Page 19 - Green Mountain Research Handbook Final 8-9-21

Green Mountain Research Employee Handbook

Employment and Reemployment Rights Act of 1994 (USERRA). For more information, see “Your
Rights Under the USERRA, The Uniformed Services Employment and Reemployment Rights

Act”, included in the Appendix.

Military Pay
GRM will pay for up to two weeks’ pay for employees who are called to active training or other
military duty. We will pay the difference between your regular pay and the pay you receive for
service. Upon return to work, you must submit a copy of your paystub documenting the
amount paid by the military for that period of time, and your pay be will adjusted accordingly.

Leave Without Pay

Leave without pay may be requested for absences for personal business or illness exceeding
paid leave balances. Requests must be in writing to the supervisor and pre-approved by a
member of the Executive Team. Requests must be for a reasonable period. Open ended
requests without specific beginning and end dates will not be approved. Reasonable periods of

leave without pay may be considered as reasonable accommodation for a disability when
return to work is foreseeable in the near future. Management will consider potential impact to
customers and the business when determining whether to approve LWOP.

Jury and Witness Duty

GMR recognizes the legal and civic obligations of employees to participate in the judicial
process as jurors and/or as witnesses. Accordingly, upon a request from the employee,
accompanied by an official court document certifying that the employee has been called to jury
duty and the dates of such service, GMR will grant a paid leave of absence for the duration of
the jury duty. Upon completion, the employee must submit documentation from the court
showing the actual dates of jury service.

Employees may elect to use accrued vacation while serving as a witness. Otherwise, witness
duty leave will be without pay.

If Court services are not required for a full day, the employee is expected to report to GMR for
the remainder of the day on a scheduled work day.

Family Medical Leave
GMR does not believe it is subject to the Family Medical Leave Act (FMLA). The FMLA generally
applies to employers of 50 or more employees in 20 or more workweeks in the current or
preceding calendar year. Employees must also meet certain requirements before they are

eligible for family and medical leave, such as a minimum number of hours worked. GMR will

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Revision Date: 08/01/2021
Origination Date: 08/01/2021