Microsoft Word - Auria Hourly Handbook December 2021 - FINA

7. Notice Requirements An employee desiring FMLA leave shall make written application to Human Resources on the prescribed form available from that office, unless this is impossible due to an emergency. Employees generally are expected to give at least 30 days advance notice of intent to take a foreseeable FMLA leave, such as in the case of a planned medical treatment. Where 30 days advance notice is not possible, the employee must give as much notice as soon as practicable. In general, when an employee becomes aware of a need for FMLA leave less than 30 days in advance, it should be practicable for the employee to provide notice of the need for leave either the same day or the next business day. If the need for a leave is not foreseeable, an employee must provide notice to the employer as soon as practicable under the facts and circumstances of the particular case. It generally should be practicable for the employee to provide notice of leave that is unforeseeable within the time prescribed by the Company’s usual and customary call-in procedure for unscheduled absences. When giving notice, the employee must provide sufficient information for the Company to determine whether the leave qualifies for FMLA protection, plus the timing and duration of leave. If absence is due to a reason for which FMLA leave was previously taken or certified, the employee must inform the Company of that when requesting additional leave. Failure to give timely and sufficient notice may cause the leave to be delayed. An employee who is absent without approved leave may be disciplined, up to and including termination of employment. Subject to the health care provider's approval, employees who request leave for planned medical treatments must make a reasonable effort to schedule treatment so as not to disrupt the Company's operations. All approvals of any leave of absence shall be at the discretion of Human Resources. 8. Certification An employee's request for leave (including intermittent leave) due to a serious health condition must be supported by a timely certification issued by a health care provider. When the leave is foreseeable and at least 30 days notice has been provided, the employee must provide the original certification (such form can be obtained from Human Resources) to Human Resources before the leave begins. In other situations, the original certification must be provided to Human Resources within 15 days following the employer's request for the certification. If the certification or re-certification is not provided, leave may be denied or discontinued until it is provided. The Company may elect to obtain a second, and in some circumstances, a third, opinion of the existence of a serious health condition. Human Resources may, at its discretion, review the adequacy of any medical certification form. In the event of a serious health condition of the employee that is covered under the Company- provided disability programs (for either occupational or non-occupational disabilities or diseases) the certification requirement will be considered satisfied if the employee complies with the procedures for coverage under such programs.

Requests for leave to care for a covered service member or for qualifying exigency must be supported by applicable certification.

An employee who is absent without approved leave may be disciplined, up to and including termination of employment.

9. Pay and Benefits While on Leave FMLA leave is unpaid. Employees, however, must substitute any earned and unused free-time pay for all or any part of an otherwise unpaid FMLA medical leave (however, accrued sick leave benefits do not have to be substituted for an otherwise unpaid leave due to the serious health condition of a family member). Employees may also choose to substitute unvested vacation days and must follow the “Vacation Policy’s” payback schedule, should they voluntarily leave the Company within the same

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