Page 44 - Employee Handbook 4-1-2021

• Have worked at least 1,250 hours during the 12 months prior to the start of the
Leave (unless the employee was absent from work while serving in the
military); and
• Work at a location where at least 50 employees are employed at the location or
within 75 miles of the location.

Qualifying Reasons for FMLA Leave
• For the birth and care of the newborn child of the employee;

▪ For the placement of a child for adoption or foster care with the employee;

▪ To care for an immediate family member (spouse, child, or parent) with a
serious health condition;

▪ To take medical leave when the employee is unable to work because of a serious
health condition;

▪ If the employee experiences a qualifying exigency that arises out of the fact the
employee’s spouse, parent, or child has been called to or is on covered active
military duty as a member of the National Guard or military reserves;

▪ To care for a covered servicemember with a serious injury or illness if the
employee is the spouse, parent, child, or next of kin of the covered
servicemember (for which up to 26 weeks of leave during a single 12-month
period may be available).
Requests for Leaves Procedures

The following procedures apply when an employee requests leave under this section:

• Contact the Human Resources Department as soon as the need for family/medical
leave is known.
• The employee must provide at least 30 days’ notice of the need to take FMLA leave
when the leave is foreseeable. If a previously foreseeable situation has changed or
the leave is unforeseeable, the employee must provide notice as soon as possible
and practical.

• If the leave is based on the expected birth, placement for adoption or foster care, or
planned medical treatment for a serious health condition of the employee or a
family member, the employee must notify Jones-Hamilton Co. at least 30 days
before leave is to begin, or as soon as practicable.
• The employee should consult with his or her supervisor regarding scheduling of any
planned medical treatment or supervision in order to minimize disruption to the
operations of Jones-Hamilton Co.
• Any such scheduling is subject to the approval of the health care provider of the
employee or the health care provider of the employee’s child, parent, or spouse.
• For leave of a qualifying exigency of a military family member, the employee must
give notice of the need for leave as soon as possible and practical, regardless how
far in advance leave is needed.
• More information about FMLA leave is included in the Appendix.

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