6.4 Pregnancy-Disability Leave Employees who are disabled due to pregnancy, childbirth, or a related medical condition may request an unpaid leave of absence. Such leave will be granted for the period of disability. Time off may be requested for prenatal care, severe morning sickness, doctor-ordered bed rest, childbirth, and recovery from childbirth. Leave provided for pregnancy disability is treated separately from leaves required by the state family and medical leave law. However, the first 12 workweeks of pregnancy disability leave will be treated concurrently as leave pursuant to the federal Family and Medical Leave Act ("FMLA") for all eligible employees. Employees who wish to take a pregnancy disability leave must notify the human resource department of the date the leave is expected to commence and the estimated duration of the leave. Notice should be given as indicated above. The employee must also provide a medical certification of disability to the Company. Failure to provide the required medical certification to the Company in a timely manner will result in the delay or denial of leave. Before returning to work, the employee must provide a medical certification that states they are able to resume their original job duties. Appropriate forms may be obtained from the human resource department. Employees who return to work immediately following the expiration of an approved pregnancy disability leave will generally be reemployed in their former position or a comparable job, as required by law. Employees who are affected by pregnancy may also be eligible to transfer to a less strenuous
Holiday pay is given to qualifying employees with an average of 37.5 credited hours and who have completed 90 days of continuous service before the holiday. The employee is also required to work their last scheduled shift before and their first scheduled shift after the holiday. The exceptions to this policy include • Scheduled paid vacation, unpaid personal time, and bonus days. • Jury Duty; as required by state and federal law. • Funeral days: up to three days for immediate family.
• Military Leave. • FMLA (SCFM).
• Planned shutdown; up to 2 weeks. • Short term layoff; up to 2 weeks. • Sent Home (SCSH). • Management Approval.
The following criteria are used in determining holiday pay
• One day of holiday pay will be equal to 8 hours of pay at the employee’s regular straight-time rate at the time such holiday occurs. • If a recognized holiday falls on a Saturday, the preceding Friday will be observed. If a recognized holiday falls on a Sunday, the following Monday will be observed. • If a recognized holiday falls during an eligible employee’s paid time off, holiday pay will supersede paid time off. • Paid time off for holidays will be counted as hours worked for the purpose of determining overtime pay. • The definition of a scheduled shift is the operational hours scheduled for the employee’s department.
or hazardous position or duties, provided certain prerequisites are met. Reasonable
accommodation may be requested with the advice of the employee's health care provider. In addition, lactation accommodation is also available upon request. For more information on pregnancy disability leave or transfer and its effect on the terms, conditions or benefits of employment, please contact the human resource department.
*Eligibility requirements: Midwest Fastener Corp full-time employee and at least 90 days of continuous service (including status as a temporary employee with staffing agency).
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800-444-7313 •
800-388-9798 •
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