Page 62 - 2019 - erbe employee handbook.draft national

Employees may take the necessary time to vote at the beginning or the end of a shift, whichever allows the most time for voting and requires the least time off the job; however, not more than three hours will be with pay, unless otherwise required by law. The company does not consider this as time worked, and therefore, it is not used in the calculation of overtime.
10-9. Family and Medical Leave
Erbe provides unpaid leaves of absence pursuant to the Family and Medical Leave Act ("FMLA") to eligible employees who wish to take time off from work duties for the following reasons:
 Due to the birth of a child or to care for such child;
 Due to the placement of a child with the employee for adoption or foster care;
 Due to the need to care for a spouse, child, or parent with a serious health condition;
 Due to the employee's own serious health condition that makes the employee unable to perform the functions of his or her position;
 Due to a qualifying exigency arising out of the fact that the employee's spouse, son, daughter, or parent is a covered military member on active duty or has been notified of an impending call to active duty; or
 Due to the need to care for a covered service member with a serious injury or illness.
Eligibility of Employees
An employee becomes eligible for FMLA leave only after completing twelve (12) months of service with Erbe, having worked at least 1,250 hours during the preceding twelve (12) month period, and working at an office with 50 or more employees in a 75-mile radius. For those employees working at an Erbe office with less than 50 employees, requests will be approved on an individual basis. Employees who have any questions regarding whether they are eligible for FMLA leave or what constitutes a "serious health condition," please contact Human Resources.
Erbe will inform employees requesting leave whether they are eligible under FMLA. If an employee is eligible, Erbe will provide additional information about the employee’s rights and responsibilities. If an employee is not eligible, Erbe will provide the reason(s) for the ineligibility. Erbe will also inform employees whether or not the leave will be designated as FMLA-leave. If the leave is FMLA- protected, Erbe will inform the employee of the amount of leave counted against the employee's FMLA leave entitlement.
Length of FMLA Leave and Substitution of Paid Leave
Eligible employees may request up to a maximum of twelve (12) weeks of FMLA leave within any twelve (12) month period for any of the first five reasons listed above. This 12-month period will be calculated according to the "rolling" year method. Under the rolling year method, the 12-month period is measured backward from the date an employee uses any FMLA leave. Any combination of FMLA leave taken by the employee for these first five reasons may not exceed this maximum limit. Eligible employees may request up to a maximum of twenty-six (26) weeks of FMLA leave within a twelve (12) month period to care for a covered service member with a serious injury or illness. The covered service member must be the spouse, son, daughter, parent, or next of kin of the employee. This 12-month period will begin on the first day the employee takes FMLA leave to care for a covered service member and ends 12 months after that date.
62 | Time Away from Work Confidential/Internal Use Only