If you do not return to employment at the end of a leave for reasons other than serious illness, you must reimburse the Company for the value of any compensation paid to or on behalf of you during the leave. Payments of accrued sick leave or vacation need not be reimbursed.
Abuse of Leave
If you are found to have provided a false reason for a leave, you will be subject to disciplinary action up to and including termination.
Retaliation
The Company will not retaliate against employees who request or take leave in accordance with this policy. 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. Legislative Leave CREA, LLC will provide an unpaid temporary or partial leave of absence to full-time employees who are elected to the General Assembly in order to perform any official duty in connection with their elected office. If you intend to seek election to the General Assembly and invoke your right to a leave of absence (if elected), you must provide written notice of those intentions to the Company within 10 days after filing the primary election nominating petition to have your name placed on a primary or general election ballot. Failure to provide proper notice will result in the loss of your entitlement to leave. While on leave, you will not lose your job status, seniority, or your right to participate in insurance and other employment benefits. If providing leave would cause an unreasonable hardship for the Company, the Company may make an appeal for relief to the chair of the Vermont Labor Relations Board. After the appeal is filed, a proceeding will be held to determine whether or not leave must be granted. The decision, which is final, will be made within 30 days of receipt of the notice of appeal and is binding on you and the Company. The Company will not retaliate or discriminate against employees who request or obtain leave in accordance with this policy. Paid Sick Leave (Accrual Method) CREA, LLC provides paid sick leave to eligible employees in accordance with Vermont's Earned Sick Time Law.
Eligibility
Generally, most employees whose primary place of employment is Vermont, who are at least 18 years of age, and who work an average of at least 18 hours per week are eligible for sick leave. Speak with your manager to learn if you are eligible.
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