LEAVE
83 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. • Where the Team Member’s need for leave due to the serious health condition of the Team Member or the Team Member’s covered family member lasts beyond a • When scheduling planned medical treatment, the Team Member must consult with the Company in advance to ensure that the Company’s operations are not unduly disrupted by the Team Member’s absence(s). • Team Members should understand that, for any absences, whether covered by the FMLA or not, it is imperative to follow the Company’s usual and customary internal notice and procedural requirements for requesting leave, as outlined in the Company’s Team Member Handbook. If a Team Member fails to comply with the Company’s internal notice and procedural requirements and no unusual circumstances justify such failure, FMLA-protected leave may be delayed or denied. C . Certification and Recertification of Leave • The Company requires that a Team Member provide a complete and sufficient certification of a serious health condition of the Team Member or the Team Member’s family member, of a qualifying exigency, or of the need to care for a covered service Member with a serious injury or illness. Certification forms are available from the Company’s Human Resources Department. The Team Member must submit the completed certification form to the Company within fifteen (15) calendar days, unless it is not practicable to do so under the particular circumstances. Failure to provide such certification may result in the delay or denial of FMLA leave. • If the Company has reason to doubt the validity of a medical certification, the Company, at its own expense, may require a second medical opinion from a physician it chooses. If the first and second opinions differ, the Company, at its own expense, may require the opinion of a third health care provider that is approved jointly by the Company and the Team Member. The third opinion will be considered final and binding. B . Request for and Designation of Leave • To request FMLA leave, the Team Member must submit a written request through UNUM and notify the Human Resources Manager. When the need for FMLA leave is foreseeable, the Team Member must provide notice and submit the written request form at least thirty (30) calendar days in advance of the effective date of the leave. If 30 days’ notice is not practicable (such as if the Team Member is uncertain as to when the leave will begin or in the case of a medical emergency), the Team Member must provide notice as soon as practicable. • If the need for leave is not foreseeable or in the case of a qualifying exigency, the Team Member must give the Company notice of the need for FMLA leave as soon as practicable under the particular circumstances. • A Team Member must provide notice sufficient for the Company to determine that the leave is for an FMLA- qualifying event. In the case of unforeseeable leave, calling in “sick” without providing any additional information, is not sufficient. When a Team Member seeks FMLA leave for a qualifying reason for which the Company previously has granted FMLA-protected leave, the Team Member must specifically reference the qualifying reason for leave or the need for FMLA leave. If the Team Member fails to provide the Company the reason for leave, leave may be denied. • The Team Member will be notified within five (5) business days of their request for FMLA leave whether the Team Member is eligible for FMLA leave, absent extenuating circumstances. At that time, Team Members will be provided written notice of their rights and responsibilities and the consequences for failure to meet these obligations. When the Company has sufficient information to determine whether the leave is for an FMLA- qualifying event, the Team Member will be notified within five (5) business days whether the leave will be designated and counted as FMLA leave, absent extenuating circumstances.
Made with FlippingBook flipbook maker