Page 44 - The Piper Associate Handbook - August 2015

The Piper
Associate Handbook
placement for adoption or for planned medical treatment). When planning medical treatment, associates should consult with their leader and whenever possible attempt to schedule the treatment so as to minimize the impact of the associate’s absence on the Company’s operations. In cases where the need for leavecannotbeanticipated30daysinadvance,theassociatemustgivenoticeoftheneedfor leaveassoon as possible (no more than two business days) after the associate learns of the need for the leave. Failure to give proper advance notice of the need for FMLA leave when the need for such leave is foreseeable may result in denial of the leave until after such notice is provided.
Timely requests for FMLA leave from eligible associates will be granted as required by state and federal law.
If the Company has reason to question the validity of a Medical Certification provided by the associate’s health care provider, the Company may require the associate to obtain a second opinion, at the Company’s expense, from a health care provider designated by the Company. In the event the second opinion differs from the first, the Company may require the associate to obtain a third and final opinion, again at the Company’s expense, from a health care provider jointly approved by the Company and the associate.
The associate will be required to use accrued paid time off (PTO) to cover voluntary deductions (i.e. medical & dental premiums, disability premiums, supplemental insurance, etc.) during the FMLA period. The Piper will use a minimum amount of PTO to cover deductions each pay period. The Associate may choose to use more than the minimum amount of PTO (up to 80 hours in each pay period), and must notify their Team leader regarding this decision. Associates that deplete PTO or have not accrued PTO will be responsible for paying deductions out-of-pocket each pay period during the FMLA period. Failure to pay premiums in a timely manner may result in loss of coverage.
Upon completion of a leave under this section, you shall be reinstated to your original position or an equivalent one. We can’t guarantee scheduled days work or location of position. If, due to your own medical circumstance, you are no longer able to perform your original job, we will attempt to make a reasonable accommodation to find an alternate suitable job.π
B. General Medical Leave (Including Pregnancy and On-the Job Injuries or Illnesses)
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Eligibility - Full-time associates are eligible for General Medical Leave.
An associate may request a General Medical Leave of Absence when he or she is unable to work due to a medical condition. General Medical Leave is leave which does not qualify as FMLA Serious Personal Illness Leave, as described above, either because the medical condition is not a “serious medical condition” or because the associate is not eligible for, or has exhausted, all FMLA leave.
Duration - General Medical Leaves, if granted, are granted only for the period of inability to work due to a medical condition, not to exceed four (4) months (including any prior or included period of FMLA leave for the same disability) or the end of an FMLA eligibility period, whichever comes later. If the associate has accrued paid leave and is eligible to take it, the Associate must use all available paid leave during the General Medical Leave.
Request and Approval - Leave requests should be submitted to Human Resources on the Request for Leave Form available from the HR Department. Requests for General Medical Leave must be submitted at least 30 days in advance of the need for the leave
August 14, 2015
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