Page 43 - The Piper Associate Handbook - August 2015

The Piper
Associate Handbook
(c) Serious Personal Illness Leave - Leave needed by the associate because of a serious health condition (including job-related injuries or illness) which renders the associate unable to perform the functions of his or her job.
(d) Military Leave – Leave needed by the Associate with a spouse, child, or parent on activedutyorcalltoactivedutystatusintheArmedForces,NationalGuardor Reserves. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certaincounselingsessions,andattendingpost- deploymentreintegrationbriefings.
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*Military Leave may also include a special entitlement that permits Associates to take up to 26 weeks of leave to care for a service member (Armed Forces, National Guard, or Reserves) during a single 12 month period. This special entitlement is reserved for service members who have a serious injury or illness incurred during active duty, which renders the service member unfit to perform his/her duties, and for which the service member is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list.
Duration:
In General - Eligible associates are entitled to a total of 12 weeks (90 days) of FMLA leave during a calendar year.
Married Associate Couples - In cases where both husband and wife work for the Company, they will be eligible for a combined total of 12 weeks (90 days) of FMLA leave for Parental Leave or Serious Family Illness Leave to care for a parent.
Intermittent Leave or Reduced Work Schedule Leave - When medically necessary, Serious Family Illness Leave or Serious Personal Illness Leave may be granted intermittently, in separate blocks of time (no less than one hour), or on the basis of a “reduced leave schedule” under which an associate’s usual working hours each day or each week are reduced, if the organization can reasonably accommodatethiskindofleave.RequeststotakeParentalLeaveon anintermittent reduced leave schedule will be granted in the discretion of the Company.
Request and Approval - Leave requests should be submitted to Human Resources on the Request for Leave Form available from the HR Department. Requests for Serious Family Illness Leave or Serious Personal Illness leave should be accompanied by a Medical Certification Form (available from the HR Department) whenever the need for such leave is foreseeable. In cases where the need for leave is not foreseeable, a Medical Certification must be provided within 15 calendar days of the request or as soon as reasonably possible under the circumstances. Failure to provide proper medical certification may result in denial of leave, or denial of continuation of leave until the certification is provided.
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Associates must provide the Company with at least thirty (30) days notice of the need for FMLA leave whenever the need for the leave is foreseeable (such as when the leave is for an expected birth or
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