unforeseeable or changes for unforeseeable reasons.
To claim FLI benefits for leave taken to bond with a newborn or newly adopted or fostered child on an intermittent basis, provide your manager with at least 15 days' notice prior to beginning the intermittent family leave, unless the need for leave is due to an emergency or other unforeseen circumstance. You must make reasonable efforts to schedule the leave so as not to unduly disrupt the operations of the Company and, if possible, provide your manager, prior to the commencement of intermittent leave, with a regular schedule of the days or days of the week on which the intermittent leave will be taken. To claim FLI benefits for leave taken to care for a family member with a serious health condition on a continuous, non-intermittent basis, provide the Company with a reasonable amount of prior notice, unless the need for leave is due to an emergency or other unforeseen circumstance. To claim FLI benefits for leave taken to care for a family member with a serious health condition on an intermittent basis, provide the Company with at least 15 days' notice prior to beginning the intermittent family leave, unless the need for leave is due to an emergency or other unforeseen circumstance. The Company will not discriminate or retaliate against employees for requesting or obtaining FLI benefits. You are responsible for filing your claim for benefits with the New Jersey Department of Labor. Eligibility for benefits and the maximum weekly benefit are determined by the state of New Jersey. For information about FLI benefits, including eligibility requirements or to file a claim, visit the New Jersey Department of Labor and Workforce Development website (http://www.nj.gov/labor/). Jury Duty Leave CREA, LLC encourages employees to fulfill their civic duties related to jury duty. If you are summoned for jury duty, notify your manager as soon as possible to make scheduling arrangements. If you are summoned for jury duty, you will receive your normal rate of pay for a maximum of five days. You may opt to use PTO in place of unpaid leave if your jury duty service extends beyond five days. The Company reserves the right to require employees to provide proof of jury duty service to the extent authorized by law. The Company will not retaliate against employees who request or take leave in accordance with this policy. New Jersey SAFE Act Leave In accordance with the New Jersey Security and Financial Empowerment Act (NJ SAFE Act), CREA, LLC provides up to 20 days of unpaid leave to employees who are victims of domestic violence or sexual assault, or whose family member is a victim.
Eligibility
To be eligible, you must have worked at least 1,000 hours during the immediately preceding 12-month period.
Use of Leave
You may use leave under the NJ SAFE Act for the purpose of engaging in any of the following activities as they relate to an incident of domestic violence or a sexually violent offense: Seeking medical attention for, or recovering from, physical or psychological injuries caused by domestic or sexual violence to you or your family member. Obtaining services from a victim services organization for yourself or your family member. Obtaining psychological or other counseling for yourself or your family member. Participating in safety planning, temporarily or permanently relocating, or taking other actions to increase the safety from future domestic violence or sexual violence or to ensure the economic security of yourself or your family member.
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