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5.5. Intermittent/Reduced Leave: Intermittent leave is a leave taken in separate blocks of <br />time. A reduced work schedule leave is a leave schedule that reduces an employee's usual <br />number of hours per workweek or hours per workday. Leave due to a Qualifying Exigency may <br />be taken intermittently or on a reduced work schedule. Employees may not take intermittent or <br />reduced leave for the birth or placement of a child. In the case of serious health conditions or <br />for the care of Covered Service members, leave may be taken intermittently or on a reduced <br />leave schedule when medically necessary. In such cases, the health care provider must submit <br />a declaration stating why the leave must be granted on an intermittent or reduced schedule <br />basis and the amount of time the leave on that basis will be needed. Employees are expected <br />to make a reasonable effort to schedule intermittent leave so as to not disrupt the operations of <br />the Company. If an employee requests intermittent or reduced leave for planned medical <br />treatment or recovery from a serious health condition, then the employee may be required to <br />transfer temporarily to a position with equivalent pay and benefits that better accommodates <br />recurring periods of leave. <br />5.6. Request for Leave: An employee giving notice of the need for FMLA leave must <br />complete the Company's required Request for Family or Medical Leave form available from the <br />Human Resources Representative and return it to the Human Resources Representative. The <br />completed request form must state the reason for the leave, the duration of the leave, and the <br />starting and anticipated ending dates of the leave. If an employee fails to explain the reasons <br />for the needed leave, the leave may be denied. <br />5.7. Notice for Leave: Where the need for FMLA leave is foreseeable based on an expected <br />birth, placement for adoption or foster care, planned medical treatment for a serious health <br />condition of the employee or a family member, or the planned medical treatment for a serious <br />injury or illness of a Covered Servicemember, an employee must provide notice to the Company <br />by submitting the Request for Family or Medical Leave form at least thirty (30) days before the <br />leave is to begin. If an employee's leave must begin within 30 days, the employee must give <br />written notice to the Human Resources Representative using the Request for Family or Medical <br />Leave form as soon as is practicable after the necessity for the leave becomes known to the <br />employee. An employee that fails to give the required 30 day advanced notice for foreseeable <br />leave may have their leave delayed until 30 days after the date the employee provides the <br />required notice. <br />Where the need for FMLA leave is not foreseeable the employee must provide notice as soon as <br />practicable under the facts and circumstances of the particular case, and in accordance with <br />the Company's customary notice requirements. Accordingly, even where the leave is <br />unforeseeable, the employee must still submit the Request for Family or Medical Leave form to <br />the Human Resources Representative absent unusual circumstances such as emergency <br />medical treatment. Notice may be provided by an employee's spokesperson (e.g. spouse, <br />adult family member, or other responsible party) if the employee is unable to do so personally. <br />5.8. Certification of Leave: In the case of medical conditions, the Company makes certain <br />reasonable inquiries to determine if the FMLA leave is because of a serious health condition, and <br />requests medical certification to support the need for such leave as outlined herein. The <br />Company also requests certification to support the need for Qualifying Exigency Leave, and for <br />Caregiver Leave. Where the employee requests Basic Leave, the Company may require a <br />second or third opinion, at its expense, to determine if the requested leave is FMLA-qualifying. <br />Recertification, if any, shall be at the employee's expense, and will be requested by the <br />Company in accordance with the FMLA, as amended. An employee has an obligation to <br />respond to an employer's questions designed to determine whether an absence is potentially <br />FMLA-qualifying. Failure to respond to the Company's inquiries regarding the leave request may <br />