terminal cancer). 'Only supervision by a health care provider is required, rather than active. treatment; or Any absences to receive multiple treatments for restorative surgery or for a condition which would likely result in a period of incapacity of more than three days if not treated (e.g., chemotherapy or radiation treatments for cancer). "Health cage provider" means: 1. ❑actors of medicine or osteopathy authorized to practice medicine or surgery by the state in which the doctors practice; or 2. Podiatrists, dentists, clinical psychologists, optometrists and chiropractors (limited to manual manipulation of the spine to correct a subluxation as demonstrated by X-ray to exist) authorized to practice and performing within the scope of their practice, under state law; or S. Nurse practitioners, nurse -midwives and clinical social workers authorized to practice and performing within the scope of their practice, as defined under state law; or 4. Christian Science practitioners listed with the First Church of Christ, Scientist in Boston, Massachusetts; or 5. Any health care provider recognized by the employer or the employer's group health plan benefits manager. MAINTENANCE OF HEALTH BENEFITS A covered employer is required to maintain group health insurance coverage for an employee on FMLA leave whenever such insurance was provided before the leave was taken and on the same terms as if the employee had continued to work. If applicable, arrangements will need to be made for employees to pay their share of health insurance premiums while on leave. In some instances, the employer may recover premiums it has paid to maintain health coverage for an employee who fails to return to work from FMLA leave. JOB RESTORATION Upon return from FMLA leave, an employee must be restored to the employee's original job, or to an equivalent job with equivalent pay, benefits and other terms and conditions of employment. In addition, an employee's use of FMLA leave cannot result in the loss of any employment benefit that the employee earned or was entitled to before using FMLA leave, nor be counted against the employee under a "no fault" attendance policy. Under specified and limited circumstances where restoration to employment will cause substantial and grievous economic injury to its operations, an employer may refuse to reinstate certain highly - paid "key" employees after using FMLA leave during which health coverage was maintained. In a,