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Employees must provide the Company with a certification from their health care provider regarding the need for workers' compensation disability leave and the employee's ability to return to work from the leave. Upon submission of a medical certification that you are able to return to work, you may be offered the same or a similar position as provided by state law. If, after returning from workers' compensation disability leave, you are unable to perform the essential functions of the job because of a physical or mental condition, the Company's obligations to you may include reasonable accommodation, as governed by the Americans with Disabilities Act. Back to Top Page 23 Savant Learning Systems
A. PERSONAL LEAVE OF ABSENCE CHAPTER 8. LEAVE POLICIES A personal leave of absence without pay may be granted to a regular, full-time employee at the sole discretion of the Company. Requests for personal leave should be limited to unusual circumstances requiring an absence of longer than two weeks. Approved personal absences of shorter duration are not normally treated as leaves but rather as excused absences without pay. Any leave taken under this provision that qualifies as leave under a state and/or federal family/medical leave act will be counted as family/medical leave and charged to your entitlement of 12 work weeks of family/medical leave in a 12-month period. An employee must submit a request for leave of absence in writing to his/her supervisor. Supervisors will forward the request for final approval to the HR Director accompanied by a written recommendation. The employee is expected to request leave of absence with as much advance notice as possible. The Company reserves the right to deny requests for leave of absence. The employee has the responsibility to keep the supervisor and the HR Director advised of the leave situation and to contact his/her supervisor at least one week prior to the expiration of the approved leave to discuss return to work. If the employee is not prepared to return to work and desires either an extension of the leave of absence or voluntary termination of the employment relationship, this should be reported as soon as possible. Benefits Determination for Leave of Absence Status 1. PTO - Accrued time-off leave must be used during a leave of absence. The employee will receive a paycheck during the leave as long as the employee has accrued time-off available. When an employee has used up all accrued vacation or personal leave or if the employee has no accrued vacation or personal leave, then the leave is unpaid. No PTO hours or holiday hours are earned during the leave period. 2. Insurance - The Company will continue to provide life insurance and disability insurance for 30 days after the employee begins the unpaid leave, subject to the requirements of the insurance carriers. The Company will pay for health care, dental, and vision insurance coverage (if such insurance was provided before the leave was taken) for 30 days after an employee begins unpaid leave (and the employee must pay its share of the premium.) In the case of military leaves, insurance benefits will be continued for up to ten (10) working days per year starting with the day military leave begins. Following this period, employees on a leave of absence, other than medical leave, will be offered the opportunity to enroll in the COBRA program, subject to the eligibility requirements of the COBRA plan. Benefits for employees on medical leave are granted benefits in accordance with the Family/Medical Leave policy. Return to Work The Company will make a reasonable effort, consistent with good business practices and company needs, to reinstate an employee to the same position he or she previously occupied, or to a similar position, following a leave of absence. However, the Company does not guarantee reinstatement if the Employee’s same or a similar position is not available at the time an employee desires to return to work. The Company reserves the right to offer the employee another position, which may be a lower-level Back to Top Employee Handbook Page 24
Page 1 and 2: Page 1 Savant Learning Systems
Page 3 and 4: CHAPTER 5: EMPLOYMENT POLICIES A. P
Page 5 and 6: D. POLICY PROHIBITING DISCRIMINATIO
Page 7 and 8: CHAPTER 2. EMPLOYMENT STATUS A. REG
Page 9 and 10: CHAPTER 4. EMPLOYEE PERFORMANCE AND
Page 11 and 12: 32. Convictions for traffic violati
Page 13 and 14: 3. Distribution, dispensation, sale
Page 15 and 16: Create a Culture of Open and Honest
Page 17 and 18: A. PERSONNEL RECORDS CHAPTER 5. EMP
Page 19 and 20: CHAPTER 6. OPERATIONAL CONSIDERATIO
Page 21 and 22: A. INSURANCE BENEFITS CHAPTER 7. EM
Page 23: Paid Time Off (PTO) Exceptions •
Page 27 and 28: If 30 days' notice is not practicab
Page 29 and 30: Benefits Determination For Family/M
Page 32: 317 S. Lindell St. Martin, TN 38237

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