EMPLOYMENT & WORKPLACE POLICIES
3.14 LEAVE OF ABSENCE POLICIES It is our policy to provide leaves of absence in compliance with federal and state laws, while also supporting company-specific needs and operational requirements. All leave requests must be submitted in writing to the employee’s supervisor and Human Resources as soon as practicable. Documentation may be required to support the request.
Eligible employees may take up to 12 weeks of unpaid, job-protected leave in a 12-month period under FMLA for: The birth, adoption, or foster of a child, To care for a spouse, child, or parent with a serious health condition, For the employee’s own serious health condition, Certain military family needs. Employees may also be eligible for up to 26 weeks of leave in a 12-month period to care for a covered servicemember with a serious injury or illness. During approved FMLA leave, group health insurance will be maintained on the same terms as if the employee had continued working. Employees are entitled to reinstatement to the same or an equivalent position at the end of FMLA leave, subject to limited exceptions under the law. Eligibility: Employees must have worked for TBA at least 12 months and 1,250 hours in the prior year. Employees must provide notice of the need for leave as soon as practicable. Certification of the need for leave may be required. 3.16 BEREAVMENT LEAVE Full-time employees may take up to two (2) paid days off for the death of a close relative (spouse, partner, child, parent, or sibling). Paid bereavement leave applies only to scheduled workdays. 3.15 FAMILY MEDICAL LEAVE ACT (FMLA)
3.17 DOMESTIC VIOLENCE LEAVE Employees who have worked for TBA at least three (3) months may take up to three (3) days of unpaid leave in a 12-month period if the employee or a family/household member is the victim of domestic violence. Leave may be used to seek legal, medical, counseling, or housing assistance. 3.18 PERSONAL LEAVE At its discretion, TBA may grant a personal leave of absence of up to 30 days. Personal leave is unpaid and does not guarantee reinstatement. Benefits may be continued if the employee pays their portion of premiums. 3.19 JURY DUTY LEAVE Employees will be provided time off for jury duty service as required by law. Employees are expected to report to work for any portion of the day they are excused by the court. 3.20 MILITARY LEAVE Employees called to active duty or required to attend training with the National Guard or Reserves are entitled to unpaid military leave in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA) and applicable
state law. Employees will be reinstated to employment as required by law following completion of military service.
TAMPA BRASS AND ALUMINUM CORP | PAGE 16
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