Employee Handbook v.2025

A family member includes the following: Child (including foster), parent, spouse, registered domestic partner, grandparent, grandchild, sibling, and any other individual related by blood or affinity whose close association with the employee is the equivalent of a family relationship. CODAC will not tolerate abuse or misuse of sick leave. An employee who is unable to report to work because of injury or illness must notify their supervisor prior to the scheduled starting time and should refer to the Absenteeism and Tardiness section of the Handbook for specific requirements for calling in sick. For absences of more than three (3) consecutive days due to illness or injury not connected with employment, a certification from a health care provider must be submitted. The certification must state that the employee was under the provider's care or treatment for the days in question and that it is the provider's recommendation that the employee remain out of work. A health care provider's certification may also be required in other circumstances. CODAC reserves the right to require a release from the employee's health care provider before the employee returns to work. FAMILY AND MEDICAL LEAVE CODAC will grant Family and Medical Leave in accordance with the requirements of applicable federal and state law in effect at the time the leave is granted. Although federal and state laws have different names, CODAC refers to these types of leaves collectively as "FMLA Leave." EMPLOYEE FMLA ELIGIBILITY To be eligible for FMLA leave benefits, employees must: (1) have worked for CODAC for a total of at least 12 months; (2) have worked at least 1,250 hours over the previous 12 months as of the start of the leave; and (3) have worked at a location where at least 50 employees are employed by CODAC within 75 miles, as of the date the leave is requested. Eligibility requirements may differ for employees who have been on a protected military leave of absence. If employees are unsure whether they qualify for FMLA leave, they should contact Human Resources. REASONS FOR LEAVE Federal and state laws allow FMLA leave for various reasons. Because employees' legal rights and obligations may vary depending upon the reason for the FMLA leave, it is important to identify the purpose or reason for the leave. FMLA leave may be used for one of the following reasons.  The birth, adoption or foster care of an employee's child within 12 months following birth or placement of the child (Bonding Leave);  For placement with employee of a son or daughter for adoption or foster care;  To care for an immediate family member (spouse, child, or parent) with a serious health condition (Family Care Leave);  An employee's inability to work because of a serious health condition (Serious Health Condition Leave);

Employee Handbook v. 05.2025

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