For assistance, problems or questions, please email us.
Page History
...
Policy Name: | Leave of Absence |
---|---|
Scope: | All Staff |
Revision Date: | March 22, 2021 |
Last Review Date: | March 22, 2021 |
Excerpt | ||
---|---|---|
General policyOn : On occasion, an employee may find that personal, health, or family situations make it necessary to be absent from work. Reliant desires to support its employees in times of stress and, if possible, accommodate needs that can arise unexpectedly. Leaves of absence for limited periods of time will be permitted, in Reliant's sole discretion, depending on the reasons and circumstances that prompt such a request. Such a leave of absence must be supported by valid reasons and approved by both the local supervisor and the Reliant office. Leaves of absence are normally granted only for the reasons specified below.
|
UI Expand | ||
---|---|---|
| ||
Reliant employees may be eligible for up to 12 weeks of leave during a 12-month period if they have been employed by Reliant for at least one year. Employees may be eligible for family or medical leave for one of the reasons listed below:
The employee may take leave in 12 consecutive weeks, may use the leave intermittently, or, under certain circumstances, may use the leave to reduce the workweek or workday, resulting in a reduced hour schedule. In all cases, the leave may not exceed a total of 12 workweeks over a 12-month period. For the birth, adoption, or foster care of a child, the supervisor and the employee must mutually agree to the schedule before the employee may take the leave intermittently or work a reduced-hour schedule. Leave for birth, adoption, or foster care of a child must be taken within one year of the birth or placement of the child. In the case when spouses who are eligible for leave both work at the same ministry or church, they may be limited to a combined total of 12 weeks of leave during any 12-month period if the leave is taken to care for the employee’s parent with a serious health condition, for the birth of a child or to care for the child after birth, or for placement of a child for adoption or foster care or to care for the child after placement. Employees should coordinate with their supervisor and/or partner church or ministry if this situation applies to them. Employees are able to use available accrued PTO during Family or Medical Leave in addition to applicable benefits such as Paid Parental Leave. During a Medical Leave, Reliant employees may be eligible for Short-Term Disability. Please see this Common Parental Leave Scenarios page for more information.
Please note, Reliant's Family and Medical Leave Policy is not subject to the standards and definitions set forth in the federal Family and Medical Leave Act of 1993 ("FMLA"). |
...