Page 25 - Tegra Employee Handbook_2019_FINAL

Military Caregiver. If you are an eligible employee who
is the spouse, son, daughter, parent or next of kin (as
designated by the service member) of a covered service
member who is recovering from a serious illness or
injury sustained in the line of duty on active duty, you
may use up to 26 weeks of leave in a single 12-month
period to care for the service member.

OTHER FMLA LEAVE CONSIDERATIONS
Paid Leave vs. Unpaid Leave. FMLA leave is a generally
unpaid, although you may be eligible for statutory or
Company short-term disability payments, Company
paid time off, Company-sponsored long-term disability
payments, paid leave mandated by state law and/or
statutory workers’ compensation benefits. If you are
eligible to receive paid benefits, those benefits are paid
during portions of your FMLA leave where paid leave
also applies.

When your FMLA-approved leave is longer than your paid leave eligibility, you will be
permitted to take unpaid FMLA leave for the remainder of your FMLA leave. You may
not extend your FMLA leave eligibility by adding on paid time off. Rather, any paid
time off runs concurrently with approved FMLA time off.

In most cases, where you are eligible for a paid disability leave, such as short-term
disability, long-term disability or workers’ compensation leave, your time away from
work is also concurrently designated as FMLA leave (if you are also eligible for FMLA
leave) and the time off work will be counted as FMLA leave.

RETURNING FROM LEAVE
In general, if you are taking FMLA leave, you are eligible to return to your pre-
leave job or an equivalent position. You are responsible for communicating your
expected return to work date to Human Resources with at least two weeks’ notice
(or as soon as known) of the return date and medical certification of fitness to
return to work, if applicable. Pursuant to Tegra’s Equal Employment Opportunity
Policy, the Company makes reasonable accommodations to allow employees with
disabilities to perform their essential job functions upon their return to work. If
you are requesting accommodations, you are responsible for providing medical
documentation to support the requested accommodations. Please be aware that
the Company may not have knowledge of any medical documentation that you and/
or your health care providers may have provided to a disability insurance carrier or
worker’s compensation. Therefore, requests for accommodation must be supported
by medical documentation sent directly to your Human Resources Department or
Director of Employee Relations.

TEGRA EMPLOYEE HANDBOOK 25