MMI Team Member Handbook 05.19.2017

Certification for Serious Injury or Illness of Covered Service Member for Military Family Leave
The company will require certification for the serious injury or illness of the covered service member.
The team member must respond to such a request within 15 days of the request or provide a
reasonable explanation for the delay. Failure to provide certification may result in a denial of
continuation of leave.
Recertification
The company may request recertification for the serious health condition of the team member or the
team member’s family member when circumstances have changed significantly, or if the employer
receives information casting doubt on the reason given for the absence, or if the team member seeks an
extension of his or her leave. Otherwise, the company may request recertification for the serious health
condition of the team member or the team member’s family member every six months in connection
with an FMLA absence.
Procedure for Requesting FMLA Leave
All team members requesting FMLA leave must provide Human Resources with verbal or written notice
of the need for the leave. Within five business days after the team member has provided this notice,
Human Resources will provide the team member with the DOL Notice of Eligibility and Rights. When the
need for the leave is foreseeable, the team member must provide the employer with at least 30 days'
notice. When a team member becomes aware of a need for FMLA leave less than 30 days in advance,
the team member must provide notice of the need for the leave either the same day or the next
business day. When the need for FMLA leave is not foreseeable, the team member must comply with
the company’s usual and customary notice and procedural requirements for requesting leave.
Designation of FMLA Leave
Within five business days after the team member has submitted the appropriate certification form,
Human Resources will provide the team member with a written response to the team member’s request
for FMLA leave.
Intent to Return to Work from FMLA Leave
The company may require a team member on FMLA leave to report periodically on the team member’s
status and intent to return to work.
Leave of Absence
A leave of absence is considered a privilege offered to team members by management/owners. A leave
of absence is an extended time off, subject to approval, and without pay.
With a relatively small staff and a lack of part‐time team members, it is difficult to grant a leave of
absence for an extended period of time. On the other hand, team members should be encouraged to
return and every effort will be made to find a job for them. However, the facility cannot guarantee reemployment.
Each case must be worked out on its own merits between the department head and the
team member.
Further, the leave of absence must be authorized in writing by the Manager. Following the authorized
leave of absence, and if re‐employed, the team member’s original date of employment will be adjusted
to reflect the time off to re‐establish seniority and anniversary date of employment. Team members on
leave of absence must contact the Manager on a monthly basis in writing and inform the Manager of
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