Page 20 - Honeygrow Employee Handbook PROOF

or one visit and a regimen of continuing treatment, or incapacity due to pregnancy or prenatal care, or incapacity due to a chronic condition. Other permanent and long-term conditions, as well as conditions requiring multiple treatments, may also meet the definition of continuing treatment.
Notice
Where the need for leave is foreseeable, the employee must give at least 30 days advance notice prior to the commencement of an FMLA leave. Where the need for leave is not foreseeable, the employee should give as much notice as practicable in the circumstances. In all cases, whether leave is taken intermittently or continuously, the employee must make a reasonable effort to schedule his/her leave so as not to unduly interrupt the Company’s operations. In addition, absent an emergency or other unusual circumstance, employees are still required to provide notice of their absence in accordance with the Company’s call-out procedure.
The employee must provide sufficient information to Human Resources department to enable the Company to determine if the leave qualifies under the FMLA and the anticipated timing and duration of the leave, specifying, to the extent possible, the beginning and end dates of the leave. Sufficient information may include that the employee is unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military leave. Merely calling in “sick” is insufficient.
If an employee requests leave for a reason for which FMLA leave was previously taken or certified (including in the case of intermittent leave) an employee must specifically reference the qualifying reason for leave or the need for additional FMLA leave.
Medical Certification
The employee is obligated to provide medical certification from a health care provider to confirm that the employee (or employee’s family member) has a serious health condition. Certification must be provided within 15 days of the leave request unless it is not practicable to do so. Failure to provide the required certification on time may result in a delay or denial of the employee’s ability to take the leave as requested. Furthermore, to the extent permitted by
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EMPLOYMENT POLICIES