[FMLA] [Personal] [Military] [Education]
General Policy Statement
While attendance is very important to the success of our business, the Company understands there will be times that an employee will need time off work for both medical and personal reasons.
If this leave policy differs from the prevailing applicable state statue; the employee shall receive the benefits of the more advantageous provisions of the state or federal law.
Underlying Principles
This policy is intended to allow employees a reasonable amount of time off to meet their personal health or family needs while at the same time ensuring that the Company is able to successfully operate its business. Whenever possible our goal is to help employees recover so that they can return to productive work with the Company.
What Is A Leave?
Any absence of more than three (3) days for the following reasons:
 | Medical |
| Personal |
Any absence of one (1) or more days for an on-the-job injury is considered a leave.
Intermittent leaves may be granted if medical necessity is certified by a licensed health care provider.
Other leaves that are available but not covered by this section are:
| Jury and Witness Duty |
| Bereavement (up to three days) |
| Military |
See appropriate policy section for details.
If an employee meets the following criteria, their leave may be certified under FML:
| Twelve (12) months of employment |
| 1250 worked hours |
Hours worked as a temporary employee will be included.
FML may be used for:
| Your own serious medical condition (including on-the-job injuries). |
| To care for a newborn child. |
| The placement of a child for adoption or foster care. |
| To care for a spouse, child or parent (not parent-in-law) with a serious health condition. |
When spouses are both ABX employees and both are eligible for the leave they are permitted to take a combined twelve (12) weeks for the birth of a child or the placement of a child for adoption or foster care.
If an employee is determined to be a key employee they are entitled to all benefits of a leave with the exception of job restoration.
Personal leaves of absence that do not qualify under FML are handled on an individual basis. Personal leaves must be requested in writing and require the approval of management. Personal leaves are generally limited to 30 days.
Extended personal leaves may be granted to employees when there is an unusual event or crisis in the employee’s personal life.
Employee Role & Responsibility
When possible request a leave 30 days in advance. When this is not practical, notify the supervisor as soon as possible before the start of the leave.
If requesting leave to be FML, the request must be received in Human Resources as soon as possible, but no later than 2 business days after the return to work.
In an emergency, contact supervisor and Human Resources immediately.
Provide a completed health care provider’s medical certification to Human Resources as follows:
| Within 15 days of an advance request for leave. |
| Within 15 days of start of leave in an emergency or unforeseen situation. |
| On the third workday missed for on-the-job injuries. |
| Failure to provide required medical documentation may result in the leave being denied or postponed. |
Medical appointments should be scheduled outside the employee’s normal working hours whenever possible to minimize absences.
Maintain contact with Benefits/Workers’ Compensation on a biweekly basis or as otherwise directed.
Maintain contact with supervision as requested.
Give written notice of any employment outside ABX prior to engaging or continuing in any employment or similar activity.
Management Role & Responsibility
Inform employee of FML availability.
Assist employee in acquiring necessary leave paperwork from Human Resources.
Complete the leave of absence form on ABX Bulletin Board at ABX.LOA.
Maintain accurate attendance records for employees.
Make sure the employee understands your expectations concerning communications while on leave.
Contact the appropriate Benefits/Workers’ Compensation coordinator with questions or concerns.
Pay & Benefits Coordination
While on a leave of absence an employee may elect to use any earned pay such as vacation, sick, holiday, etc. for the following leaves:
| Birth of a child (paternity is limited to the use of two (2) weeks of paid sick time). |
| Placement of an adopted or foster child (also limited to two (2) weeks of paid sick time for paternity). |
| Employee’s own serious health condition. |
| Health condition of a child. |
| Health condition of a spouse. |
| Health condition of parent (sick time can only be used if leave is FML approved). |
| On-the-job injury (use limited to qualification period only). |
Sick leave or salary continuation pay is reduced by any short-term disability benefit.
Employees will continue to accrue vacation and sick hours if they have at least the minimum number of compensated hours (as defined in the sick time and vacation policies) through the ABX payroll system.
If benefits eligible, medical insurance will remain in effect as described below:
| Employees with more than one (1) year of service will maintain all insurance benefits, provided their portion of the premium is paid, for a maximum of 12 months. |
| Employees with less than one year of service will have insurance benefits discontinued on the last day of the month in which they have been on leave thirty (30) days or more (including alternate duty). |
- Appropriate COBRA information will be provided.
- Benefits will be reinstated upon return to full duty in a benefits eligible position.
| For personal leaves not covered by FML, medical insurance will end at the end of the month in which the leave begins unless otherwise noted in the Benefits Handbook (Summary Plan Description). |
Job Protection
While on leave or working alternate duty ABX offers twelve (12) weeks of job protection.
| The same or equivalent position with like pay and benefits will be held open. |
| Any leave, including alternate duty, used during the past 12 months will be counted towards the job protection period. |
| Once job protection period has expired the position may be filled. |
| When the company has reason to believe the leave will exceed the job protection period, the position may be filled immediately. |
Performance Review Dates
If an employee is on leave or working alternate duty longer than their job protection period, their performance appraisal date will be deferred by the number of days on leave past the job protection period (see job protection).
If the adjusted performance appraisal date falls within the leave or alternate duty period, any pay increase associated with the performance appraisal will become effective on the date of return to full duty.
Return From Leave
When returning to full duty the proper medical documentation, as requested by your supervisor or Human Resources, must be provided. Employees whose position requires Department of Transportation or Federal Aviation Administration certification must present appropriate documentation confirming that they are able to resume their job duties according to DOT/FAA guidelines.
Leave Maximum
The maximum length of a leave is twelve (12) months in any rolling twelve (12) month period, however the maximum job protection is twelve (12) weeks.
| Calculation will include any time worked in alternate duty. |
| FML or leave in prior twelve (12)months will be used to calculate the leave maximum. |
Reinstatement
Employees whose original job is filled due to their job protection expiring or because they are separated from the Company due to the twelve (12) month leave maximum may be eligible for reinstatement provisions for up to seventy-two (72) months from the beginning of the leave provided:
| Employee is in good standing at the time the original leave begins. |
| Good or better performance ratings. |
| No written discipline in the last 3 years. |
| Overall good work history. |
| Employee must be full or part-time. |
| Employee must have at least twelve (12) months of continuous active employment. |
Employee must notify Human Resources of their request to be considered for reinstatement.
Changes to this policy were effective May 1, 2003.
