Under FMLA, you are entitled to receive a total of 12 work weeks of leave during a 12-month period if you have been employed for 12 months and have worked 1,250 hours during the 12 months prior to the start of your leave. FMLA leave may be taken in the event of one or more of the following:
- Serious health condition
- Birth, adoption or foster parent of a child
- Caring for a spouse, parent or child with a serious health condition
- For employees with spouse, child, parent or next of kin in the National Guard or military reserves, to use for any qualifying exigency arising from a call to active duty, or to care for a serious injury incurred in the line of duty
For more information about the Company’s leave policy, refer to the applicable employee handbook for your business:
The Company provides paid FMLA leave. The duration of continued pay is based on your employee exemption status (i.e., hourly paid employee versus salaried employee) as follows:
- Hourly (non-exempt): Equivalent of four weeks of pay
- Salaried (exempt): Six weeks of pay
These payments will be coordinated with state disability plans or short-term disability insurance, if applicable. Non-exempt employees may elect to use accrued vacation and/or up to five days of accrued sick leave per calendar year, and exempt employees may elect to use up to five days of sick leave, prior to or after taking this Company-provided paid FMLA leave time, or to supplement short-term disability pay received during FMLA leave. All such payments will be integrated so that employees will receive no more than their regular compensation during the leave period.
Employees may opt to take FMLA time intermittently or pursuant to a reduced work schedule, if it is certified by their health care provider.
Outside of FMLA, other types of leave are also available to you:
- Company leave of absence: Up to two weeks of paid leave is available if you need to take extended time away from work for your own medical condition or for personal reasons. Additional time may be offered if required as a reasonable accommodation due to disability. If possible, please provide at least 30 days advance notice to your supervisors and HR.
- Workers’ compensation: If you experience a work-related injury or illness, you may be offered leave or a modified workload, as appropriate. You must provide HR with certification from a health care provider stating the work-related injury or illness. Length of leave is based on state law. Your leave is unpaid but exempt employees may use three sick days per week and non-exempt employees may use three sick or vacation days per week.
- Jury duty: If you are called to serve as a juror you will receive up to five days of paid time off (PTO) for Jury Duty. You should present the jury notice to your supervisor and HR immediately upon notification. If you are relieved from jury service within such time that you are able to work three or more hours of your shift, you are required to do so.
- Bereavement: In the unfortunate event of the death of an immediate family member, you will receive three days of paid bereavement leave. You should notify your supervisor and HR immediately. An immediate family member is defined as your spouse or domestic partner, parent, child, or sibling; your spouse’s or domestic partners’ parent, child, or sibling; your grandparents or grandchildren. Special consideration will be given for any person whose association with you is similar to any of these relationships.
- Military leave or military spousal leave: If you are deployed as a member of the United States Military, you are allowed unpaid leave to fulfill your service obligation. You must notify HR as soon as you know the required dates of service. If you are the spouse of a member of the United States Military who has been deployed during a period of military conflict, and you work an average of 20 hours or more per week, you are allowed up to 10 days of unpaid leave to be used when your spouse is on leave from military service. You may request to substitute accrued paid time off for any unpaid portion of your military leave.
If the necessity for leave is foreseeable at least 30 days in advance (e.g., birth, adoption, surgery), you should notify your supervisor and email the benefits team at US_Benefits@endeavorco.com. Employees can contact New York Life at (888) 842-4462 to request a leave of absence or ask questions about entitlements.
Please contact your HR business partner for information about company-paid leave entitlements.
While on approved paid FMLA leave, the Company will allow you to maintain your current benefit elections and will deduct from your paycheck your semi-monthly employee contributions on a pre-tax basis. If you are on an unpaid approved FMLA leave, in order for you to maintain your current coverage elections, you may remit your monthly employee contributions that are due (on an after-tax basis) by sending a check to the company or having all deductions taken out of your first paycheck upon your return.
If you have questions on the process of how to send a check, please email US_Benefits@endeavorco.com. Employer-paid group life insurance, group long-term disability and other Company-paid non-medical benefits will be maintained during your FMLA leave.