Page 81 - Foltz Trucking Driver Handbook
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Should an eligible employee or dependent elect to continue coverage, he or she is required to pay 102 percent of the full premium just as provided by COBRA. Whenever the uniformed service leave is less than 31 days, however, the employee may not be required to pay more than the employee's share, if any.
Participation and benefits under retirement plans will be granted in accordance with federal law.
Re-employment positions
Pension rights
Individuals are to be re-employed according to the following schedule:
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If his or her service was less than 91 days, the individual is to be placed in the job he or she would have had if employment had not been interrupted by service and assuming the person is qualified to perform those job duties (e.g., a person may have to be promoted).
If the person served for less than 91 days and is not qualified to perform the duties of the job he or she would have had if there had not been any service and the Company has made reasonable efforts to qualify the person for that job, then this individual is to be reinstated in the job held on the date service began.
If the service was more than 90 days, then the person is to be placed in the job the person would have had if employment had not been interrupted (e.g., a promoted position) or an alternate position of like seniority status and pay which the person is qualified to perform.
If the person served more than 90 days and is not qualified to perform the job which he or she would have had if not for service and the Company has made reasonable efforts to qualify the person for that job, the person is to be placed in the job which he or she held on the date the service commenced.
In the case of a person with a disability, who after reasonable efforts by the Company to accommodate the disability is not qualified to be employed in the positions required by the federal Uniformed Services; Act, the person is to be employed in any other position which is equivalent in seniority status and pay if the person is qualified to perform those duties with or without reasonable efforts by the Company.
If an individual is not qualified to hold any of the positions as required by the federal Uniformed Services Act, the person is to be placed in any other position of lesser status and pay which the person is qualified to perform with full seniority.
If two or more persons are entitled to the same job under the federal Uniformed Services Act, the one who left the position first shall have the prior right to re-employment.
Temporary employees are not eligible for reinstatement. Similarly, employees who were about to be discharged for misconduct are not eligible for reinstatement. Essentially, if the individual had not left for uniformed service, and if he or she would have been fired for misconduct, the individual will not be rehired. As an example, this policy applies if the investigation of the wrongdoing was completed, the supervisor has written the discharge papers, and the employee simply failed to return to work for a discharge meeting.
Pregnancy and Parental Leave
In accordance with the Minnesota Parental Leave Act, The Company provides unpaid leaves of absence to:
1) All eligible employees who wish to take time off in conjunction with the birth or adoption of a child; or
2) Eligible female employees for prenatal care, incapacity due to pregnancy, childbirth, or related health conditions.
In some cases, employees will be eligible for both parental leave under this policy and FMLA. A leave of absence that qualifies as both parental leave and FMLA will run concurrently (i.e., the time off will be
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