time. The Company expects that a terminating employee will work the entire time designated by their notice, without utilizing any PTO days. Floating Holiday All full-time, regular employees receive one floating holiday per year in addition to CREA's regular paid holidays. The floating holiday may be used for any day (for example: religious or cultural holidays, employee birthdays, or other state or federal holidays) during which CREA remains open. The floating holiday is available at the beginning of each calendar year for all current employees. A new employee hired before the end of the first half of the calendar year will receive one floating holiday upon hire; a new employee hired during the second half of the calendar year will receive a half-day floating holiday (4 hours) upon hire. Employees do not need to specify the event for which they are requesting to use a floating holiday. The request must be scheduled and approved in advance by the employee's manager. Floating holidays will not be carried over to the next calendar year, nor may they be cashed out if not taken or In accordance with the Family and Medical Leave Act of 1993 (FMLA), CREA, LLC provides up to 12 or 26 weeks of unpaid, job-protected leave in a 12-month period to covered employees in certain circumstances. Eligibility To qualify for FMLA leave, you must: Have worked for the Company for at least 12 months, although that time need not be consecutive; Have worked at least 1,250 hours in the last 12 months; and Be employed at a worksite that has 50 or more employees within 75 miles. Reasons for Leave You may take up to 12 weeks of unpaid FMLA leave in a 12-month period, which is the 12-month period, for any of the following reasons: The birth of a child and to care for that child (leave must be completed within one year of the child’s birth); The adoption or foster care placement of a child with you and in order to care for the newly placed child (leave must be completed within one year of the child’s placement); To care for a spouse, child, or parent with a serious health condition; To care for your own serious health condition that makes you unable to perform the essential functions of your position; or A qualifying exigency of a spouse, child, or parent who is a military member on covered active duty or called to covered active duty status (or has been notified of an impending call or order to covered active duty). You may take up to 26 weeks of unpaid FMLA leave in a single 12-month period, beginning on the first day that you take FMLA leave, to care for a spouse, child, parent, or next of kin who is a covered service member and who has a serious injury or illness related to active duty service. As used in this policy: Spouse means a husband or wife as recognized under state law for the purposes of marriage in the state or other territory or country where the marriage took place. paid upon termination of employment. 3.7 Family and Medical Leave (FMLA)
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