Harrell's Employee Handbook

Harrell’s Employee Handbook, September 2023

3. The employee must work in an office or work site where the Company employs 50 or more employees within 75 miles of that office or work site. The distance will be calculated using available transportation by the most direct route. Reasons for Family Medical Leave To qualify as FMLA leave under this policy, the employee must be taking leave for one of the reasons listed below: 1. The birth of a child and caring for that child. 2. The placement of a child for adoption or foster care with the employee and to care for the newly placed child. 3. To care for a spouse, child, or parent with a serious health condition. 4. The serious health condition (described below) of the employee. • An employee may take leave because of a serious health condition that makes the employee unable to perform the functions of the employee’s position. • A serious health condition is defined as a condition that requires inpatient care at a hospital, hospice, or residential medical care facility, including any period of incapacity or any subsequent treatment in connection with such inpatient care or a condition that requires continuing care by a licensed health care provider. • This policy covers illnesses of a serious and long-term nature, resulting in recurring or lengthy absences. Generally, a chronic or long-term health condition, if left untreated, would result in a period of incapacity of more than three days and would be considered a serious health condition. • Employees with questions about what illnesses are covered under this FMLA policy or under the Company’s sick leave policy are encouraged to consult with the Human Resources Department. • The Company may require an employee to provide a doctor’s certification of the serious health condition. The certification process is outlined in section VII of this policy. • If an employee takes paid sick leave for a condition that progresses into a serious health condition and the employee requests unpaid leave as provided under this policy, the Company may designate all or some portion of related leave taken as leave under this policy to the extent that the earlier leave meets the necessary qualifications. 5. A covered family member’s active duty or call to active duty in the Armed Forces. • An employee whose spouse, son, daughter, or parent either has been notified of an impending call or order to active military duty or who is already on active duty may take up to 12 weeks of leave for reasons related to or affected by the family member’s call-up or service. Reasons related to the call-up or service include helping the family member prepare for the departure or caring for the service member’s children. The leave may commence as soon as the individual receives the call-up notice. (Son or daughter for this type of FMLA leave is defined the same as for child for other types of FMLA leave, except that the person does not have to be a minor.) This type of leave would be counted toward the employee’s 12-week maximum of FMLA leave in a 12-month period. • Employees requesting this type of FMLA leave must provide proof of the qualifying family member’s call-up or active military service before the leave is granted. 6. To care for an injured or ill service member . • This leave may extend to up to 26 weeks in a 12-month period for an employee whose spouse, son, daughter, parent, or next-of-kin is injured or recovering from an injury suffered while on active military duty and who is unable to perform the duties of the service member’s office, grade, rank, or rating. Next-of-kin is defined as the closest blood relative of the injured or

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