Employee Handbook

treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment.

An employee does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a reduced leave schedule when medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt the employer ’ s operations. Leave due to qualifying exigencies may also be taken on an intermittent basis. Employees may choose or Frenchman ’ s Creek may require use of accrued paid leave while taking FMLA leave in accordance with normal paid leave policies as provided by Frenchman ’ s Creek. FMLA makes it unlawful for Frenchman ’ s Creek to interfere with, restrain, or deny the exercise of any right provided under FMLA, and to discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA. In the event any employee becomes aware of or is subjected to any act made unlawful by the FMLA, he/she must immediately notify his/her supervisor, the Human Resources Department, or the Executive Director. Lactation/Breastfeeding: For up to one year after a child ’ s birth, any employee who is breastfeeding her child will be provided reasonable break times as needed to express breast milk for her baby. Frenchman ’ s Creek will provide a functional space for a nursing mother for expressing breast milk. Any break milk stored in the refrigerator must be labeled with the name of the employee and the date of expressing the breast milk. Any nonconforming products stored in the refrigerator may be disposed. Employees storing milk in the refrigerator assume all responsibility for the safety of the milk and the risk of harm for any reason, including improper storage or refrigeration and tampering. Nursing mothers wishing to breastfeed should contact her supervisor or Human Resources for accommodations. Breaks of more than 20 minutes in length will be unpaid, and the employee should indicate this break period on her time record. Employees must provide sufficient information for the Human Resources Department and the Human Resources Department will provide you with the information to contact FMLA Matters, for the administration of this program. Leave requests can be made by calling 866-784-9266. Eligibility determination will be made, and documentation will be mailed to your home within five (5) days. For leaves planned in advance, a 30-day notice is expected. For leaves in an emergency, verbal notice should be given as soon as practicable by you or a representative if you are unable (within two (2) business days when possible). Medical information will be requested to determine protections under FMLA, and information regarding such will be present in your eligibility letter. Medical information is due no sooner than 15 days from the date of the request; please contact FMLA Matters if unable to return this form prior to the due date provided. Within two (2) business days of the absence, the employee must provide Frenchman ’ s Creek Human Resources Department with verbal or written notice of a potential FMLA qualified absence. Please contact the Human Resources Department to report that you may have experienced an FMLA qualified event. Failure to provide adequate notice may result in a delay or denial of the leave. To ensure protected status, employee must notify Human Resources of the absence that may be covered by FMLA.

42