RESTAURANT TEAM MEMBER HANDBOOK - EthicsPoint
RESTAURANT TEAM MEMBER HANDBOOK - EthicsPoint
RESTAURANT TEAM MEMBER HANDBOOK - EthicsPoint
You also want an ePaper? Increase the reach of your titles
YUMPU automatically turns print PDFs into web optimized ePapers that Google loves.
California<br />
California’s Family and Medical Leave Act<br />
BJ’s complies with California’s Family Rights Act (“CFRA”) which<br />
provides protections similar to those provided by the federal Family and<br />
Medical Leave Act (“FMLA”).<br />
Pregnancy-Related Disability Leave and Accommodation<br />
Under California’s Pregnancy Disability Leave Law, a team member<br />
disabled due to pregnancy, childbirth or related medical conditions is eligible<br />
for an unpaid leave of absence of up to four months for the period of such<br />
disability. Team members who are affected by pregnancy-related medical<br />
condition are also eligible to transfer to a less strenuous or hazardous<br />
position or to less strenuous or hazardous duties, if available. Team<br />
members also may be entitled to reasonable accommodation for conditions<br />
related to pregnancy, childbirth or related medical conditions upon request,<br />
where such reasonable accommodation would not cause an undue hardship<br />
to the Company. A request for a transfer or reasonable accommodation must<br />
be supported by a written certification by the team member’s health care<br />
provider that such a transfer or accommodation is medically advisable.<br />
When medically advisable, a Pregnancy Disability Leave may be taken<br />
intermittently or on a reduced work schedule. Multiple disability leaves for<br />
the same pregnancy will be combined for purposes of calculating the four<br />
months.<br />
Pregnancy Disability Leaves are unpaid. Team members may elect to use<br />
any accrued, unused vacation during a Pregnancy Disability Leave. The<br />
substitution of paid time for unpaid leave time does not extend the maximum<br />
four-month Pregnancy Disability Leave period.<br />
If possible, a team member must provide at least 30 days’ notice of her<br />
intention to take leave, or as much notice as is possible under the<br />
circumstances. A request for leave must be supported by a medical<br />
certification from the team member’s health care provider.<br />
Generally, upon return from an approved Pregnancy Disability Leave that<br />
does not exceed the maximum available leave, a team member will be<br />
reinstated to the same position or a comparable position, subject to any<br />
applicable exceptions. In addition, any right to reinstatement terminates if a<br />
team member fails to return to work at the end of an approved leave, in<br />
accordance with applicable laws. As a condition of returning from a<br />
Confidential and Proprietary 56<br />
January 2012