Page 28 - GreenPoint Ag Employee Handbook 8-22-22

GreenPoint Ag Employee Handbook

Leaves of Absence
GreenPoint Ag sponsors certain unpaid leave programs to allow employees to handle military matters,
civic responsibilities, personal and medical issues that may arise while employed.
If you are on FMLA or other leave, accrued PTO hours must be used as outlined in this policy.

Family and Medical Leave Act (FMLA)
It is our policy to provide family and medical leave in accordance with the federal Family and Medical
Leave Act (FMLA) and state law. When your absence qualifies under both state and federal laws, you will
use your entitlement under each law at the same time, to the extent permitted by law. When one law's
provision provides a greater benefit, you will receive the greater benefit. More information about FMLA,
including your rights under the Act, can be found at https://www.dol.gov/agencies/whd/fmla.

When FMLA Starts
If you are absent from work for more than three consecutive workdays, or you need intermittent FMLA
leave because of your own serious illness or the serious illness of a family member covered by FMLA,
you must contact their manager or Human Resources and request FMLA.

If you are absent without notifying your manager for three consecutive days, you will be terminated for
voluntary job abandonment.

Calculating Family and Medical Leave
Leave periods will be calculated on a “rolling” 12-month period measured backward from the date you
first take leave.
Under the Family Medical Leave Act, you may be granted up to a maximum of twelve weeks of family
leave or medical leave, or a combination thereof, during the “rolling” 12-month period. When state law
provides a greater benefit, you will receive the greater benefit.

Notification of a Request for FMLA by an Employee
Whenever possible, you must request leave at least 30 days prior to the anticipated beginning of the
leave and must make a reasonable effort to schedule the leave so as not to unduly disrupt GreenPoint
Ag business.

Request for Leave forms should be submitted to your manager or to Human Resources. You will need to
provide certification of an illness within 15 days of the leave request.

Approval of FMLA
Your immediate manager and Human Resources will review the request to determine if the request
meets leave eligibility requirements. You will be notified as to whether the leave is approved or rejected
and if the leave is being designated as FMLA.

Family Leave – (Families of Employees)
FMLA leave may be used for the adoption, foster care, birth of and the care of child, spouse, or a parent
with a serious health condition.

September 2022 Page 27