Microsoft Word - Auria Hourly Handbook December 2021 - FINA

provided the first visit to the health care provider occurs within 7 days of the first day of incapacity.

3. Incapacity due to pregnancy, birth of a child or for prenatal care.

4. Incapacity or treatment for a chronic condition that:  Requires periodic visits at least 2 times per year.  Continues over an extended period of time (including recurring episodes of a single underlying condition).  May cause episodic rather than a continuing period of incapacity.

5. Incapacity which is permanent or long term due to a condition for which treatment may not be effective.

6. Absence to receive multiple treatments by a health care provider or under orders or supervision of a health care provider.

The term ‘‘incapacity’’ means inability to work, attend school or perform other regular daily activities due to the serious health condition, treatment therefore, or recovery there from. “Serious health condition” includes any condition which gives rise to an absence from work that is covered by Company provided disability programs (for either occupational or non-occupational disabilities or diseases), provided such absence also satisfies 1, 2, 3, 4, 5 or 6 above. 5. Leave Entitlement An employee can take up to 12 weeks of leave in a 12-month period for all reasons and up to 26 weeks of leave to care for a covered service member. For leaves other than leave to care for a covered service member, the Company measures the 12-month period using the rolling method, i.e., each time an employee takes FMLA leave, the employee's remaining entitlement is the balance of the 12 weeks which has not been used during the immediately preceding 12 months. For leave to care for a covered service member, the Company measures the 12-month period beginning on the first day of leave and ending 12 months later. 6. Intermittent or Reduced Schedule Leave As part of an eligible employee’s leave for a serious health condition (either the employee’s own or that of a family member or covered service member), intermittent or reduced schedule leave may be taken if this is certified as medically necessary by a treating health care provider. Such leave may also be taken for a qualifying exigency. Leave taken following the birth or placement of a child or for the care of a child following birth or placement and not for a serious health condition cannot be taken intermittently or on a reduced leave schedule. However, intermittent or reduced schedule leave may be taken if certified as medically necessary if the mother has a serious health condition in connection with the birth of her child or if the child has a serious health condition. The Company will account for intermittent or reduced scheduled leave in increments of one hour, unless the amount of leave actually taken is less than one hour. Approval of intermittent or reduced schedule leave shall be at the discretion of Human Resources, consistent with this Policy and the FMLA. An employee requesting an intermittent or reduced schedule leave must attempt to schedule the leave so as not to disrupt the Company’s operations, and, for foreseeable leave based on planned medical treatment for the employee, a family member, or a covered service member, the Company may require the employee to transfer temporarily to an available alternative position with equivalent pay and benefits for which the employee is qualified and which better accommodates the employee's leave.

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