Our company recognizes that employees sometimes need time away from work for personal reasons. Under certain circumstances leaves of absence will be granted to employees for:
Federal Requirements: Employees who have been employed for at least 52 consecutive weeks and have worked a minimum of 1,250 hours during the previous 52 week period are entitled to up to 12 weeks of unpaid family or medical leave during a 12?month period. Spouses are entitled to up to twelve 12 weeks of leave in the aggregate, except for personal illness.
State of Wisconsin Requirements: Employees who have been employed for at least 52 consecutive weeks and have worked a minimum of 1,000 hours, but less than 1,250 hours during the previous 52 week period are entitled to up to 2 weeks of unpaid medical leave and 8 weeks of unpaid family leave during a 12-month period.
The Family/Medical Leave policy will be interpreted and applied in accordance with State and Federal laws governing family and medical leave.
Family leave may be taken for the birth of a child, or the placement of a child through adoption or foster care. Family leave must be taken within 12 months of the birth or placement. For employees who work less than 1,250 hours, family leave must begin within 16 weeks of the birth or placement of the child. Family leave is also available to employees who care for an employee's child, spouse or parent, if the child, spouse or parent has a serious health condition requiring inpatient care in a hospital, hospice or nursing home, or continuing treatment or supervision by a health care provider.
Employees who have been employed for at least 52 consecutive weeks and have worked a minimum of 1,000 hours, but less than 1,250 hours during the previous 52-week period, and on an annual period thereafter, can also use their 2 weeks of unpaid medical leave to care for a domestic partner or parent of a domestic partner with a serious health condition. "Domestic Partner" is defined as either (1) an individual who has filed a declaration of domestic partnership in the office of the register of deeds in the county in which the individual resides. It is a legal relationship which involve individuals who: (a) are 18 or older, (b) are not married, (c) are not related by blood, (d) share a common residence, and (e) are of the same sex, or (2) (a) are 18 or older, (b) are not married or in a domestic partnership with anyone else, (c) not related by blood, (d) share a common residence, (e) consider themselves to be members of each other's family, and (f) agree to be responsible for each other's basic living expenses.
Medical leave is available to an employee who is unable to perform his or her duties due to his or her own serious health condition that requires inpatient care in a hospital, hospice or nursing home, or continuing treatment or supervision by a health care provider.
Family and medical leaves may, under certain circumstances, be taken on an intermittent basis or a part-time basis. An employee requesting part-time or intermittent leave may be required to transfer temporarily to an alternative position which better accommodates his or her leave.
Notice: For any leave, an employee must provide his or her Manager with not less than thirty (30) days advance notice, if possible, before the date the leave is to begin. Employees should make a reasonable effort to give advance notice in a reasonable and practicable manner, and to schedule planned medical treatment so as to not unduly disrupt the operations of the company.
An employee who requests medical leave must provide certification from his or her health care provider of the following: The date on which the serious health condition commenced and the probable duration of the condition; the appropriate medical facts regarding the condition; Where appropriate, a statement that the employee is needed to care for a spouse, child or parent of the employee; Where appropriate, a statement that the employee is unable to perform the functions of his or her position due to a serious health condition; and Where appropriate, a statement of the medical necessity for part-time or intermittent leave.
An employee may be required to obtain, at the company's expense, an opinion from a second or third health care provider designated by the company. The company may also require periodic status reports from an employee on a family medical leave regarding his or her anticipated return from the leave.
If the second opinion differs from the opinion in the original certification, the company may require, at its expense, the employee to obtain the opinion of a third health care provider designated or approved jointly by the company and employee concerning the information certified. The opinion of the third health care provider shall be final and binding on both the company and the employee.
An employee may be permitted, and in some circumstances may be required, to substitute other accrued paid or unpaid leave for family or medical leave under this policy.
During a family or medical leave of absence, employees already covered under the company's group health insurance plan shall continue coverage on the same terms and conditions as existed prior to their leave. The company will continue to contribute its portion of the premium payment during the leave of absence, and the employee will be required to pay his or her portion of the monthly premiums as instructed by the company. If an employee fails to return from his or her leave, The company may seek reimbursement for premiums paid by The company during the leave.
In most cases, upon return from a family or medical leave, an employee will be returned to the position previously held, provided the job is available at the termination of the leave of absence. If an employee's previous position is not available, he or she will be returned to an equivalent position.
For those employees who have been employed for at least twelve 12 months and have worked a minimum of 1,250 hours during the previous 12 month period, they are also eligible for the following leave. All of the other requirements stated in the general FMLA policy above apply to this policy.
1. An eligible employee shall be entitled to a total of 12 workweeks of leave during any 12 month because of any qualifying exigency (as the Secretary of Labor shall describe) arising out of the fact that the spouse, son, daughter or parent of the employee is on "active duty" (or has been notified of an impending call or order to active duty) in the Armed Forces in support of a contingency operation. This leave may be taken intermittently or on a reduced leave schedule.
2. An eligible employee who is the spouse, son, daughter, parent or next of kin of a "covered service member" shall be entitled to a total of 26 workweeks during a 12 month period to care for the covered service member. The leave shall only be available during a single 12-month period. The combined leave total under paragraph 1 and paragraph 2 is 26 workweeks in a single 12-month period. Leave under this paragraph may be taken intermittently or on a reduced leave schedule when medically necessary.
3. For eligible spouses who are both employed with the Company, the aggregate number of workweeks of leave to which both the husband and wife may be entitled is 26 workweeks during a single 12-month period for a leave described in paragraph 1 and paragraph 2 above. If, however, the leave taken by both husband and wife arises out of a qualifying exigency, paragraph 1 only, then the aggregate number of workweeks of leave to which both the husband and wife is 12 workweeks during a 12-month period.
"Active Duty" means duty under a call or order to active duty by the military.
"Contingency Operation" means a military operation that is designated by the Secretary of Defense as an operation in which members of the armed forces are or may be involved in military actions, operations, or hostilities against an enemy of the United States or against an opposing military force; or results in the call or order to, or retention on, active duty of members of the uniformed services or under any other provisions of law during a war or during a national emergency declared by the President or Congress.
"Covered Service Member" means a member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness.
"Outpatient Status" means a covered service member assigned to a military medical treatment facility as an outpatient; or a unit established for the purpose of providing command and control of members of the Armed Forces receiving medical care as outpatients.
"Next of Kin" is defined as the nearest blood relative of that individual.
"Serious Injury or illness" means an injury or illness incurred by the member in line of duty on active duty in the Armed Forces that may render the member medically unfit to perform the duties of the member's office, grade, rank, or rating.
In any case where the necessity for leave is foreseeable, whether because the spouse, or a son, daughter, or parent, of the employee is on active duty, or because of notification of an impending call or order to active duty in support of a contingency operation, the employee shall provide notice to the Company as is reasonable and practicable.
An employee requesting leave under paragraph 1 is required to provide certification of the need for such leave in such time and manner as the employer requires at the time such leave is requested. The Family/Medical Leave policy will be interpreted and applied in accordance with State and Federal laws governing family and medical leave.
The following leave is policy is offered by Aldridge, Inc. It is not required by law.
After six months of employment, Aldridge, Inc. will grant up to six weeks of leave without pay for medical issues or other personal reasons, subject to the approval of the company president. Employees should request the leave in writing. While employees are on leave without pay they shall not be entitled to paid benefits or salary. Insurance benefits may be continued during the leave at the expense of the employee. Employees returning from personal leave are not guaranteed the same position, shift or work location, they had when leave was taken. Employees who do not accept the position offered on return from leave of absence will be considered to have voluntarily resigned from employment. Upon return from leave, the number of days of the leave will be added to your start date for purposes of seniority, vacation eligibility and performance review. Your continued absence beyond the stated period of leave will be deemed a voluntary termination of employment without further notice. In the event of such leave and subsequent need for FMLA leave, the amount of leave taken will be applied to your annual total FMLA eligibility.
Employees who are required to serve in any branch of the Armed Forces of the United States are given the necessary time off without pay.
Employees are allowed up to three consecutive days off from regularly scheduled duty in the event of the death of the employee's spouse, child, father, father-in-law, mother, mother-in-law, son-in-law, daughter-in-law, brother, sister, stepfather, stepmother, stepbrother, stepsister, stepson or stepdaughter, brother-in-law, sister-in-law, aunt, uncle, grandparent, grandchild or spouse's grandparent. The employee must submit the name of the deceased, date of death, city of death and the deceased's relationship to the employee. The employee generally must attend the funeral or memorial service of the deceased relative, and provide written evidence of such attendance (an obituary, a notice, announcement or program from funeral home or memorial service). Failure to provide the information and evidence of attendance, will be cause for the missed work days to be counted as absent.
Exceptions to the above will be on a case-by-case basis at the discretion of the company.
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