RubinBrown Team Member Manual

POLICY CONTINUED Policy Title: Policy Number:

Section: Family and Medical Leave Act (FMLA) 701

Absence From Work

FMLA also includes a special leave entitlement that permits eligible team members to take up to 26 weeks of leave to care for a covered servicemember during a single 12-month period. A covered servicemember is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the servicemember medically unfit to perform his or her duties for which the servicemember is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list. If a holiday falls within the workweek, the week is still considered a full workweek for FMLA leave purposes. If for some reason the business is ceased or team members are not expected to report for work, the time missed does not count against FMLA. The Firm will maintain “team member benefits” for group health, dental, life, and long term disability insurance for team members on leave at the same level and conditions under which it would provide coverage if no leave had been taken. The team member is responsible to continue to pay the team member portion of the benefits on each regular payday or make alternative arrangements prior to the leave. If the team member decides not to return to work, they will be required to reimburse RubinBrown for its portion of the insurance premiums back to the date the leave began. The team member can elect to continue group health insurance at his or her own expense under COBRA or state laws. State Laws: Some States have their own family and medical leave laws. Nothing in FMLA prevents employees from receiving protections under other laws. Workers have the right to benefit from all the laws that apply. State Leave programs would run concurrently with FMLA (if applicable).

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