Henderson Employee Handbook

FMLA status to the Human Resources Department on or before the 10th day of each month commencing the date the leave is approved. Failure to do so will be deemed voluntary resignation of employment. Generally, an eligible employee who takes FMLA leave returns to the same position held when the leave started or to an equivalent position with equivalent pay, benefits, and other terms and conditions of employment. Employees returning to work from a serious health condition must have a written "return to work" notice from a qualified health care provider. You will be required to substitute any accrued paid leave for any unpaid FMLA leave such as leave to care for the serious health condition of a covered family member or for any unpaid waiting periods. California employees may also be eligible for leave under the California Family Right’s Act (CFRA). If you are entitled to leave under both FMLA and CFRA, both leaves will run concurrently. Please see your Human Resources department for additional information. The company may grant an employee a reasonable accommodation medical leave of absence (medical leave) in accordance with the Americans with Disabilities Act (ADA), with medical documentation supporting the employee’s need for leave. An employee’s medical leave should not normally exceed fifty-two (52) weeks unless additional leave would be considered a reasonable accommodation under the ADA. If the employee is eligible and the employee’s need for medical leave is a Family Medical Leave Act (FMLA) qualifying condition, FMLA leave and the first 12 weeks of the medical leave will run concurrently. While on medical leave, you may be eligible for supplemental pay under the company’s short-term disability plan. If approved for this benefit, you will be eligible for this benefit for up to 26-weeks, with continuing medical documentation provided to and approved by the company’s third-party administrator under our advice to pay program. See your HR Business Partner for additional information. If, at the end of 26-weeks you are unable to return to work and perform the essential functions of a job for which you are qualified, with or without a reasonable accommodation, your supplemental pay will cease. You will then be moved to inactive status for the remainder of your medical leave. At that time benefits will cease, and you will be offered COBRA continuation coverage. An employee who exhausts the 52-week medical leave will be asked to participate in an interactive process to determine if the employee can be reasonably expected to return to work in the near future, and if so, what reasonable accommodation(s) might be needed to allow the employee to perform their job. In this instance, a reasonable accommodation might be that an employee’s leave is extended beyond the 52-week period until such time that the employee can return to work with or without restrictions. This reasonable accommodation determination will be made on a case-by-case basis. If this reasonable accommodation/interactive process finds that extending an employee’s medical leave is not reasonable, the employee will be administratively terminated. If the former employee is later able to return to work, the employee may request re-employment by completing a new application. Re-employment will depend upon the company’s staffing needs at the time. MEDICAL LEAVE POLICY

OTHER LEAVES OF ABSENCE PERSONAL LEAVE

To receive a personal leave you must be employed 12 months. The company may grant a personal leave of absence of up to 30 days to an employee, business conditions permitting, if the following conditions are met: 1. At least 2-weeks in advance of the effective date of the leave, the employee submits the request in writing to his or her department head, stating the reason for the request and the length of leave required.

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Flowers Baking Co. of Henderson, LLC / Personnel Outsource Solutions Employee Handbook January 2025