Microsoft Word - Auria Hourly Handbook December 2021 - FINA

year. All substituted free-time pay will be counted against an eligible employee's FMLA entitlement. Furthermore, if the FMLA leave is being taken for the employee's own serious health condition and that serious health condition also entitles the employee to leave under the Company provided disability program or to a worker's compensation absence, the FMLA leave will run concurrently with the disability program or worker’s compensation absence. Existing health benefit coverage, or other coverage offered by the Company, such as medical, dental, and other benefits (“Health Benefits”), will remain in force during the employee's FMLA leave period as long as required contributions, if applicable, are made by the employee during this period according to the procedure set forth below. Employees on an unpaid FMLA leave (i.e., after all earned and unused free-time pay have been exhausted) will maintain the benefits they accrued prior to commencement of the leave but will not accrue additional seniority or benefits while on unpaid leave. While on an unpaid FMLA leave, an employee's required contribution for Health Benefits coverage must be submitted by the first of each month or as otherwise agreed to in writing between the Company and the employee. During any paid portion of a FMLA leave, an employee's contribution for Health Benefits coverage will continue to be made by payroll deduction or by whatever alternative method is normally utilized for making such contributions when the employee is on paid leave. If an employee's contribution is not made within thirty (30) days of the due date, all Health Benefits coverage for which the employee is required to contribute, can be terminated provided that the Company has given the employee fifteen (15) days advance written notice of the termination of coverage. Upon return from the FMLA leave, even if Health Benefits coverage has lapsed, an employee will be reinstated to benefit coverage on the same terms as prior to taking the leave, without any qualifying period, physical examination, or pre-existing condition limitation. Any changes made by the Company to employee contributions for Health Benefits coverage will apply to employees on FMLA leave. If an employee fails to make required contributions for Health Benefits coverage, and the Company elects to make such employee contributions on behalf of the employee to keep the coverage in effect during a FMLA leave period, the Company may recover the amount of such contributions made by the Company for the employee regardless of whether the employee returns from FMLA leave. This may be accomplished through payroll deductions, and the employee will be expected to authorize such deductions until all amounts are reimbursed to the Company. If an employee fails to return to work after FMLA leave has been exhausted, the Company also may recover its share of the contribution paid by the Company for maintaining the employee's Health Benefits coverage during any period of unpaid FMLA leave, provided the employee fails to return to work for a reason other than the continuation, recurrence, or onset of a serious health condition of the employee or the employee's family member, or other circumstances beyond the employee's control. (Note: In the event of a serious health condition, the Company may require medical certification of such condition, which must be provided by the employee within thirty (30) days of the request). The Company may not recover its share of the contribution paid by the Company to maintain benefit coverage during any part of a FMLA leave for which paid leave has been substituted. An employee will not be considered to have returned to work unless the employee works for at least 30 calendar days. After twelve (12) weeks of medical leave, an employee may be eligible for continuation of health coverage at the employee's own expense under the federal law known as COBRA. An employee will not receive pay for any holidays which occur during any portion of FMLA leave which is unpaid (either because no earned free- time pay is substituted for the unpaid leave or because all earned free-time pay has been exhausted).

During any period of FMLA leave, employees will continue to be covered under any life and disability insurance programs of the Company at the same level and under the same conditions for which

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