Yanfeng Emp Handbook Proof

 A continuation of a serious injury or illness that was incurred or aggravated when the veteran was a member of the Armed Forces and rendered the service member unable to perform the duties of the service member’s office, grade, rank or rating;  A physical or mental condition for which the veteran has received a Department of Veterans Affairs Service-Related Disability Rating (VASRD) of 50 percent or greater;  A physical or mental condition that substantially impairs the veteran’s ability to work because of a disability or disabilities related to military service, or would do so absent treatment; or  An injury that is the basis for the veteran’s enrollment in the Department of Veterans Affairs Program of Comprehensive Assistance for Family Caregivers. Benefits during FMLA Leave The Company will maintain the employee’s health coverage under any “group health plan” on the same terms as if the employee had continued to work. For employees on paid leave, the employee portion of the premium payment will be deducted from the employee’s paycheck. Employees who are on unpaid leave are responsible for making timely premium payments by contacting the Service Center at 844-689-7836. If employee premium payments are more than 30 days late, coverage may be terminated. Employees may be required to repay the Company any premiums the Company paid on the employee’s behalf. Protections during FMLA Leave Upon return from FMLA leave, an employee will be restored to his or her original position or an equivalent position with equivalent pay, benefits, and other employment terms. If leave extends beyond the FMLA entitlement or the employee does not return to work at the expiration of the FMLA leave, the employee does not have return rights under FMLA. Use of FMLA leave will not result in the loss of any employment benefit that accrued prior to the start of an employee’s leave. Substitution of Paid Leave for Unpaid Leave FMLA is generally unpaid. Employees may choose or the Company may require use of accrued paid leave while taking FMLA. Under these circumstances both the paid and unpaid leave count as family and medical leave. FMLA will run concurrently with short or long term disability leave, or worker’s compensation leave. In order to use paid leave for FMLA leave, employees must comply with the rules of the Company’s paid leave policies. Use of Leave

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