Baked Products Foods Group

In recognition of the diversity among our employees, bereavement leave must be taken within 180 days of the event. Bereavement time may be taken intermittently in full-day increments with your manager’s approval, unless state or local laws provide otherwise. Bereavement leave provided under this policy runs concurrently with protected funeral or bereavement leave under state or local laws, if applicable. The Company may require verification of the need for the bereavement leave. Immediate Family Defined Immediate family members are defined as an employee's spouse, parent, children, siblings, grandparents, or grandchildren. All immediate family relationships recognize and include relatives that may be half, step, or current in-laws. Managers are encouraged to support employees during this time in their lives. With manager approval, an employee who experiences a loss that falls outside of the immediate family member designation, like an ex-spouse or a former in-law, may be able to use vacation or PTO for time away from work. Additional Time Off The Company understands the deep impact that death can have on an individual or a family, therefore additional time off may be needed due to time or travel constraints or employee responsibilities. With manager approval, the employee may arrange to take additional paid time off through any available PTO/vacation bank or unpaid leave if the employee has exhausted available paid leave. Individual employee circumstances may be discussed with the employee's manager and Human Resource. It is the Company's intention to support employees during their times of grief and bereavement. PARENTAL LEAVE The Company will offer ten days of paid parental leave to any benefit-eligible employee for the birth, adoption, or fostering of a child. This benefit is provided on an individual basis, so if both parents work for the Company, each parent is entitled to parental leave. Parental leave may be taken in single day increments, in separate week-long increments, or as one continuous 10 day leave but must be used within one (1) year of the birth or placement of the child for adoption or foster. Parental leave benefits may not be requested more than twice in a calendar year. If the employee is FMLA-eligible, the use of parental leave will also count toward the employee’s annual FMLA entitlement. If an employee is not FMLA-eligible or has exhausted FMLA, he or she is still eligible for the parental leave benefit. Although not a requirement, it is suggested that if the birth-parent is our employee, the birth parent use parental leave for the Short Term Disability (STD) waiting period, week 1. Then, STD and parental leave will then run concurrently for the next week, week 2. Week three through the end of the STD period will then be paid with STD benefits, if approved. Parental leave may also be used as the STD waiting period if an employee is placed out of work during a pregnancy. Since parental leave is an event-based benefit (meaning 10 days per pregnancy or birth), in this example the birth parent will have 5 days of parental leave remaining after the birth, even if the birth event is in a different calendar year. Proper documentation must be presented to claim this benefit (e.g., a birth certificate, an adoption certificate, or a letter from the foster care agency).