Page 53 - EE_Handbook__Final_Classical

Together, we prepare people for work.

NATIONAL GUARD RESERVE TRAINING/EMERGENCY DUTY

Goodwill-Easter Seals supplements military pay for National Guard reserve training or emergency duty
for up to two weeks per year. Additional time is granted without pay. When employees return to work
from National Guard reserve training or emergency duty, they must provide their manager with a
military pay voucher for the leave period. If the pay is less than the employee received from GESMN
during the same two-week period (excluding overtime), the difference will be paid if GESMN has
employed the employee for more than six months.

PERSONAL LEAVE OF ABSENCE

Goodwill-Easter Seals grants personal leaves of absence at the discretion of management based on an
employee's individual circumstances and business needs. A request for time away from work extending
beyond two weeks in length would typically be classified as personal leave. To be eligible for personal
leave, an employee must be Full time, employed by GESMN for at least 90 days, and not have received
corrective action based on performance within the previous 90 days. Employees are eligible for one
personal leave (maximum of 45 days) in any rolling 12-month period. All requests for leave must be in
writing and submitted to the employee’s manager. Any leave longer than 45 days needs approval by
their areas Chief Officer and the Chief HR and Risk Officer.

Personal leaves will require employees to exhaust PTO. Employer-sponsored benefits will be handled
consistent with all other leave of absences. Employees do not receive holiday pay or bereavement
allowance during their leave.
GESMN will make reasonable efforts to place an employee returning from leave in the same or
equivalent position.

LEAVING EMPLOYMENT

Upon termination of employment, regardless of the reason, employees must return all Goodwill-Easter
Seals property, including computers and keys. Employees are also required to turn in all confidential,
proprietary, and intellectual property that contains, but is not limited to, data relating to existing, past
or future employees, participants, volunteers, donors or customers, and data or devices that give the
organization a competitive advantage, such as marketing strategies, technological innovations,
contribution files, computer software, lists and directories and strategic plans and ideas developed for
GESMN.

Departing employees will receive information concerning their benefit plans, if applicable, but the
information is available on the organization’s intranet. If an employee’s address changes after
termination, the employee must notify GESMN to ensure timely delivery of W-2 forms, benefits
information, and other required information.

GESMN – Internal Use Human Resources 50