employee handbook 1-1-15_no forms

If the second opinion differs from the first opinion, the Company may require, at its expense, that the
employee obtain the opinion of a third health care provider designated or approved jointly by the
Company and the employee.
The opinion of the third health care provider shall be considered final and binding on the Company
and the employee.
6. Any leave granted for a FMLA qualifying reason will be counted as Family/Medical Leave and will be
considered as part of the 12-workweek entitlement in a 12-month period. This 12-month period is a
"rolling" 12-month period that is measured backward from the date an employee uses any FMLA
leave, such that an employee's leave entitlement would be any balance of the 12-work week
entitlement that has not been used during the immediately preceding 12 months. Further, a leave
taken to care for an employee’s newborn child, or a child placed with an employee for foster care or
adoption must be concluded within one year of the birth or placement of the child with the employee.
There is no carryover of unused leave from one “rolling” 12-month period to the next “rolling” 12-
month period.
Reinstatement After the Leave Expires
1. Upon return from Family/Medical Leave, an employee will be reinstated to his/her original job, or to an
equivalent job with equivalent pay, benefits, and other employment terms and conditions subject to
any defense to reinstatement allowed under the law. In addition, an employee's use of
Family/Medical Leave will not result in the loss of any employment benefit(s) that the employee
earned or was entitled to before using Family/Medical Leave. As more fully described below,
employees on FMLA leave will not continue to accrue employment benefits, such as personal leave
or vacation benefits, during unpaid FMLA leave.
2. Reinstatement after Family/Medical Leave may be denied to certain salaried "key" employees:
• who are among the highest paid 10 percent of salaried employees who are employed within 75
miles of the worksite at which the employee is employed at the time of leave request; and
• when the refusal to reinstate is necessary because the employee's reinstatement will cause
substantial and grievous economic injury to the Company's operations; and
• when the employee is notified of the Company's intent to refuse reinstatement at the time the
Company determines the refusal is necessary; and
• in any case in which leave has already begun, the Company will give the employee a
reasonable opportunity to return to work following the notice described above.
Other Employment
An employee on Family/Medical Leave is not permitted to take on any other employment, even on a
temporary basis, without written authorization from the Company. To do so will result in termination.
Non-Discrimination
It is the Company’s policy to be fair and impartial in all its relations with employees or applicants. The
Company will not discriminate against employees or applicants as a result of the approved use of
Family/Medical Leave or a proper request for such leave.
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