 |
PDQ Industries January 2006
|
|
Family Leave
PDQ provides unpaid family leaves of absence to eligible employees who need to take time off from work duties to meet family obligations that are directly related to childbirth, adoption, or placement of a foster child. Family leave may also be requested to care for yourself, a child, spouse, or parent with a serious health condition. A serious health condition is an illness, injury, impairment, or a physical or mental condition that involves inpatient care in a hospital, hospice, or residential medical care facility. A serious health condition can also include continuing treatment by a health care provider.
Employees in the following employment classifications are eligible to request family leave:
* Full-time employees
If you think you will need a family leave, give your request to your supervisor at least 30 days in advance of the date the leave would start. This will help us plan for your possible absence. If it is an unexpected situation, make your request as soon as possible.
If you request family leave due to the serious health condition of yourself, a child, spouse, or parent, you will be required to submit a health care provider's statement verifying the need for a family leave, the start and expected end dates, and the estimated time required.
An eligible employee may request up to a maximum of 12 weeks of family leave within any 12 month period. The 12 week maximum applies to any combination of both family leave and medical leave during any 12 month period. Before beginning an unpaid family leave, you must first use any available paid leave you may have, such as vacation or sick / personal benefits.
If your spouse is also employed by PDQ, as a couple you may be restricted to a combined total of 12 weeks leave within any 12 month period for childbirth, adoption or placement of a foster child, or to care for a parent with a serious health condition.
Subject to the terms, conditions, and limitations of the applicable plans, PDQ will continue to provide health insurance benefits for the full period of an approved family leave. You will be responsible for the employee portion of your health insurance benefits while on leave, and if the leave exceeds 12 weeks, the employee must pay the full insurance premium (COBRA) for the balance of the leave.
Your benefits, such as vacation, sick leave, or holiday benefits, will not accrue during a family leave. When you return from leave, the benefits will start accruing again.
Please give us at least two weeks advance notice before you plan to return. When you return from family leave, you will go back to the same job if it is still available. If that job is no longer available, we will place you in an equivalent job that you are qualified for.
Employees who are unable to return to work following a family leave will be terminated. In the event that a terminated employee recovers from the disability and is again able to work, the company will consider the employee for rehire based on the needs of the Company.
|
 |
 |
 |
