An Easy Way to Protect Your Company ReallyEasyHandbook has been created to provide small business owners with a quick, easy and free way to deal with the increasingly onerous burden of HR compliance. When you have employees, you have risk. An employee handbook is the fundamental first step you need to take to protect your company. What You Get Within minutes of clicking the get free handbook button we'll deliver your employee handbook documents. Using Microsoft Word or other common word processing programs, you can edit, revise and print these documents in any way you like, at any time, now or in the future. The documents provide lawyer-written policies customized for your company. ( Please Note: You assume all responsibility for the use of these policies.) How to Create Your Handbook in 5 Minutes • Step 1: Click the button.

• Step 2: Enter contact information for the person creating your handbook. • Step 3: Answer a few simple questions to customize your handbook such as: • How many hours in your standard workweek? • When do paydays occur? • What breaks and lunch periods are permitted? • Step 4: Download your handbook (edit or print with Microsoft Word and other word processors). Features • Completely Free – ReallyEasyHandbook is presented as a free service of.

• Print on Your Printer – A printable handbook document delivered to your computer. • Fully Customizable – Edit your handbook anytime with Microsoft Word and other word processors. • Fast and Easy – Create your custom handbook and receive it in about 5 minutes. • Lawyer-Written Policies – Includes the policies most small businesses need –.

[ COMPANY NAME ] EMPLOYEE HANDBOOK Employment Relationship This Employee Handbook does not constitute an express or implied employment contract. Although this Handbook describes the general guidelines of [ Company Name ] (the “Employer”) rules and policies, it is not binding on Employer. Free Download Song Ja Ja Ja Ja Bewafa. Employer reserves the right to unilaterally change, revise or discontinue its rules and policies, or terminate the employment of any employee with or without notice and with or without cause. Likewise, employees are free to terminate their employment at any time. [ Certain employees are represented by unions, which have negotiated collective bargaining agreements (“CBA”) with Employer. Employer recognizes its obligation to bargain with any unions which represent its employees and nothing contained in this Handbook or changed at a later date is meant to breach that obligation.

A book containing information on company policies and procedures is known as the employee handbook. It is given to the new employees who have just joined the organization to find out more about the enterprise. It is usually given to the employees by the employers. Such a handbook gives a clear picture of the rules and. Do you need a table of contents for a comprehensive employee handbook for your organization? Find policies, procedures, forms, and checklists here.

The CBAs negotiated by Employer contain provisions regarding certain benefits and rights of the union employees that may differ (either greater or lesser) from those enumerated in this Handbook. Where the applicable CBA does not specify otherwise, the general provisions of this Handbook may apply or, at a minimum, provide guidance about Employer’s expectations. Nothing contained in this Handbook is meant to supersede any applicable CBA. In addition, nothing contained in this Handbook is meant to increase or decrease any negotiated benefits contained in an applicable CBA. If an employee does not understand whether a provision in this Handbook applies to him or her, the employee may contact Human Resources for guidance.

] No employee, manager or other agent of Employer, other than the [ Direct Supervisors Name ] (the “Employer Designee”), has the authority to enter into any agreement contrary to the above or to enter into any agreement with any employee for any specified period of time. Any amendment to the foregoing must be in writing and signed by the Employer Designee. This Handbook supersedes and voids all previous Employer Handbooks, policies and practices, which may be inconsistent in any way with that stated herein. This Handbook applies to employees in [ States Employees Are Located ] Employee Benefits The information contained in this Handbook is only a brief summary of the benefits which Employer offers its employees.

For a full explanation of particular benefits, all employees should consult, where applicable, the specific plan documents themselves. If the benefit summaries contained in this Handbook conflict with any statement contained in the formal plan documents, those plan documents supersede anything contained in the Handbook. Employer, by action of the Employer Designee, reserves the right to interpret, apply, alter, amend, modify or discontinue any or all of the benefits provided to employees at its sole and absolute discretion. Employer will attempt to inform employees as promptly as possible of any changes in benefits; however, this is not always practical or possible and, where this is the case, Employer reserves its right, in its sole and absolute discretion, to make changes in employee benefits without prior notice. TYPES OF EMPLOYMENT A. Initial Employment: All new employees are subject to a 90 day initial employment period.

During this period, employees are not eligible for benefits except as required by law or as provided by a specific Employer policy or applicable plan document. Employer may extend this period in its sole discretion.

Upon completion of this period, or any extension thereof, the employee may attain a regular employment classification. Full-Time: An employee who is regularly scheduled to work at least 37.5 hours per week is a regular full-time employee. Part-Time: An employee who is regularly scheduled to work fewer than 37.5 hours per week is a part-time employee. Regular: An employee hired to work on either a full-time or part-time basis for an unspecified period of time is a regular employee.

Temporary: An employee who is hired for a limited duration, set at the time of hire, is a temporary employee. Temporary employees are not eligible for benefits except as required by law or as provided by a specific Employer policy or applicable plan document.

HOURS OF WORK A. Schedules: The normal work week begins on Monday and ends on Friday. Regular office hours depend on staffing needs but are normally [ Start Time ] a.m.

To [ End Time ] p.m. Office hours and schedules are established by Employer. Employees are not permitted to begin or end their workday outside of their regularly scheduled shift without the prior written approval of the Employer Designee. Meal Periods: Generally, employees are given a [ Meal Hours ] hour meal break.

Meal time is not considered time worked. However, if circumstances dictate (i.e., working through lunch), meal periods may be paid if approved, in advance and in writing, by the Employer Designee. Meal periods are scheduled at the Employer Designee’s sole discretion but normally take place between the hours of 12:00 noon and 2:00 p.m. OVERTIME Non-exempt employees are eligible for overtime compensation for hours worked in excess of 40 hours per week.

Approved overtime is reimbursed at one and one-half (1½) times the regular straight-time, hourly rate for all authorized hours worked in a work week. Time paid on account of holidays, vacation, bereavement, sick days, or jury duty are not included for purposes of computing overtime pay. Each employee is required to be available for a reasonable amount of overtime, as conditions dictate. No overtime work may be performed without the prior written approval of the Employer Designee, reflected on a time card or an equivalent document.

PAY PERIODS AND PAYROLL DEDUCTIONS Employees are normally paid on a bi-weekly basis and paychecks are normally distributed on [ Payday ]. Payroll deductions are made for federal, state, and municipal taxes, and for other purposes authorized by the employee or required by law. Employer does not make advances to employees against their pay. Direct deposit is available to Employer employees. Please see the Employer Designee for further information.

If a paycheck is lost after the employee receives it from Employer or if it is lost in the mail, Employer will stop payment on that paycheck and issue a new paycheck to the employee. In the event that a stop payment is issued, the employee will be charged for all bank fees associated with that transaction. If an error occurs on an employee’s paycheck (whether an overpayment or underpayment), in most cases the adjustment is made in the following paycheck. All employees are required to immediately notify the Employer Designee, in writing, of any changes to their name, address, telephone number, emergency contacts, and other personnel data, as some of this information may effect an employee’s payroll deductions. ERRORS IN PAY Employer will not make impermissible deductions from its employees’ salaries.

If an employee believes that an impermissible deduction has been made, s/he should advise the Employer Designee, who will investigate and correct the deduction, if needed. If any other error should occur on an employee’s paycheck (whether an overpayment or underpayment), in most cases the adjustment will be made in the following paycheck, but all questions should be made to the Employer Designee. TIME RECORDS Government regulations require Employer to keep accurate records of the time worked by most classes of its employees. Therefore, employees must maintain accurate records of the time they arrive and leave work, including meal breaks. * A time clock is provided for this purpose.

Employees must clock in and out at the beginning and end of their shifts, meal periods, and any other breaks in the work day. Failure to maintain time records, falsification of time records, clocking in for another employee or requesting that someone do so, or knowingly permitting another to falsify time records are serious offenses, subject to disciplinary action, up to and including termination and possible legal action. *Employees are not permitted to begin or end their workday outside of their regularly scheduled shift without the prior written approval of the Employer Designee. EVALUATIONS Employees are evaluated during their 90 day initial employment period. Employees are evaluated after the initial employment period, and annually thereafter based on their anniversary date.

Employees’ supervisors review their job progress within Employer and help employees set new job performance plans. Employees are required to sign an acknowledgement of receipt of their evaluation. Refusal to do so could be grounds for disciplinary action, up to and including termination.

When applicable, wage increases are normally given when there has been an improvement in or sustainment of an already good performance during the review period. In addition, employees may receive bonuses based on individual merit, Employer’s profitability, or any other factor, within the sole discretion of Employer. Wage increases and bonuses are not automatic (based on seniority or the mere passage of time), nor are they guaranteed. ATTENDANCE AND PUNCTUALITY Excessive or habitual lateness and/or absenteeism diminishes an employee’s effectiveness in his/her job, and therefore, is unacceptable. Employees are not to leave the premises without notifying the Employer Designee in advance. For each day an employee is unable to report to work as scheduled, s/he is expected to contact the Employer Designee [ # Hours Necessary Notice ] hours prior to his/her scheduled start time. Upon calling in, employees must state the reason for the absence or lateness, as well as an anticipated return date or time, except in cases of extreme and verifiable emergency.

This practice applies unless the employee is hospitalized or unavailable to come to work because of a long-term illness (at least one week in length), in which case the employee should keep the Employer Designee informed of his/her progress. When calling in, employees must contact the Employer Designee. If contact with the Employer Designee cannot be made, the employee must leave a telephone message with all relevant information. Any illness of three days or longer for any employee may require a doctor’s excuse. Failure to provide the required doctor’s excuse may result in disciplinary action, up to and including termination.

If at any time an employee’s absenteeism becomes chronic due to illness, Employer may require a complete physical examination by [a/n] Employer-designated physician to re-qualify the employee for continued employment. Failure to re-qualify may result in disciplinary action, up to and including termination. Should a question arise regarding the legitimacy of an absence for sick leave, a doctor’s certification may also be required.

The failure to call in prior to absences or lateness as outlined above may result in disciplinary action, up to and including termination. Furthermore, Employer expressly reserves the right to terminate employees for absenteeism and/or lateness where absences and/or lateness are excessive or exhibit a pattern of Monday/Friday or pre/post-holiday problems, even where such absence or lateness is excused. If an employee fails to report to work or contact the Employer Designee for a period of three days or longer, Employer may treat that employee as a voluntary quit.

EQUAL EMPLOYMENT OPPORTUNITY It is the continuing policy of Employer to provide equal employment opportunities to qualified individuals, regardless of race, creed, color, sex, age, national origin, ancestry, religion, physical or mental handicap/disability, veteran’s status, genetic information or other classifications protected by applicable law. Specifically, employment opportunities are and shall be open to all qualified applicants solely on the basis of their experience, aptitudes, abilities and training. Advancement is and shall be based on the individual’s achievement, performance, ability, attitude and potential for promotion. Employer is committed to providing reasonable accommodations where necessary, feasible and required by applicable law.

Employees seeking an accommodation must bring their request to the Employer Designee. When an accommodation is requested, Employer Designee will meet and discuss the situation with the employee and attempt to reach a mutually-agreeable, reasonable accommodation. NON-HARASSMENT POLICY Employer strives to create a work environment where all individuals are treated fairly, with respect, and where personnel decisions are strictly made on the basis of job qualifications and merit. It is Employer’s policy to employ, train, compensate, promote, and provide other conditions of employment without discrimination due to race, color, religion, national origin, sex, age, disability, veteran’s status, genetic information or other classifications protected by applicable law. Any form of harassment based on race, color, religion, national origin, sex, age, disability, veteran’s status, genetic information or other classifications protected by applicable law, (hereinafter “harassment”), is discriminatory and unprofessional, and will not be tolerated.

Sexual Harassment Defined The definition of sexual harassment is often subject to confusion. Sexual harassment does not refer to an occasional compliment; it is defined, instead, as any unwelcome sexual advances, requests for sexual favors, and/or other verbal, graphic, or physical conduct of a sexual nature when. It is either explicitly or implicitly made a term or condition of an individual’s employment.

It is used as the basis for employment decisions affecting an individual. It has the effect of unreasonably interfering with an individual’s work performance, or creating an intimidating, hostile, or offensive working environment for that employee or for other employees even where they are not parties to the harassment. It results in “reverse discrimination”; that is, it negatively affects an employee in lieu of a co-worker with whom the Supervisor is receiving sexual favors. Sexual harassment may include, but is not limited to: a. Touching, patting, or brushing against the body. Photos or other sexually-oriented material.

Off-color jokes. Sexually-demeaning remarks or suggestions. Overly familiar terms or remarks. Offensive gestures or teasing.

Individuals Covered Under the Non-Harassment Policy Harassment is a serious violation of Employer’s policy which covers all Employer employees. Employer will not tolerate, condone, or allow harassment, whether engaged in by fellow employees, supervisors, managers, customers, or other non-employees who conduct business with Employer. Employer encourages the reporting of all incidents of harassment, regardless of who the offender may be. Reporting a Complaint While Employer encourages individuals who believe they are being harassed to firmly and promptly notify the offender that his/her behavior is unwelcome and discriminatory, Employer also recognizes that such a confrontation is not always appropriate or advisable.

The following steps should be followed in reporting harassment: 1. Notification of Appropriate Staff Individuals who believe they were subject to harassment should report the incident to the Employer Designee. If a supervisor receives a complaint in a formal or informal manner or observes conduct which s/he believes may constitute harassment, the supervisor should immediately inform the Employer Designee. In the event that a supervisor or the Employer Designee is the alleged harasser, the complaining employee may report the incident directly to Employer Designee. Description of Misconduct Oral reports of harassment should be reduced to writing by either the complainant or the Employer Designee, and signed by the complainant. Time Frame for Reporting a Complaint Employer encourages prompt reporting of complaints so that a prompt response and appropriate action may be taken.

The late reporting of a complaint may adversely impact Employer’s ability to respond and to take appropriate action. Protection Against Retaliation Employer may not in any way retaliate against an individual who makes a report of harassment, nor may it permit any employee to do so. Retaliation is a serious violation of this non-harassment policy and should be reported immediately.

Any person found to have retaliated against another individual for reporting harassment may be subject to the same range of disciplinary action provided for harassment offenders (see “Resolving the Complaint” below). False Accusations If an investigation results in a finding that the complainant falsely accused another of harassment, knowingly or in a malicious manner, the complainant will be subject to appropriate sanctions, including potential termination. Investigating the Complaint Any allegation of harassment brought to the attention of the Employer Designee will be promptly investigated in as confidential a manner as possible so as to protect the privacy of persons involved. Confidentiality will be maintained throughout the investigation process to the extent practical and appropriate under the circumstances. In pursuing the investigation, the investigator will try to honor the complainant’s wishes, but the need to completely investigate all allegations will be the paramount concern. Resolving the Complaint 1. Sanctions Employees found to have engaged in misconduct constituting harassment will be disciplined, up to and including termination of employment.

In addressing incidents of harassment, Employer’s response, at a minimum, will include reprimanding the offender and preparing a written record. Additional action may include: referral to counseling, withholding of a promotion, reassignment, temporary suspension without pay, financial penalties, demotion or termination.

Although Employer’s ability to discipline a non-employee harasser (i.e. Customer, supplier) is limited by the degree of control, if any, that Employer has over the alleged harasser, employees should be assured that appropriate action will be taken. Appeals Process If either party directly involved in a harassment investigation is dissatisfied with the outcome or resolution, that individual has the right to appeal the decision.

The dissatisfied party should submit his/her written comments in a timely manner to the Employer Designee. The subsequent decision of the Employer Designee shall constitute the final decision of Employer. Maintaining a Written Record of the Complaint Employer shall maintain a written record of each complaint, including how it was investigated and resolved, in a manner consistent with Employer’s legal obligations.

Conclusion Employer developed this policy to ensure that all of its employees work in a harassment-free environment. Employer will make every effort to ensure that all its personnel are familiar with the policy and know that any complaint received will be promptly and appropriately investigated. EMPLOYEE RELATIONSHIPS Employer prefers to avoid potential conflicts that may arise as a result of a social relationship between two Employer employees. Employer requires that all relationships between a supervisor and a subordinate, in the nature of “dating” or intimate interpersonal relations, be reported to the Employer Designee. Employer will take appropriate action to ensure that no employee is directly supervised by another employee with whom the employee has a personal relationship. HOLIDAYS Employer recognizes the following as paid holidays for all regular full-time employees and those regular part-time employees (provided they are regularly scheduled to work at least 25 hours per week) normally scheduled to work the day on which the holiday falls (in proportion to the number of hours they would normally be scheduled to work): New Year’s Day Memorial Day Independence Day Labor Day Thanksgiving Day Day after Thanksgiving Christmas Day If a recognized holiday falls on a weekend, Employer, in its sole discretion, may establish an alternative observance date.

An employee who fails to work the full scheduled work day before and after a holiday is not eligible to receive holiday pay unless an excuse acceptable to the Employer Designee is submitted. If a paid holiday falls within an employee’s vacation period, the day will count as a holiday and not as a vacation day. Holiday pay shall not count or be considered time worked for purposes of calculating overtime or otherwise. Length of Vacation: Regular full-time employees (provided they are regularly scheduled to work at least 25 hours per week) are eligible to receive two weeks of vacation each anniversary year which accrues at a rate of 6.7 hours per month beginning on the employee’s hire date. The weeks of vacation available to regular part-time employees are calculated on a pro-rata basis equivalent to the average number of days per week the employee is regularly scheduled to work. Vacation Pay: Vacation pay is computed at the employee’s base hourly or weekly rate, prevailing when the vacation is taken.

Vacation pay shall not count or be considered time worked for purposes of calculating overtime or otherwise. If a paid holiday falls within an employee’s vacation period, the day will count as a holiday and not as a vacation day.

Scheduling Vacation Time: When scheduling vacation time, an employee should remember that vacations may not interfere with the demands of the employee’s work schedule. Additionally, vacation must be taken in minimum increments of one-half (½) day, unless other arrangements are made with the Employer Designee, reflected on the employee’s time record. Drivers Education At Suffolk Community College.

Eligible employees must complete and return a vacation request form listing preferences for vacation dates to the Employer Designee at least [ # Days Required Notice ] in advance. Vacation requests are not deemed approved until the employee receives a written confirmation from the Employer Designee. Generally, if the dates requested conflict with requests of other employees, the conflict is resolved in favor of the employee submitting the earliest request. There is no carry-over of vacation from year to year. Upon termination of employment, employees who have completed one year of service and who have resigned by giving notice at least equal to the amount of their accrued but unused paid vacation days (but in no event less than two weeks), and/or who are not terminated for cause (in the Employer Designee’s sole discretion), are compensated for unused, earned vacation time on a pro rata basis. Upon termination of employment, an adjustment to the final paycheck is made for vacation days taken in excess of those earned. Sick/Personal Leave A.

Sick Leave No paid sick leave is provided by Employer during the initial employment period or any extension thereof. After that period, regular full-time employees are eligible for [ # Yearly Sick Days ] paid sick days per calendar year.

During the initial year of employment, after completing the initial period of employment, employees receive sick days on a pro rata basis. The Employer Designee will inform the employee of the number of sick days for which the employee is eligible and the date on which the employee becomes eligible. Any illness of three days or longer for any employee may require a doctor’s excuse. Failure to provide the required doctor’s excuse may result in disciplinary action, up to and including termination. If, at any time, an employee’s absenteeism becomes chronic due to illness, Employer may require a complete physical examination by a physician designated by Employer to re-qualify the employee for continued employment. Failure to re-qualify may result in disciplinary action, up to and including termination. Should a question arise regarding the legitimacy of a sick leave absence, a doctor’s certification may be required.

Employees who leave work early for any reason are not paid sick leave unless they already worked a minimum of four hours, in which case they are paid one-half (½) day leave, unless other arrangements are made with the Employer Designee, reflected on the employee’s time record. Sick days must be taken in minimum increments of one-half (½) day, unless other arrangements are made with the Employer Designee, reflected on the employee’s time record. An employee who uses sick leave before and after a holiday is not eligible to receive holiday pay unless an excuse acceptable to the Employer Designee is submitted.

Sick days cannot be carried over from year to year. Unused sick days will not be paid for at the end of the year or upon termination of employment for any reason. Personal Leave No paid personal leave is provided by Employer during the first three months of employment. After this period, regular full-time employees are eligible for [ # Personal Days Per Year ] paid personal days per calendar year. During the initial year of employment, after completing the initial period of employment, regular full-time employees receive personal days on a prorated basis. The Employer Designee will inform the employee of the number of personal leave days for which the employee is eligible and the date on which the employee become eligible.

Requests for planned personal days must be given to the Employer Designee for approval. Personal days must be taken in either one-half (½) days or full day increments. An employee who uses personal days before and after a holiday is not eligible to receive holiday pay unless an excuse acceptable to the Employer Designee is submitted.

Personal days cannot be carried over from year to year. Unused personal days are not paid for at the end of the year or upon termination of employment.

Violations and/or abuse of this policy may result in disciplinary action, up to and including termination. MILITARY LEAVE A.

It is Employer’s policy to support the National Guard and Reserves. Employer employees’ job and career opportunities are not limited or reduced because of their service in the Guard or Reserve. Employer employees will be granted leaves of absence for military training and/or duty in the Guard or Reserve without sacrifice of vacation time and as outlined below. Request for military leave must be made to the Employer Designee in advance, stating the leave date and location. All requests must be approved, in writing, by the Employer Designee. An employee performing annual active training duty in order to maintain Reserve status, eligibility for promotion, or military retirement status, or an employee called for active duty during a civil emergency, will be granted a leave for that period of service in accordance with federal and state laws and implementing regulations.

Employer will continue to provide benefits to employees on eligible military leave pursuant to federal and state law. Furthermore, employees may be entitled to reinstatement upon completion of military service pursuant to federal and state law. Upon completion of military service, employees must promptly notify the Employer Designee of their intention to return to work. An employee’s failure to do so may preclude his/her re-employment. JURY DUTY If an employee is summoned to jury duty, s/he must notify the Employer Designee at once. Upon completion of jury duty, the employee must submit the official notice of compensation paid by the Court to the Employer Designee. For regular full-time employees, Employer pays the difference between the jury duty fee and the employee’s regular pay for jury duty days for a period of up to [ # Days ] working days per calendar year.

Employees are expected, however, to report to work on days when they are temporarily released from jury duty, when jury duty sessions are postponed, or when jury duty sessions do not occupy the entire day. To the extent an exempt or non-exempt employee is required to serve jury duty without regular pay from Employer, s/he may use any available paid time off or may request an unpaid jury duty leave of absence. Requests for jury duty leave are not deemed approved until the employee receives written confirmation from the Employer Designee. Violations and/or abuse of this policy may result in disciplinary action, up to and including termination. WITNESS DUTY If [a/n] Employer employee is summoned to appear in court as a witness, s/he may use any available paid time off.

If the employee has used all available paid time off, s/he may request an unpaid leave of absence. Requests for witness duty leave are not deemed approved until the employee receives written confirmation from the Employer Designee.

Employees are expected to report to work on days when they are temporarily released from witness duty, where witness duty sessions are postponed, or when witness duty sessions do not occupy the entire day. Violations and/or abuse of this policy may result in disciplinary action, up to and including termination.

BEREAVEMENT LEAVE Employer provides [ # Days ] days paid leave to regular full-time employees for the purpose of making arrangements, composing family affairs, and attending funerals upon a death in the immediate family. Leave for death in the immediate family is arranged by notifying the Employer Designee of the death. Immediate family includes spouse, children, parents or guardians, grandparents, in-laws, brothers and sisters.

The number of available unpaid funeral leave days may be extended at the sole discretion of the Employer Designee. However, the Employer Designee must approve, in writing, all such requests for additional funeral leave days. Employer provides [ # Days ] unpaid days to attend the funeral of an individual who was not a member of the immediate family (i.e., aunt, uncle, niece, nephew, cousin). Leave for death in the non-immediate family is arranged by notifying the Employer Designee of the death. Additional unpaid leave is available at the sole discretion of the Employer Designee. However, the Employer Designee must approve, in writing, all such requests for additional funeral leave days.

Employer may request a copy of the death certificate or obituary to confirm the application of this leave policy. Failure to provide such documentation or other abuse of this policy may result in disciplinary action, up to and including termination. PERSONAL LEAVES OF ABSENCE Employer is a covered employer under the federal Family and Medical Leave Act of 1993 (FMLA) (the 'Act') which entitles eligible employees to take unpaid leave for specific qualifying reasons. Employer employees may be eligible under one or more of these leave plans.

If an employee is eligible under the Act, Employer, to the extent permitted by law, will deduct the leave time taken from the employee’s entitlement under the Act for which the reason for the leave is a qualifying reason. In addition, Employer, to the extent permitted by law, will require employees to exhaust available paid time off including, but not limited to, vacation, personal, sick, and medical disability time during their leave of absence. The Family and Medical Leave Act of 1993, As Amended Employer is a covered employer under the Family and Medical Leave Act of 1993 as Amended (“FMLA”). The FMLA entitles eligible employees of a covered employer to a maximum of 12 weeks per year of unpaid leave for specific FMLA-qualifying reasons, or 26 weeks in the event the leave is taken to care for a covered servicemember, as defined below.

Eligibility Employees are eligible for FMLA leave if they: 1. Worked for Employer for at least 12 months during the last seven years (unless the break in service is due to a National Guard or reserve military service obligation or a written agreement reflecting Employer’s intention to rehire the employee after the break in service); and 2.

Worked for Employer for at least 1,250 hours during the 12 months immediately preceding their leave date; and, 3. Work at an Employer worksite that employs at least 50 employees within a 75-mile radius. An employee’s “worksite” is the site to which an employee reports to work or, if none, from which the employee’s work is assigned. Qualifying Reasons Eligible employees may take FMLA leave for any of the following qualifying reasons: 1. The care of a child following the birth or adoption of the child, or the placement of a foster child; or 2. The care of a parent, child, or spouse with a serious health condition; or 3.

The treatment of an employee’s own serious health condition which makes the employee unable to perform the essential functions of his or her job; or 4. Incapacity due to pregnancy, prenatal medical care, or child birth; or 5.

Any [ GREEN] highlighted language is intended to be filled in by the user. Any [ YELLOW] highlighted language is considered optional or conditional by the attorney community. Consult with an attorney before using this document.

This document is not a substitute for legal advice or services. Refer to our for more details. This form has been prepared for general informational purposes only. It does not constitute legal advice, advertising, a solicitation, or tax advice. Transmission of this form and the information contained herein is not intended to create, and receipt thereof does not constitute formation of, an attorney-client relationship. You should not rely upon this document or information for any purpose without seeking legal advice from an appropriately licensed attorney, including without limitation to review and provide advice on the terms of this form, the appropriate approvals required in connection with the transactions contemplated by this form, and any securities law and other legal issues contemplated by this form or the transactions contemplated by this form.