Laserfiche WebLink
active duty or call to active duty status in support of a contingency operation as a <br />member of the regular Armed Forces is not eligible to take leave because of a qualifying <br />exigency. <br />Cl Caregiver Leave: Eligible Employees will be granted a total of up to 26 weeks of <br />unpaid leave to care for a Covered Servicemember. An employee requesting this type <br />of leave must provide the Certification of Serious Injury or Illness of the Covered <br />Servicemember - For Military Family Leave (DOL Form WH -385). This certification is not <br />tied to a serious health condition as for other types of leave. In order to take leave to <br />care for a Covered Servicemember, the Eligible Employee must be the spouse, son, <br />daughter, parent, or Next of Kin of the Covered Servicemember, <br />5.3. Limitations on Leave Period: As specified in paragraph 2 above, an Eligible Employee is <br />entitled to take up to 12 weeks of unpaid Basic Leave or unpaid Qualifying Exigency Leave, or <br />up to twenty-six (26) weeks of unpaid Caregiver Leave, in any 12 -month period. Eligible <br />employees taking time off to care for a Covered Servicemember are limited to a combined <br />total FMLA leave of twenty-six (26) weeks. The 12 -month period for Basic Leave and Qualifying <br />Exigency Leave shall be measured for all employees based on a 12 -month period measured <br />backward from the date an employee uses any family or medical leave. The 12 -month period <br />for Caregiver Leave shall be measured for all employees beginning on the first day of such leave <br />forward. <br />Entitlement to leave for the birth or placement of a child for adoption or foster care will expire 12 <br />months from the date of birth or placement. The leave is without pay, pursuant to the conditions <br />set out in this policy. <br />Employee leaves of absences ("LOA") run simultaneously. For example, an employee may incur <br />a non -work related illness or a work-related illness or injury that also causes a "serious health <br />condition" making the employee unable to perform the functions of his/her position within the <br />meaning of the FMLA. In such circumstances, any short-term disability LOA or workers' <br />compensation LOA will also count against the employee's twelve (12) week FMLA Basic Leave <br />entitlement. <br />If a husband and wife both work for the Company, the Company will limit the aggregate leave <br />taken by both employees to a total of 12 weeks during the 12 -month leave period if the leave is <br />taken for the birth of employee's own child or placement of a child for adoption or foster care, <br />or to care for the employee's parent with a serious health condition. If the leave is for the care <br />of a Covered Servicemember, the Company will limit the aggregate leave taken by both <br />employees to a total of twenty-six (26) weeks during the twelve (12) month leave period. <br />However, if the leave is taken by either spouse to care for the other who is seriously ill and unable <br />to work; to care for a child with a serious health condition; or for his/her own serious illness, then <br />each employee is eligible for 12 weeks of leave. <br />5.4. Paid/Unpaid leave: For all family and medical leave requested the employee is <br />required to use all of his/her accrued leave time including vacation leave and sick leave. The <br />remainder of the leave will then consist of unpaid leave. The employee must satisfy all <br />procedural requirements of the Company's paid leave policies. Paid time off must also be used <br />to cover any elimination period or to supplement any monies received under a disability plan <br />or insurance policy or any other benefit plan or insurance policy (such as workers' <br />compensation) that may apply to the employee's FMLA leave, so long as the supplementation is <br />permitted by the terms of the particular benefit plan or insurance policy. <br />17 <br />