MMI Team Member Handbook 07.2017

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Under current company policy, the team member pays a portion of the health care premium. While on paid leave, the employer will continue to make payroll deductions to collect the team member's share of the premium. While on unpaid leave, the team member must continue to make this payment, either in person or by mail. The payment must be received in the Accounting Department by the first day of each month. If the payment is more than 30 days late, the team member's health care coverage may be dropped for the duration of the leave. The employer will provide 15 days' notification prior to the team member's loss of coverage. If the team member contributes to a life insurance or disability plan, the employer will continue making payroll deductions while the team member is on paid leave. While the team member is on unpaid leave, the team member may request continuation of such benefits and pay his or her portion of the premiums, or the employer may elect to maintain such benefits during the leave and pay the team member's share of the premium payments. If the team member does not continue these payments, coverage may terminate during the leave. If the employer maintains coverage, the employer may recover the costs incurred for paying the team member's share of any premiums, whether or not the team member returns to work. Team member Status After Leave A team member who takes leave under this policy may be asked to provide a fitness for duty (FFD) clearance from the health care provider. Use of Paid and Unpaid Leave All paid vacation, personal and sick leave runs concurrently with FMLA leave. Disability leave for the birth of a child and for a team member's serious health condition, including workers' compensation leave (to the extent that it qualifies), will be designated as FMLA leave and will run concurrently with FMLA. Intermittent Leave or a Reduced Work Schedule The team member may take FMLA leave in 12 consecutive weeks, may use the leave intermittently (take a day periodically when needed over the year) or, under certain circumstances, may use the leave to reduce the workweek or workday, resulting in a reduced‐hour schedule. In all cases, the leave may not exceed a total of 12 workweeks (or 26 workweeks to care for an injured or ill service member over a 12‐ month period). Certification for the Team member’s Serious Health Condition The company will require certification for the team member’s serious health condition. 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. Certification for the Family Member’s Serious Health Condition The company will require certification for the family member’s serious health condition. 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. Certification of Qualifying Exigency for Military Family Leave The company will require certification of the qualifying exigency for military family leave. 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. 38
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 39
Page 1 and 2: TEAM MEMBER HANDBOOK This Team memb
Page 3 and 4: Payment of Wages 29 Tip Slips 29
Page 5 and 6: MMI Leadership Philosophy “Leader
Page 7 and 8: 4. Stealing from either fellow Team
Page 9 and 10: include unwanted sexual advances or
Page 11 and 12: EMPLOYMENT Team member Classificati
Page 13 and 14: employed will not work in the same
Page 15 and 16: The separating team member must ret
Page 17 and 18: Transportation Team members: All te
Page 19 and 20: It is the responsibility of the tea
Page 21 and 22: The Company is authorized to verify
Page 23 and 24: Team members are cautioned to caref
Page 25 and 26: Jewelry ‐ All jewelry must be dis
Page 27 and 28: Using your position with MMI, and y
Page 29 and 30: Non‐Exempt, Hourly Team members:
Page 31 and 32: Time worked while on call will be c
Page 33 and 34: • Memorial Day • Independence D
Page 35 and 36: To qualify to take family or medica
Page 37: National Guard or Reserves) at any
Page 41 and 42: BENEFITS For more information regar
Page 43 and 44: The hotel must be located outside t
Page 45: Team Member Handbook Acknowledgment

MMI Team Member Handbook 07.2017

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