Page 67 - NWF November Updates

In the event an employee uses Sick Leave for the purposes of:

• the birth a child;
• providing care for an immediate family member (spouse, domestic partner, dependent

child, or parent) with a serious health condition;
• a medical condition which prevents the employee from working;

the employee will be required to notify the Human Resources immediately and coordinate

this time with eligible benefits under the Family & Medical Leave Policy.

SUPERVISOR RESPONSIBILITIES: It is the supervisor's responsibility to monitor the Sick Leave
usage of their staff to evaluate frequency of absence, job performance and productivity only.
NWF’s compliance with Federal HIPAA regulations restricts discussion of confidential personal
health information outside of the HR Department (the appropriate staff authorized to
administer benefits applicable to individual employees’ confidential personal health
information). Supervisors should use their discretion in approving Sick Leave requests only

after ascertaining that there is a sufficient leave balance to accommodate the request. All
medical supporting documentation and time records which include Sick Leave that
coordinates with Family Medical Leave (FML) or Short-Term Disability (STD) must be
submitted to the HR Department for proper benefits application coincident with or prior to
biweekly Payroll authorization.

ADJUSTMENTS TO LEAVE RECORDS: NWF carefully processes your leave requests to ensure
that they are accurate and up-to-date. Please bring any inaccuracies to the attention of the
Human Resources Department within ninety (90) calendar days. Please submit, in writing,
dates and type of leave to be researched to the Human Resources Department. NWF will not
be responsible for adjustments to leave records after ninety (90) calendar days.

POLICY ENFORCEMENT AND AMENDMENT: Exceptions to this policy may be authorized by
the Director, Total Rewards. NWF reserves the right to modify, amend, or terminate this and/or
any NWF policy at any time.

Wellbeing Leave

Effective November 1, 2020 the National Wildlife Federation will begin a trial open (uncapped)
Wellbeing Leave concept. The trial is expected to extend throughout 2021 but will be

revisited several times during the year. The open concept will replace the ten-day annual
allotment that was introduced in January 2020.

Why open Wellbeing Leave? COVID-19 has forced many organizations to think beyond basic
or traditional leave offerings – many of which did not support workers during this time.