You must provide at least 14 days' notice prior to taking the leave if the leave is taken due to a call to active duty. At least two days' notice must be provided if the leave is taken due to an injury, wound, or hospitalization. If the covered family member's situation is critical or life threatening, no notice is required. You may take leave no more than two weeks prior to, or one week after, the covered family member's deployment date. You may be required to provide certification from the appropriate military authority to verify that the above leave eligibility criteria is satisfied. The Company will continue to provide benefits while you are on leave under this policy. You will be responsible for the same proportion of the cost of the benefits as you regularly pay when not on leave. Leave under this policy is unpaid; however, exempt employees may receive pay for partial day absences, as required by applicable law. Upon return from leave, you will be restored to the position you held prior to taking the leave or a position with equivalent seniority, benefits, pay, and other terms and conditions of employment. The Company will not retaliate against employees who request or take leave in accordance with this policy. Voting Leave If your work schedule prevents you from voting on Election Day, CREA, LLC will allow you a reasonable time off to vote. The time when you can go to vote will be at the discretion of your manager, consistent with applicable legal requirements. Wage and Hour Policies Accommodations for Nursing Mothers CREA, LLC will provide nursing mothers reasonable break time to express milk for their infant child for up to one year following the child's birth. The break time must, if possible, run concurrently with any break time already provided. If you are nonexempt, record the start and end time for any time taken that does not run concurrently with normally scheduled rest periods. Break time may be unpaid as permissible under applicable law. You must make reasonable efforts not to disrupt Company operations. You are encouraged to discuss the length and frequency of these breaks with your manager. The Company will not discriminate or retaliate against employees who express breast milk in the workplace in accordance with this policy. Meal and Rest Periods CREA, LLC strives to provide a safe and healthy work environment and complies with all federal and state regulations regarding meal and rest periods. Check with your manager regarding procedures and schedules for rest and meal breaks. The Company requests that employees accurately observe and record meal and rest periods. If you know in advance that you may not be able to take your scheduled break or meal period, let your manager know; in addition, notify your manager as soon as possible if you were unable to or prohibited from taking a meal or rest period. Overtime If you are nonexempt, you may qualify for overtime pay. All overtime must be approved in advance, in writing, by your manager. At certain times CREA, LLC may require you to work overtime. We will attempt to give as much notice as possible in this instance. However, advance notice may not always be possible. Failure to work overtime when requested or working unauthorized overtime may result in discipline, up to and including discharge.
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