Yanfeng Emp Handbook Proof

An employee does not need to use leave in one block. Leave may be taken intermittently or on a reduced leave schedule when medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt the Company’s operations. Leave due to qualifying exigencies may also be taken intermittently. Employee Responsibilities to Request Leave in Advance An employee must request leave from Human Resources. Employees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days’ notice is not possible, the employee must provide notice as soon as practicable and must comply with normal call-in and attendance procedures. Failure to make a proper and timely request may result in denial of leave and discipline under applicable attendance rules. Employees must provide sufficient information for the Company to determine if the leave qualifies for FMLA protection and the anticipated timing and duration of the leave. Once a condition has been approved for FMLA leave and the employee needs additional leave for that condition, the request must mention that condition or the need for FMLA leave. If the employee does not provide enough information to know that the leave may be covered by the FMLA, the leave may not be protected. Medical Certification Required Employees will be required to provide a certification and periodic recertification supporting the need for leave. Failure to provide a timely and adequate certification or recertification may result in delay or denial of leave and disciplinary action or discharge. Company Responsibilities The Company will inform employees requesting leave whether they are eligible under FMLA. Eligible employees will be informed of any additional information required as well as the employee’s rights and responsibilities. Ineligible employees will be provided a reason for the ineligibility. Employees should immediately contact Human Resources if they dispute the Company’s determination. Fitness for Duty and Return to Work Employees taking FMLA leave for their own serious health condition must provide a fitness for duty certificate from a health care provider before returning to work. If the employee is provided a list of essential job functions, the fitness for duty certificate must address the employee’s ability to perform these essential functions. If a complete fitness for duty certificate is not timely received, return to work may be delayed or denied.

Page | 71