Family and Medical Leave (FMLA)
The Company grants unpaid family and medical leave in accordance with the federal Family and Medical Leave Act (FMLA). See the FMLA Addendum on page 74 for a summary of your eligibility qualifications, rights and obligations under the FMLA. Please review this information carefully. If you have any questions about FMLA, you are encouraged to ask your Supervisor or any Manager. You may choose to use accrued and available PTO to remain in pay status during a leave under this policy. Requests to use accrued PTO during this leave must be included in the employee’s request for leave. PTO cannot be used to extend any employee’s approved FMLA leave time.
The Company measures FMLA by using a rolling 12-month period measured backward from the date an eligible employee takes FMLA leave. Under this measurement method, each time an employee takes FMLA leave, the remaining leave entitlement would be the balance of the 12 weeks which has not been used during the immediately preceding 12 months.
The Company prohibits retaliation against any employee who requests or uses FMLA leave. If you believe you are being retaliated against for exercising your FMLA rights, you should report this violation of Company policy to any one of the following management members: your Supervisor; any Manager; or the Owner. Supervisors and Managers must report violations of this policy immediately to the Owner.
The information about the FMLA provided in this Employee Handbook does not repeat all of the provisions of the FMLA, its regulations, and all other applicable laws; consequently, provisions of the FMLA, its regulations and any other applicable law shall apply even though not set forth in this Handbook. If there is any contradiction with any policy in this Handbook and the FMLA law, the FMLA law shall control.