employee handbook 1-1-15_no forms

position if one is available, at the appropriate salary for the position. An exception to this rule is where an
employee is guaranteed reemployment rights under federal or state laws.
An employee on leave of absence who fails to return to work according to the pre-approved plan will be
terminated effective his/her last day of work or paid leave (vacation or personal), whichever is later.
B. FAMILY/MEDICAL LEAVE (FMLA)
Definition
Family/Medical Leave refers to a period when an employee takes time off work for any of the following
reasons: to care for the employee’s spouse, child, or parent with a serious health condition; the
employee’s own serious health condition makes the employee unable to perform the essential functions
of his/her position; or to care for an employee’s newborn child or a child placed with an employee for
foster care or adoption.
Eligibility
Employees are eligible for a Family/Medical Leave who:
1. have worked for the Company for at least 12 months prior to the date on which the leave is to
commence;
2. have worked at least 1,250 hours during the 12-month period preceding the leave; and
3. are employed at a worksite where the Company maintains on the payroll (as of the date of the
leave request) at least 50 part- or full-time employees within 75 miles (measured in road miles) of
the worksite where the employee requesting the leave is employed.
Eligible employees may take up to a maximum of 12 workweeks of unpaid family/medical leave within a
12-month period under federal (“FMLA”).
Intermittent Leave Requests
Employees may take FMLA leave intermittently (in blocks of time or by reducing their normal weekly or
daily work schedule) if the leave is for the serious health condition of the employee's child, parent, or
spouse or of the employee and the reduced leave schedule is medically necessary as determined by the
health care provider of the person with the serious health condition. The smallest increment of time that
can be used for such leave is one (1) hour. Any leave taken for the birth, adoption, or foster care
placement of a child does not have to be taken in one continuous period of time.
Notice of Planned Leave
If the event necessitating the leave is based on the expected birth, placement for adoption, or foster care
of the employee's child, or planned medical treatment for a serious health condition of the employee or a
family member, the employee must provide at least 30 days' advance notice before leave is to begin. The
employee must consult with the Company regarding the scheduling of any planned medical treatment or
supervision so as to minimize disruption to the operations of the Company. Any such scheduling is
subject to the approval of the health care provider of the employee or the health care provider of the
employee's child, parent, or spouse.
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