Page 18 - Honeygrow Employee Handbook PROOF

FAMILY + MEDICAL LEAVE
honeygrow complies with the Federal Family and Medical Leave Act and all applicable state laws. Please notify Human Resources if you believe you may need to apply
for FMLA.
Pursuant to the federal Family Medical Leave Act (“FMLA”), eligible employees may take up to 12 work weeks of unpaid leave during a 12-month period for the following reasons:
• Their own serious health condition which makes the employee unable to perform the essential functions of his/her position (including incapacity due to pregnancy, prenatal medical care or child birth);
• To care for a son, daughter, spouse or parent who has a serious health condition, to care for the employee’s son or daughter after birth, or to care for the employee’s son or daughter upon placement with the employee for adoption or foster care;
• Because of a qualifying exigency (e.g., child care issues arising from short term deployment) due to the fact that the employee’s spouse, son, daughter or parent is a member of the National Guard or Reserves (not the regular armed forces) either on active duty or has been notified of an impending call or order to active duty in the Armed Forces in support of a contingency operation; or
• In order to care for a covered service member with a serious injury or illness if the employee is the spouse, son, daughter, parent, or next of kin of the service member. For this type of leave only, employees may be eligible for up to 26 weeks of unpaid FMLA leave in a single 12-month period.
Eligibility
In order to be eligible for FMLA leave, the employee: (a) must have been employed by honeygrow for at least 12 months; (b) must have worked for at least 1,250 hours in the 12-month period preceding the commencement of the leave; and (c) must be employed at a worksite where 50 or more employees are employed within 75 miles of the worksite.
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EMPLOYMENT POLICIES