Page 20 - Green Mountain Research Handbook Final 8-9-21

Green Mountain Research Employee Handbook

comply with FMLA when is becomes subject to it, including providing the general FMLA notice
to each employee explaining rights and responsibilities by including the notice in the employee

handbook or by distributing a copy of the general notice prepared by the U.S. Department of
Labor to meet this requirement. See Employee Rights Under the Family and Medical Leave Act,
included in the Appendix, and other notice requirements as required by the FMLA.

As stated above, GMR is not required to comply with the federal Family and Medical Leave Act.
However, we recognize that our employees may occasionally need to take unpaid leave to care
for a new child, to care for a seriously ill family member, to handle an employee’s own medical
issues, or to handle issues relating to a family member’s call to active duty, possibly including
caring for a family member who is injured while serving in the military.

If you anticipate that you might need time off to deal with family and medical issues, please talk
with your supervisor. We can’t guarantee that we’ll grant every request, but we will seriously

consider every request on a case-by-case basis. Among other things, we may consider our
staffing needs, your position at GMR, the reason why you need leave, and how long you expect
your leave to last. If approved, the leave would be without pay for any absences exceeding paid
leave balances.

Religious Observances

Employees who need time off to observe religious practices or holidays not already scheduled
by the company should speak with their supervisor. Depending upon business needs, the
employee may be able to work on a day that is normally observed as a holiday and then take
time off for another religious day. Employees may also be able to switch a scheduled day with
another employee, or take vacation time, or take off unpaid days. The company will seek to
reasonably accommodate individuals’ religious observances.

Paid Time Off (PTO)

GMR recognizes the importance of paid leave in providing rest, recreation and personal
enrichment as well as time to care for employee and family health needs. PTO may be taken for
any reason, including employee illness. PTO accruals are established on a calendar-year basis

and are awarded based upon years of service. Employees regularly scheduled to work 30 hours
or more per week are eligible for PTO.

PTO Accrual and Carryover
Eligible employees begin accruing PTO when they first begin work for GMR at the rate of 1/26
of their annual accrual per payroll period. Employees may use their accrued PTO after the first
full biweekly payroll. Employees may generally carry over PTO days from one year to the next.

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