Harrell’s Employee Handbook, September 2023
Certification of the Serious Health Condition of the Employee or Spouse, Child, or Employee’s Parent 1. The Company may ask for certification of the serious health condition. The employee must respond to such a request within 15 days of the request or provide a reasonable explanation for the delay. Failure to provide certification may result in a denial of continuation of leave. Medical certification may be provided by using the Medical Certification Form. Request for a medical certificate must be made in writing as part of the Company’s response to the employee’s request for leave. 2. Certification of the serious health condition shall include the date when the condition began, its expected duration, and a brief statement of treatment. For medical leave for the employee’s own medical condition, the certification must also include a statement that the employee is unable to perform work of any kind or a statement that the employee is unable to perform the essential functions of the employee’s position. For a family member who is seriously ill, the certification must include a statement that the patient, the family member, requires assistance and that the employee’s presence would be beneficial or desirable. 3. If the employee plans to take intermittent leave or work a reduced schedule, the certification must also include dates and the duration of treatment as well as a statement of medical necessity for taking intermittent leave or working a reduced schedule. 4. The Company has the right to ask for a second opinion if it has reason to doubt the certification. The Company will pay for the employee to get a certification from a second doctor, which the Company will select. If necessary, to resolve a conflict between the original certification and the second opinion, the Company will require the opinion of a third doctor. The Company and the employee will mutually select the third doctor, and the Company will pay for the opinion. This third opinion will be considered final. The employee will be provisionally entitled to leave and benefits under the FMLA pending the second and/or third opinion. Additional information regarding FMLA rights and obligations and Service Member leave benefits can be obtained from the nearest Department of Labor office, Wage and Hour Division, or by visiting their website at www.dol.gov.dol.esa. HOLIDAY PAY Harrell's currently offers the following paid holidays each year: • New Year's Day • Martin Luther King, Jr. Day • Good Friday • Memorial Day • Independence Day • Labor Day • Thanksgiving Day • Friday after Thanksgiving
• Christmas Eve • Christmas Day
ALL employees are eligible for holiday pay upon hire. Employees may not receive more than a typical day's wage for any holiday unless they worked that day. • Harrell’s, LLC employees are paid for eight (8) hours of Holiday Pay at their regular straight-time rate.
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