FMLA and Medical Leave Policy - accesstps.com

1 fmla and Medical Leave Policy Associates who have the need to take a Personal Leave or family Medical Leave , will need to contact cigna Leave Solutions at 1-888-84 cigna or 1-888-842-4462 to begin the process. The PSC will continue to manage and administer any Bereavement and Jury Duty Leaves only. family Medical Leave Act ( fmla ) The family and Medical Leave Act ( fmla ) provides unpaid Leave for Associates who meet certain criteria including the following purposes: The birth of a son or daughter of the Associate and the care of such son or daughter; The placement of a son or daughter with the Associate for adoption or foster care; The care of spouse, son, daughter, or parent of the Associate who has a serious health condition; or, A serious health condition of the Associate that makes the Associate unable to perform the essential functions of his/her position.

2 To care for a family member who is a covered service member. A serious health condition is one in which an Associate is incapacitated and cannot perform his or her work for a certain period of time and which includes Medical care by a health care provider. Please consult with the Human Resources Benefits Manager to determine whether you have a serious health condition as defined by the fmla . To be eligible for family or Medical Leave , Associates must meet these requirements: Work at a location where there are least 50 Associates within 75 miles; and Worked at least 12 months for the Company; and, Worked at least 1,250 hours for the Company over the previous 12 months.

3 For the purposes of this Policy , a 12 month period will be defined as a rolling 12 month period or year. An Associate seeking Leave under fmla must complete the Leave of Absence Request form and receive approval from their manager at least 30 days in advance of the Leave time. If it is not practicable to provide 30 days advance notice, the Associate must contact cigna Leave Solutions at 1-888-842-4462 of the need for Leave the same day or the next business day after the need for Leave becomes known to the Associate. cigna will provide the Associate with a Medical certification form which must be completed by a healthcare provider.

4 The Medical certification form must be completed and returned to cigna Leave Solutions within 15 days after the request. Failure to do so may delay Leave . If the Medical certification form is not complete or is missing information, the Associate must contact cigna Leave Solutions at 1-888-842-4462 to request an extension. In order to accommodate any request for an intermittent or reduced hours Leave , Paradies may transfer the Associate to an alternative position. The Associate is expected to schedule intermittent Leave so as to not disrupt business operations. Re-certification may be required every 30 days.

5 During family care or Medical Leave , an Associate will continue to be covered by Paradies group health plans as if he or she were continuously employed and did not take the Leave . Associates must continue to pay their share of applicable premiums (for the Associate and any dependents) for their group health coverage during the Leave . If an Associate discontinues health or other coverage during the Leave , the coverage will be reinstated once the Associate returns to work in a position that is eligible for coverage. In this case, the Associate will not be required to satisfy any eligibility or benefit waiting period or the requirements of any pre-existing condition limitations to the extent that they had been satisfied prior to the start of such Leave of absence.

6 Associates who do not return to work following an approved Leave will be terminated after the first scheduled workday. Associates returning from such a Leave will be reinstated to their original or an equivalent position, and will receive pay and benefits equivalent to those received prior to the Leave . Jury Duty It is Paradies belief that we have a civic duty to participate in our communities. The Company will pay eligible Associates the difference between the fee received for serving and the amount of earnings lost for scheduled workdays missed due to jury duty. Record of jury duty should be turned into your General Manager so Payroll may compute the amount of lost earnings.

7 Full-time and part-time non-exempt Associates are eligible for jury duty pay immediate upon being classified as full-time or part-time. Full-time Associates will receive hours of pay less the fee for serving; part-time Associates will receive hours of pay less the fee for serving. Entitlement: An Associate called for jury duty will be provided an excused absence to perform this service and will receive time off with regular base pay for the length of the service. While on an excused absence for jury duty, all benefits shall remain in effect and the Associate will continue to accrue vacation and sick days.

8 Guidelines: If an Associate does not have to attend court, s/he is expected to report to work. If an Associate who works evenings is required to attend court during the day, individual arrangements with the direct supervisor can be made to facilitate the situation. Witness Duty If you are subpoenaed to appear as a witness, please notify your Manager immediately so we can plan to cover your work with as little disruption as possible. We do not ordinarily pay Associates who are subpoenaed to appear as witnesses for cases that are not related to Paradies business. An Associate with witness duty must provide his/her manager and Human Resources Benefits Manager with a copy of the subpoena.

9 Additionally the Associate must submit the time off to their manager using the Paradies online HR system. An Associate who is released from witness service before the end of their regularly scheduled workday is expected to report to work. Military Leave Associates serving in the Armed Forces or Reserves will be granted a temporary military Leave of absence in accordance with applicable State or Federal Laws, including those relating to reinstatement following military Leave . Military leaves of absence lasting less than 30 days are considered to be paid Leave . The Associate must be kept whole in terms of pay.

10 This requires that the Associate submit a copy of the military orders and payment receipts to the Human Resources Benefit Manager. Payroll will calculate the difference between the salary that was earned on active duty and what would have been earned if the Associate had been at work in Paradies Inc. Military leaves of absence greater than 30 days will be considered as unpaid Leave . Eligibility for re-employment at the end of military service must meet the following criteria: The service member held a civilian job with Paradies Inc. prior to the active military service The service member gave Paradies Inc.