Page 23 - Bunkhouse 2017 Employee Handbook

8. For a serious health condition, you must submit a written medical certification completed by a health care
provider within fifteen (15) days of requesting leave in order to qualify for leave. If you provide the company
with an incomplete or insufficient medical certification, you will be advised in writing of what additional
information is necessary to make the certification complete and sufficient. You must return revised medical
certifications to the company within seven (7) calendar days. With you or your family members’ permission,
the company can contact your health care providers for clarification or authentication of medical certifications
after you have the opportunity to revise insufficient or incomplete certifications; your direct supervisors
do not contact your health care providers for such information. If you fail to provide a complete medical
certification in a timely manner, you may have FMLA leave delayed or denied.

9. The company can require you to obtain a second medical certification from a health care provider that is
selected and paid for by the company. If the company receives a medical opinion from the second health
care provider that is different from your health care provider, the company can require you to obtain a third
medical certification from a third health care provider. The company and you will discuss and agree upon
the selection of the third health care provider, and the company will pay for the third health care provider.
The third health care provider’s medical opinion is considered to be the final medical opinion. The company
provides you with copies of second and third medical certifications, if requested, within five (5) business
days.
10. At the beginning of FMLA leave, you are to inform the company of your expected return date. To the extent
possible, you will be returned to the same position occupied before the leave began. If that position is not
available, however, you, returning from FMLA leave, will be offered an equivalent position. An equivalent
position is one that is equivalent in terms of pay, benefits, and terms and conditions of employment.

11. If you fail to return to work after an FMLA leave of absence expires, you will be considered to have resigned
your employment.
Note: For purposes of medical-necessity based leave, all forms of disability are treated the same, whether due to
pregnancy or to occupational or non-occupational illness or injury. In this regard, all forms of leave are without pay
unless otherwise noted. Short-term disability (“STD”) insurance benefits (if you are covered under an STD policy)
may be available during periods of medical leave, but are not available if the leave is due to work-related injury
or illness, in which case lost-time benefits are generally available through our Workers’ Compensation insurance
coverage. The maximum periods of eligibility for STD benefits, and the rate at which STD benefits are paid, are
determined under the STD plan terms in effect at the time. Similarly, for medical leave arising from on-the-job
injury, the lost-time benefits and applicable rates at which the benefits are paid are determined by the Workers’
Compensation insurance policy in effect in the state in which the employee works.

PERSONAL LEAVE OF ABSENCE
Where it becomes necessary for you to take a leave of absence that is not covered by FMLA, you may request a
personal leave of absence. Personal leaves of absence will be granted in the company’s sole discretion based on
the circumstances of the particular situation and business needs.
1. See your HR representative for the request form.
2. Request for personal leave does not mean automatic approval.
3. The General Manager or VP of Operations must approve personal leaves of absence.
4. If the leave is granted, you will be required to use all applicable time-off benefits during the requested period

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