LEAVE
Initiate leave through Unum 866-779-1054 www.unum.com
81 No policy should be construed to confer any express or implied contractual relationship or rights to any Team Member. The Company reserves the right to modify any policy as necessary, in its sole discretion, to the extent permitted by law. Violation of any Company policies or procedures can result in disciplinary action up to and including termination of employment. If you have any questions about this handbook or Company policies, please feel free to discuss with your Manager or HR. • A Team Member may take a total of 12 work weeks of unpaid leave for the reasons specified above during a rolling 12-month period measured backward from the date a Team Member uses any FMLA leave. In addition to the information on the Notice following this Policy (identified as Team Member Rights and Responsibilities), the following information is provided to explain the Team Member’s rights and obligations when requesting a family or medical leave: A . Eligibility for Leave and Amount of Leave • To be eligible for leave under this Policy, a Team Member must have been employed for a total of twelve (12) months, must have worked at least 1,250 hours during a rolling 12-month period preceding the commencement of the leave, and must work at a facility with 50 or more Team Members within a 75- mile radius of this worksite. • An eligible Team Member may take FMLA leave for up to 12 weeks of unpaid leave for one or more of the following reasons: (1) the birth of the Team Member’s child; (2) placement of a child with the • Team Member for adoption or foster care; (3) to care for the Team Member’s child, spouse, or parent who has a serious health condition; (4) the Team Member’s own serious health condition that makes the Team Member unable to perform the functions of their job, or (5) because of a qualifying exigency arising out of the fact that the Team Member’s spouse, child, or parent is a Member of the National Guard or Reserves who has been deployed to a foreign country under a call or order to active duty (or has been notified of an impending call or order to active duty) or is a Member of the regular Armed Forces who has been deployed to a foreign country Bereavement Leave Full-time Team Members, regardless of tenure, are eligible to receive up to three (3) days of paid bereavement leave in the event they miss regularly scheduled work days due to the death or funeral of a member of the Team Member’s immediate family. Team Members’ immediate family includes a spouse/domestic partner, children/stepchildren, in-laws, parents/stepparents, grandparents/step grandparents, grandchildren/step grandchildren, brothers/stepbrothers, sisters/stepsisters, or any other relative residing in your household. A Team Member who is notified of a death in his or her immediate family while at work will be released for the remainder of the scheduled hours that day. Bereavement Leave will not commence until the next regularly scheduled workday that is lost. All time off in connection with the death of one of the above-listed individuals should be scheduled with your Manager. Bereavement pay will be calculated the same as PTO pay. To document the absence, you may be asked to provide the obituary notice, or any other document showing the date of death. The Federal Family and Medical Leave Act (FMLA) The Family and Medical Leave Act of 1993 (“FMLA”) provides unpaid, job-protected leave to eligible Team Members for certain family and medical reasons, without loss of health insurance benefits, provided Team Members’ premiums are paid while out on leave. The existence of this Policy shall not alter or expand the statutory requirements of the FMLA, and application of this Policy is correspondingly limited to those employers and Team Members who are protected based on the provisions of the FMLA.
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