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Together, we prepare people for work.

COMPLAINT PROCEDURE
Goodwill-Easter Seals encourages any employee who believes that the FMLA leave law has been
violated to report the issue to Human Resources. All complaints will promptly be investigated.

PROHIBITED ACTS AND ENFORCEMENT

FMLA makes it unlawful for any employer to interfere with, restrain, or deny the exercise of any right
provided under the FMLA. FMLA also makes it unlawful to discharge or discriminate against anyone for
reporting any unlawful practice under FMLA or for involvement in any proceeding related to the FMLA.
An employee may file a complaint with the US Department of Labor or may bring a private lawsuit
against an employer.

FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local
law or collective bargaining agreement which provides greater family or medical leave rights.
Employees requesting FMLA leave must follow the procedures outlined here. For more information,
please contact Human Resources.

WISCONSIN FAMILY AND MEDICAL LEAVE (WFMLA) - WISCONSIN EMPLOYEES ONLY

Like the federal FMLA, the Wisconsin Family and Medical Leave Act (“WFMLA”) provides family and
medical leaves of absence for eligible employees. Either or both laws may apply to a leave. Where both
laws apply, any leave taken will be counted under both laws at the same time.

ELIGIBILITY
To be eligible for leave under the WFMLA, an employee must be employed by GESMN: (1) for more than
52 consecutive weeks and (2) at least 1,000 hours during the 52-week period preceding the
commencement of the leave.

BASIC FAMILY AND MEDICAL LEAVE ENTITLEMENT

Eligible employees may be granted up to six workweeks of unpaid, job-protected leave in a 12- month
period (begins with the first day of the first leave) for the birth or adoption of a child and up to two
workweeks in a 12-month period (begins with the first day of leave) for an employee’s own serious
health condition or to care for a covered family member with a serious health condition. The total leave
shall not exceed ten weeks in any 12-month period (WFMLA) except for leave to care for an injured
Service Member, which shall not exceed 26 weeks of leave during a single 12-month period as described
in more detail below. It is a GESMN policy to provide the greater leave benefit provided under the FMLA
or WFMLA and to run leave concurrently under the FMLA and WFMLA whenever possible.

GESMN – Internal Use Human Resources 46