Protected Unpaid Leaves

Submitted by TMHopkins on Thu, 05/06/2021 - 20:38
Policy: 

Bereavement Leave

Mains’l provides eligible employees up to five days of unpaid bereavement leave upon the death of a family member. The five days of leave don’t have to be consecutive, but they must be used within three months of the qualifying family member’s death. An eligible employee has been employed for at least 30 days prior to the start of the leave. For purposes of bereavement leave, qualifying family members includes a spouse, child, parent, parent-in-law, sibling, grandparent, grandchild, or domestic partner. Employees are entitled to use bereavement leave any time they experience the death of a family member.

The Company will maintain confidentiality of any employee requesting bereavement leave.

You may use available vacation, personal leave, or accrued and available paid sick leave for your leave.

The Company will not discriminate, interfere, or retaliate against employees who request or take leave in accordance with this policy.

Crime Victim Leave

Mains'l provides employees who are the victim of a violent felony or serious felony (or the family member of a victim of a violent felony or serious felony) with unpaid leave in order to attend judicial proceedings related to the crime. A family member under this policy includes a spouse, domestic partner, child, stepchild, brother, stepbrother, sister, stepsister, mother, stepmother, father, or stepfather.

When the need for leave is foreseeable, you must provide documentation of the scheduled proceeding. Such notice is typically given to the victim of the crime by a court or government agency setting the hearing, a district attorney or prosecuting attorney's office, or a victim/witness office. If advance notice is not possible, you must provide appropriate documentation within a reasonable time after the absence.

Any absence from work to attend judicial proceedings will be unpaid, unless you choose to take paid time off, such as accrued vacation or personal holiday.

The Company will not retaliate against employees who request or take leave in accordance with this policy.

Leave for Victims of Domestic Violence, Sexual Assault, or Stalking

Mains'l provides employees who are victims of domestic violence, sexual assault, or stalking with unpaid leave to:

  1. Seek medical attention for injuries caused by domestic violence, sexual assault, or stalking.
  2. Obtain services from a domestic violence shelter, program, or rape crisis center as a result of domestic violence, sexual assault, or stalking.
  3. Obtain psychological counseling related to an experience of domestic violence, sexual assault, or stalking.
  4. Participate in safety planning and take other actions to increase safety from future domestic violence, sexual assault, or stalking, including temporary or permanent relocation.

You must provide reasonable advance notice of your intention to take leave for the above reasons unless advanced notice is not feasible. If an unscheduled absence occurs, you must provide the following documentation within a reasonable amount of time after your absence:

  1. A police report indicating that the you were a victim of domestic violence, sexual assault, or stalking;
  2. A court order protecting or separating you from the perpetrator of an act of domestic violence, sexual assault, or stalking, or other evidence from the court or prosecuting attorney stating that you have appeared in court; or
  3. Documentation from a licensed medical professional, domestic violence counselor, sexual assault counselor, licensed health care provider, or counselor stating that you were undergoing treatment for physical or mental injuries or abuse resulting from victimization of an act of domestic violence, sexual assault, or stalking.

You may use available vacation, personal leave, or accrued paid sick leave for your leave unless you are covered by a collective-bargaining agreement that states otherwise.

Leave under this policy will run concurrently with other types of leave where permitted under applicable law.

The Company will maintain the confidentiality of anyone requesting time off or requesting an accommodation under this policy, except as required by federal or state law or as necessary to protect your safety in the workplace.

The Company will not retaliate against a victim of domestic violence, sexual assault, or stalking for requesting or obtaining leave in accordance with this policy.

Military Spouse Leave Policy

Mains'l provides up to 10 days of job-protected, unpaid leave to employees who are the spouse or registered domestic partner of a military member who is home on leave during a period of military deployment.

To be eligible for military spouse leave you must:

  1. Work an average of 20 or more hours per week; and
  2. Be the spouse or registered domestic partner of a member of the Armed Forces, National Guard, or Reserves who is on leave from deployment during a period of military conflict.

Notify your Manager of your need for leave within two business days from the day you receive official notice that your spouse or registered domestic partner will be on leave from deployment. You must also provide written documentation certifying that your spouse or registered domestic partner will be on leave from deployment during the time you are requesting leave.

You may elect to use any available paid time off for which you are eligible under Company policy for the purpose of taking military spouse leave, and such paid time off will run concurrently with the leave afforded under this policy.

The Company will not discriminate or retaliate against employees who request or take leave in accordance with this policy.

School and Child Care Activities Leave

Mains'l will provide employees who have one or more children that are of the age to attend a licensed child care provider, kindergarten, or grades 1 through 12, with up to 40 hours of leave per year to participate in the following:

  1. Finding, enrolling, or re-enrolling the child in a school or with a licensed child care provider;
  2. Participating in school or childcare-related activities; or
  3. Addressing a child care provider or school emergency.

Leave is limited to eight hours in any calendar month.

To be eligible for leave, you must be a parent, guardian, step-parent, foster parent, grandparent, or a person who stands in the place of a parent (in loco parentis) to a child.

If you wish to take leave to enroll a child in school or with a child care provider or to participate in a school or child-care related activity, you must provide reasonable advance notice to your Manager. If you need to take leave to address a child care provider or school emergency, you must provide notice to your Manager as soon as practicable. You may be required to provide documentation from the school or child care provider verifying that you participated in the school or childcare activity.

If both parents of a child work for the Company, only one parent — the first to provide notice — may take the time off, unless the Company approves both parents taking time off simultaneously.

You are not required to use accrued vacation time for this leave.

The Company will not retaliate against employees who request or take leave in accordance with this policy.

Voting Leave

If your work schedule prevents you from voting on Election Day, Mains'l will allow you a reasonable time off to vote. The time when you can go to vote will be at the discretion of your Manager, consistent with applicable legal requirements.

Witness Leave

If you are required by law to appear in court as a witness, you may take unpaid time off to do so, provided you give Mains'l reasonable advance notice.