Documents from a victim's services organization, member of the clergy, or medical professional from whom you or your family or household member sought assistance. A police, court, or military record. A death certificate, published obituary, or written verification of death, burial, or memorial services from a mortuary, funeral home, burial society, crematorium, religious institution, or government agency documenting that the victim was killed in a crime of violence. Other corroborating evidence. All information and documentation you provide in connection with your request for leave under this policy, including the fact that you requested and/or obtained leave, will be held in the strictest confidence—except to the extent you request or consent to any disclosure in writing or as otherwise required by law. Further, the Company specifically prohibits any discrimination, harassment, or retaliation against employees who request or take leave under this policy in good faith. Terms of Leave VESSA leave is unpaid. However, you may substitute any available PTO for leave taken under this policy. The substitution of paid leave does not extend the leave period, but runs concurrently with it. VESSA leave may run concurrently with other leaves as permitted by applicable law. During leave, you must provide periodic reports (at least every 30 days) about your status and any change in your plans to return to work. Interaction with the Family Bereavement Leave Act If you are entitled to leave under the Illinois Family Bereavement Leave Act (FBLA), you are not entitled to take additional leave for the purposes described in bullets 6, 7, and 8 that exceeds or is in addition to leave to which you are entitled under the FBLA. If you are not entitled to leave under the FBLA, leave taken for the purposes described in bullets 6, 7, and 8 will be deducted from, and is not in addition to, the total amount of leave time to which you are entitled. Leave taken for the purposes described in bullets 6, 7, and 8 or leave taken under the FBLA will not otherwise limit or diminish the total amount of leave time to which an employee is entitled. Restoration Upon return from leave, you will be restored to your previous position or to an equivalent position with equivalent employment benefits, pay, and other terms and conditions of employment. Maintenance of Benefits During an approved VESSA leave, the Company will maintain your health benefits as if you continue to be actively employed. If you choose not to return to work at the end of the leave period, you must reimburse the Company for the cost of any health benefit premiums paid to maintain your coverage during the leave, unless you cannot return to work because of continuation, reoccurrence, or onset of domestic violence, sexual violence, gender violence, or any other crime of violence or other circumstances beyond your control. Retaliation The CREA, LLC will not retaliate against employees who request or take leave in accordance with this policy.
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