Retaliation The Company will not retaliate against employees who request or take leave in accordance with this policy. Required Notice The Company is required to provide you with a copy of the Your Employee Rights Under the Family and Medical Leave Act notice, which is located in SharePoint under Employee Resources on the Human Resource page. 3.8 Parental, Maternity, and Adoption Leave Eligibility: Regular, full-time employees Parental Leave Parental leave under this policy is paid leave for purposes of bonding with a child and/or providing care for a newly born child. Both male and female employees are eligible for parental leave after the employee has satisfied the new hire 90-day introductory period. The amount of paid days available depends on years of service. The paid leave is compensated at the following levels: Effective first day of the month after hire date: 100% of (current) base salary for four (4) weeks Reduced schedule upon return to work: Eligible for 4-day work schedule for first 4 weeks upon return from leave. Employee is compensated for 5 days. Paid parental leave is in addition to paid maternity leave. In addition, employees receiving parental leave benefits are also eligible for a reduced work schedule upon their initial return to work. Employee may work 4 days a week for the first four weeks after returning from leave. Employee will receive 100% of their base salary for the reduced workweek. Paid parental leave runs concurrently with any FMLA leave and may be taken in weekly increments. Maternity Leave Maternity leave under this policy is a paid medical leave for women with pregnancy-related medical conditions and for new mothers to recover from childbirth of a female employee's own child. Maternity pay will be provided to the employee at a rate of 100% of current base salary, for two weeks. Effective first day of the month after hire date: 100% of (current) base salary for two (2) weeks) If the employee has enrolled in and is eligible to receive voluntary short term disability benefits through CREA's group disability provider, Mutual of Omaha, for up to 6 or 8 weeks (including a one-week waiting period), CREA's paid maternity leave will begin on the day following the end of short-term disability benefits. After the employee has been compensated for two weeks of pay by CREA's maternity policy, the employee will then receive parental leave benefits as outlined above. If the employee has not enrolled in or is not eligible to receive short-term disability benefits, paid maternity leave will be effective on day one of the leave after a one-week waiting period, followed by parental leave and the reduced return to work schedule. Paid maternity leave runs concurrently with any FMLA leave. Paid maternity leave must be taken in a single block of time and cannot be split up. Adoption Leave Adoption leave under this policy is paid leave for purposes of covering absences from work related to the employee's adoption of a child, including:
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