Family Leave In accordance with the Vermont Parental and Family Leave Act (PFLA), CREA, LLC will provide eligible employees up to a total of 12 weeks of parental and/or family leave in a 12-month period.
Eligibility
To be eligible for family leave under the PFLA, you must:
Have been continuously employed with the Company for at least one year; and Work at least 30 hours per week on average.
Leave Entitlement
You may take up to 12 weeks of family leave in a 12-month period for:
Your own serious illness; or
The serious illness of your child, stepchild (including the child of a civil union partner), or ward who lives with you, foster child, parent, spouse, civil union partner, or parent-in-law (including the parent-in-law of a civil union partner). Serious illness means an accident, disease, or physical or mental condition that poses imminent danger of death, requires inpatient care in a hospital, or requires continuing in-home care under the direction of a physician. The total amount of leave, for any reason or combination of reasons, under the PFLA is 12 weeks per leave year.
Interaction with Other Leave
If applicable, family leave under the PFLA will run concurrently with Family and Medical Leave Act (FMLA) leave.
Leave Requests
You must provide 30 days advance notice of your intention to take leave under this policy. The notice must include the date the leave is expected to begin and the estimated duration of the leave. Reasonable notice must be provided if you need to extend the length of a leave.
Compensation
Family leave is unpaid. However, you may elect to use up to six weeks of accrued sick leave, vacation, or other accrued paid leave during family leave.
Continuation of Benefits
Your employment benefits during the leave will be continued at the same level and under the same conditions that coverage would have been provided had your employment continued. You will be required to continue to pay your portion of the cost of benefits during the leave.
Return from Leave
Upon return from leave, you will be restored to your prior position or to a comparable position at the same level of compensation, benefits, seniority, and other terms and conditions of employment. However, reinstatement may be denied if: During the leave your job would have been terminated or you would have been laid off for reasons unrelated to the leave; or You performed unique services for the Company and hiring a permanent replacement during the leave was the only viable alternative to prevent substantial and grievous economic injury to operations. In such cases, the Company will provide you reasonable notice of the intent to replace you.
Made with FlippingBook Digital Publishing Software