Page 37 - Footprint Employee Handbook - US 2021

employee absences deviate from the duration or frequency set forth in the previous certification; employee’s
condition becomes more severe than indicated in the original certification; employee encounters complications); or
(3) the Company receives information that casts doubt upon the employee’s stated reason for the absence.
In addition, the Company may request recertification in connection with an absence after six months have passed
since the employee’s original certification, regardless of the estimated duration of the serious health condition
necessitating the need for leave. Any recertification requested by the Company will be at the employee’s expense.

Military Emergency Leave Requirements
Employees are required to provide:
• As much advance notice as is reasonable and practicable under the circumstances;
• A copy of the covered service member’s active-duty orders when the employee requests leave and/or
documentation (such as Rest and Recuperation leave orders) issued by the military setting forth the dates
of the service member’s leave; and
• A completed Certification of Qualifying Exigency form within 15 calendar days, unless unusual
circumstances exist to justify providing the form at a later date.

Failure to Provide Certification and to Return from Leave
Absent unusual circumstances, failure to comply with these notice and certification requirements may result in a
delay or denial of FMLA Leave. If an employee fails to return to work at the expiration of the FMLA Leave and has
not obtained an extension of the leave, the Company may presume that the employee does not plan to return to
work and has voluntarily terminated their employment.

Compensation During Leave
Generally, FMLA Leave is unpaid. However, employees may be eligible to receive benefits through state-sponsored
programs or the Company’s sponsored disability programs. Employees may also request use of available regulatory
sick leave in accordance with applicable law. The Company will require employees to use available PTO to cover
some or all of the FMLA Leave when an employee is not receiving wage replacement benefits and where otherwise
permitted by applicable law. The use of paid benefits will not extend the length of an FMLA Leave.

Benefits During Leave
During a FMLA Leave, employees are entitled to continued group health plan coverage under the same conditions
as if they had continued to work. Unless the Company notifies employees of other arrangements, whenever
employees are receiving pay from the Company during FMLA Leave, the Company will deduct the employee portion
of the group health plan premium from the employee’s paycheck in the same manner as if the employee was actively
working. If FMLA Leave is unpaid, employees must pay their portion of the group health premium through direct
payment to the Human Resource Department made via check or money order.

The Company’s obligation to maintain health care coverage ceases if an employee’s premium payment is more than
30 days late. If an employee’s payment is more than 15 days late, the Company will send a letter notifying the
employee that coverage will be dropped on a specified date unless the co-payment is received before that date. If
employees do not return to work within 30 calendar days at the end of the leave period (unless employees cannot
return to work because of a serious health condition or other circumstances beyond their control) they will be required
to reimburse the Company for the cost of the premiums the Company paid for maintaining coverage during their
unpaid FMLA Leave.
Employees taking Military Caregiver Leave may be eligible to receive group health benefits coverage for up to a
maximum of 26 workweeks. In some instances, the Company may recover premiums it paid on the employee’s
behalf to maintain health coverage if the employee fails to return to work following an FMLA Leave.

The employee’s length of service as of the leave will remain intact but earned benefits such as vacation and sick
leave may not be earned while on an unpaid FMLA Leave.

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