RubinBrown Team Member Manual

Section: Family and Medical Leave Act (FMLA) 701

Policy Title: Policy Number:

Absence From Work

Effective Date:

Supersedes Policy Dated:

06/01/2024

06/01/2023

Background: The Family and Medical Leave Act (FMLA) of 1993 was designed to allow employees to balance their work and family life by taking reasonable unpaid leave for medical reasons. Policy: RubinBrown team members are eligible for FMLA once they have completed 12 months of service and have worked at least 1,250 hours during the 12 month period that immediately precedes the start of the FMLA leave. Procedure: FMLA may be granted for the following reasons: • For the birth and care of a newborn child of the Team Member; • For placement with the Team Member of a son or daughter for adoption or foster care; • To care for a spouse, son, daughter, or parent with a serious health condition; • To take medical leave when the Team Member is unable to work because of a serious health condition; or • For any qualifying exigency arising out of the fact that a spouse, son, daughter, or parent is a military member on covered active duty or call to covered active duty status. These requirements are calculated from the date the team member requests leave. Eligible team members may request to take the equivalent of 12 work weeks of leave by reducing his/her hours of work per day or week, or by intermittently taking time off work. Only the actual time needed for the leave will be granted. If the originally anticipated amount of leave changes, the Firm may require the team member to provide reasonable notice of changed circumstances where foreseeable. If an intermittent or reduced schedule leave is granted, the team member may be required to transfer temporarily to an available alternate position for which the team member is qualified and which has equal pay and benefits to the team member’s current position, but which better accommodates recurring periods of leave than does the team member’s current position. Upon expiration of the leave, if the team member’s original position is no longer available, the team member will be returned to an equivalent position with equivalent employment benefits, pay and other terms and conditions of employment.

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