Return to Work
In advance of your scheduled return date, Human Resources will arrange for you to resume your previous position, if available. However, the Company's need to fill a position may override the ability to hold a position open until your return. Therefore, we cannot assure our ability to reinstate you to any position after your leave. The Company retains the discretion to determine the similarity of any available positions and your qualifications. If we are unable to reinstate you or you refuse the offer of reinstatement to a different position, your leave status will be changed to a voluntary termination.
Failure to Return from Leave
If you fail to return to work after an unpaid leave of absence, you will be considered to have resigned your employment.
Alternative Employment
While on an unpaid leave of absence, you may not work or be gainfully employed either for yourself or others unless express, written permission to perform such outside work has been granted by the Company. If you are on a leave of absence and are found to be working elsewhere without permission, you will be subject to disciplinary action up to and including termination. 3.11 Military Leave (USERRA) CREA, LLC complies with applicable federal and state law regarding military leave and re-employment rights. Unpaid military leave of absence will be granted to members of the uniformed services in accordance with the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA; with amendments) and all applicable state law. You must submit documentation of the need for leave to Human Resources. When returning from military leave of absence, you will be reinstated to your previous position or a similar position, in accordance with state and federal law. You must notify your manager of your intent to return to employment based on requirements of the law. For more information regarding status, compensation, benefits, and reinstatement upon return from military leave, contact Human Resources. 3.12 Employment Classifications Exempt Employees: If you are classified as exempt at the time of your hiring, you are not eligible for overtime pay as otherwise required by federal, state, or local laws. If you have a question regarding whether you are exempt or nonexempt, contact your manager for clarification. Nonexempt Employees: If you are classified as nonexempt at the time of your hiring, you will be eligible for minimum wage and overtime pay in accordance with federal, state, and local laws. If you have a question regarding whether you are exempt or nonexempt, contact your manager for clarification. Regular Full-Time Employees: Regular full-time employees are those who have completed their introductory period and are regularly scheduled to work 40 or more hours per week. Unless stated otherwise or specifically permitted by law, all the benefits provided to employees at CREA, LLC are for regular full-time employees only. This includes health insurance and other benefits coverage. Regular Part-Time Employees: All employees who work fewer than 30 hours per week are considered part-time. Part-time employees are not eligible for CREA, LLC benefits unless specified otherwise in the benefit plan summaries or specifically permitted by law. Part-time employees may occasionally be required to work full-time hours because of business needs. These occasions will not alter the employee's part-time status unless management determines that the requirements of the position warrant converting the position to full-time status. If management makes that determination, the employee will be notified that their employment status is changed from part-time to full-time. Temporary/Seasonal Employees: Temporary/Seasonal employees are hired for a specific period or specific work project. CREA, LLC reserves the right to extend the duration of temporary employment where necessary. Temporary employees are not eligible for benefits unless specified otherwise in the benefit plan summaries or specifically permitted by law.
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