Harrell’s Employee Handbook, September 2023
LACTATION ACCOMMODATION Harrell’s will accommodate the needs of employees to breastfeed or express milk in the workplace. Employees will be provided with adequate facilities for breastfeeding and expressing milk for their children. Employees are encouraged to do so during break times whenever possible. MILITARY DUTY Employees are required to give advance notice of pending service unless giving such notice is prevented by military necessity. Employees should provide written or oral notice as far in advance as is reasonable under the circumstances if absence from work is due to Reserve or National Guard duty. If an employee is a normal non-mobilized drilling Reservist and National Guard Member, they do not have to take accrued vacation time while on military duty but may do so if desired. If called to active duty for more than 181 days, employees will be paid for a period of time not to exceed two weeks (80 hours). A regular employee on Reserve or National Guard duty called to active duty for more than 90 days will be paid the difference between the pay they would have received if scheduled to work at the regular rate of pay and the total amount of compensation received from the government. The differential pay will be for a period of up to two years over a running five-year period starting from the first day called to active duty. Employees have the right to know their rights under the Uniformed Services Employment and Reemployment Rights Act (USERRA). If a USERRA rights posted in the workplace cannot be found, employees may find them by visiting www.esgr.org. In the event an employee is called to active duty for any period, they should review the notice requirements for notifying Harrell’s of their intent to return to work . UNPAID LEAVE OF ABSENCE Harrell’s understands that its employees may, for various reasons, need unpaid leaves of absence. These reasons include but are not limited to medical or family needs, pregnancy, bereavement leave, jury duty, continuing education, parent/teacher conferences, preventing domestic violence, etc. Unpaid leaves of absence are not guaranteed for any employee and are granted at the sole discretion of Harrell’s . Requests for an unpaid leave of absence will be considered based on a combination of factors. By way of example only, factors that may be taken into consideration include but are not limited to the employee's length of service, performance, position, responsibility level, the reason for the request, whether other individuals are already out on leave, and the expected impact of the leave on Harrell’s. Leave requests must be submitted in writing and approved in writing by Harrell’s before the leave begins. Requests for extensions of leaves must also be submitted in writing and approved in writing before the extended period of a leave begins. The employee should make every effort to give as much advance written notice as possible regarding the length of the unpaid leave and the expected return-to-work date. Certain requests for leave for medical reasons may require a doctor’s certificate indicating the beginning date and expected length of such leave whenever possible. Updated certificates may be requested during the leave. Upon return from leave, the Company cannot guarantee that the employee's job position will be available. The employee is responsible for being available and reporting to work at the end of the approved leave. Employees who fail to report to work the day after the leave expires will be considered to have voluntarily resigned.
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