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Benefits Determination For Family/Medical Leave
An employee’s benefits during a Family/Medical Leave will be as follows:
1. Personal Time-Off (PTO) - Accrued PTO must be used during Family/Medical Leave. If the leave is
for your own serious health condition, you must use any accrued leave during your FMLA leave.
The employee will receive a paycheck during the leave as long as the employee has accrued PTO
leave available. When an employee has used up all accrued time-off or if the employee has no
accrued time-off, then the leave is unpaid. No PTO hours or holiday hours are earned during the
leave period.
2. Health Insurance - Employees will be allowed to continue participating in any health and welfare
benefit plans in which he/she was enrolled before the first day of the leave (for up to a maximum of
12 weeks). The continued participation in health benefits begins on the date unpaid leave first
begins under FMLA (i.e., for pregnancy disability leaves) or under FMLA (i.e., for all other family
care and medical leaves). The employee shall continue to be responsible for their portion of the
insurance premium. Payment is due at the same time as it would be if made by payroll deduction.
Alternatively, at an employee’s request, the employee’s premium payments may be paid in one
lump-sum at the beginning of the leave period or on a monthly basis. In some instances, the
Company may recover premiums paid to maintain health coverage for an employee who fails to
return to work following Family/Medical Leave.
C. MILITARY LEAVE
The Company complies with state and federal requirements regarding Military Leave. Employees who
need to be away from work for military leave should contact the Human Resources Department as soon
as possible upon learning of their military duty requirements so that the Company may make appropriate
arrangements for the expected leave of absence. Military Leave is unpaid; however, Employees may
utilize available vacation to provide continued compensation during the leave. For more information
about benefits and reinstatement, contact the Human Resources Department.
D. BEREAVEMENT LEAVE
In the event of death in the immediate family of a regular, full-time employee the employee, may take up
to three (3) consecutive work days off with pay with the approval of the Company. For purposes of this
policy, an employee's immediate family is defined to include the employee's current spouse, child, parent,
legal guardian, brother, sister, grandparent, grandchild, or mother-, father-, sister-, brother-, son, or
daughter-in-law.
E. JURY DUTY
The Company encourages employees to serve on jury selection or jury duty when called. Regular, fulltime
employees will receive full pay while serving up to 20 days of jury duty (less amounts received from
other sources for the jury duty). You should notify your manager of the need for time off for jury duty as
soon as a notice or summons from the court is received. You may be requested to provide written
verification from the court clerk of having served. If work time remains after any day of jury selection or
jury duty you will be expected to return to work for the remainder of your work schedule.
The Company will provide regular, part-time and temporary employees time off to spend on jury duty but
they are ineligible for compensation for time spent on jury duty. However, in no case will the salary of an
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Employee Handbook Page 28