Page 23 - Honeygrow Employee Handbook PROOF

EMPLOYMENT POLICIES
economic injury to the Company’s operations. Employees will be informed at the time they request leave if they are a “key” employee
as defined by the FMLA.
The Company’s Responsibilities under the FMLA; FMLA Enforcement
After an employee requests leave in accordance with the FMLA, the Company will inform the employee whether he/she is eligible under FMLA. If the employee is eligible, the Company will provide a notice specifying any additional information required as well as advising the employee of his/her rights and responsibilities. If honeygrow determines that an employee is not eligible, honeygrow will provide a reason for the ineligibility. Upon certifying the reason(s) for leave and confirming the employee is entitled to leave, honeygrow will inform the employee whether the leave requested will be designated as FMLA leave and therefore be counted against the employee’s available FMLA leave entitlement.
If you have any questions regarding this policy, please contact Human Resources department.
WORKERS’ COMPENSATION
Workers’ compensation provides benefits for employees who suffer personal injury from accidents or illnesses arising out of, and in the course of, their employment with the store. An employee who is injured on the job, regardless of the severity of the injury or illness, should:
Report the occurrence to the supervisor or General Manager on duty.
The supervisor or General Manager on duty will need to obtain information as to exactly what happened, how the injury or illness occurred, the exact time and location, as well as any witnesses to the occurrence.
BENEFITS
The following sections of the Handbook provide a summary of the benefits, which may be provided at honeygrow’s discretion. Actual coverage is determined by the express terms of the plan documents. If there are any conflicts between the summary provided herein and the plan documents, the plan documents
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