NorCal Employee Handbook

The Company will not retaliate against an employee for requesting or using leave or a reasonable accommodation under this policy. Employees should speak with their Human Resources representative to discuss their need for leave or reasonable accommodation, or if they have questions about this policy.

STATE DISABILITY INSURANCE “SDI”

Employees who suffer a non-work-related illness or injury may be entitled to State Disability Insurance (“SDI”). SDI benefits are paid by the State of California and are financed from mandatory payroll tax deductions from all employees’ wages. SDI benefits are administered by the California Employment Development Department (“EDD”), not by the Company, so The Company does not determine your eligibility to receive these benefits. Questions regarding SDI benefits may be directed to the Human Resources Department or directly to EDD.

REASONABLE ACCOMMODATION MEDICAL LEAVE

In addition to the other leave types described in the preceding sections, the Company may also 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.

OTHER LEAVES OF ABSENCE

PERSONAL LEAVE Employees who have been continuously employed with the Company for at least one year may request a personal leave of absence without pay for a reasonable period up to 30 days. Requests for personal leave of absence will be considered on the basis of the employee’s length of service, performance, responsibility level, the reason for the request, whether other individuals are already out on leave, and the expected impact of the proposed leave on the Company.

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