Page 39 - The Piper Associate Handbook - August 2015

The Piper
Associate Handbook
Emergency or Sudden Illness Conditions
The Piper recognizes that associates occasionally, although rarely, experience emergencies or sudden illnesses which prevent the request for paid time off in advance or a timely fashion. Under emergency or sudden illness conditions, Associates must notify their leader as soon as possible of their need for paid time off. The duty to notify continues as a daily requirement throughout an associate’s illness or emergency, unless the leader specifically authorizes the Associate to report differently. Associates may be required to provide their convalescence location when they are ill and inform the leader of any changes in the convalescent location. The associate may also be asked to provide verification of the emergency or illness regardless of the length of the absence.
Denial of Paid Time Off
The use of paid time off always requires a Team Leader’s or the Community Leader’s approval. The Team Leader and the Community Leader are not required to approve any paid time off request, even an emergency request. Associates who believe that they have been denied the use of paid time off inappropriately are encouraged to discuss the matter with the Community Leader. If the issue remains unresolved, associates are encouraged to consult with Human Resources. Leaders are encouraged to consult with Human Resources if they have questions concerning how to assist associates in managing their paid time off.
Human Resources will assist the associate and the Leader in resolving any issues or questions, which may exist. An associate, who is absent without approval, is in an unauthorized leave status and subject to corrective action, which may include termination of employment.
OTHER PAID LEAVE Bereavement
All eligible regular full-time associates, in paid status, will be eligible for up to three (3) days of leave upon the death of an immediate family member. Immediate family is defined as: spouse, child, parent, brother or sister, or legal guardian. The leave shall consist of three (3) consecutive scheduled workdays, one of which must be the day of the funeral. One (1) day with pay will be granted to attend funeral services for a grandparent, grandchild, son or daughter-in-law, father or mother-in-law.
Regular part-time associates, those who are scheduled to work at least 15-37 hours per week, who are scheduled to work during the period of the funeral, will be granted one (1) day with pay to attend funeral services death of an immediate family member. If the associate is not scheduled to work during this period, no leave will be granted. Leadership reserves the right to request valid proof of relationship prior to authorization of payment for the paid bereavement leave.
With your leaders agreement associates may take up to one full day with or without pay to attend funerals of other relatives and friends, depending on available benefit time.
Approval of additional bereavement leave, if needed, will be considered on an individual basis and must be approved by your leader and Human Resources.
Jury Duty
An associate called for jury duty must notify the leadership in their area the next working day of receipt of the jury summons and must present a copy of the summons from the court or attorney showing the date and time of the jury duty.
August 14, 2015 Page 39