• ! A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job or prevents the qualified family member from participating in school or other daily activities. • ! Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than 3 consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment. • ! If the need for leave is foreseeable, employees should notify their manager 30 days prior to taking FMLA leave. If the need for FMLA leave arises unexpectedly, the employee should notify his or her manager as
soon as practicable, giving as much notice to the company as possible. • ! An employee requesting FMLA leave should contact the HR Department.
7.13 Military Leave (USERRA)
INSITE complies with applicable federal and state law regarding military leave and re-employment rights. Unpaid military leave of absence will be granted to members of the uniformed services in accordance with the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA; with amendments) and all applicable state law. You must submit documentation of the need for leave to Human Resources. When returning from military leave of absence, you will be reinstated to your previous position or a similar position, in accordance with state and federal law. You must notify Human Resources of your intent to return to employment based on requirements of the law. For more information regarding status, compensation, benefits, and reinstatement upon return from military leave, contact Human Resources.
7.14 Jury Duty Leave
INSITE encourages employees to fulfill their civic duties related to jury duty. If you are summoned for jury duty, notify your manager as soon as possible to make scheduling arrangements. If you are classified as exempt, you will not incur any deduction in pay or be required to use PTO for an absence related to jury duty. If you are classified as non-exempt, you will not be compensated for time spent on jury duty. INSITE reserves the right to require employees to provide proof of jury duty service to the extent authorized by law.
INSITE will not retaliate against employees who request or take leave in accordance with this policy.
7.15 Voting Leave
If your work schedule prevents you from voting on Election Day, INSITE will allow you a reasonable time off to vote. The time when you can go to vote will be at the discretion of your manager, consistent with applicable legal requirements.
Employee Handbook
September 2021
26
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