Leave Of Absence Policy
Revised May 4, 2009 - Printable version

Overview

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.

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.

Core Requirements

bulletA leave of absence consists of :
  1. More than three (3) days away from work for medical or personal reasons.
  2. One (1) or more days away from work for an on-the-job injury.
bulletWhen possible, leaves should be requested thirty (30) days in advance. When this is not practical, notify the supervisor as soon as possible before the start of the leave. In an emergency, contact supervisor and Human Resources immediately.
bulletPersonal leaves of absence that do not qualify under FML are handled on an individual basis and must be requested in writing. Personal leaves are generally limited to 30 days and require approval of Human Resources and management.
bulletExtended personal leaves may be granted to employees when there is an unusual event or crisis in the employee’s personal life.
bulletCommunication should be maintained with Leave Administration and supervision as instructed.
bulletAll questions should be directed to Leave Administration.
bulletOther leaves that are available but not covered by this section are:
  1. Jury and Witness Duty
  2. Bereavement (up to three days)
  3. Military

See appropriate policy section for details.

bulletMedical appointments should be scheduled outside normal working hours whenever possible to minimize absences.
bulletGive written notice of any employment outside ABX prior to engaging or continuing in any employment or similar activity.

Family Medical Leave (FML)

Family Medical Leave is a federal law requiring covered employers to provide job-protected, unpaid leave to qualifying employees for certain family and medical reasons.

If requesting leave to be FML, the request must be received in Human Resources as soon as practicable. Request forms are available on-line and from Leave Administration in Human Resources.

Employees that meet the following criteria are eligible to apply:

  1. Twelve (12) months of employment
  2. 1250 worked hours in the last twelve (12) months. (Hours worked as a temporary employee will be included.)

FML may be used for:

bulletThe birth of a child, or placement of a child with you for adoption or foster care.
bulletYour own serious health condition (including on-the-job injuries).
bulletBecause you are needed to care for your spouse, child, or parent due to his/her serious health condition.
bulletBecause of a qualifying exigency arising out of the fact that your spouse, son or daughter, or parent is on active duty or call to active duty status in support of a contingency operation as a member of the National Guard or Reserves.
bulletBecause you are the spouse, son or daughter, parent, or next of kin of a covered servicemember with a serious injury or illness.

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 or up to twenty-six (26) weeks to care for a covered ill or injured servicemember.

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.

Provide a completed health care provider’s medical certification or military exigency certification to Human Resources as follows:
bulletWithin 15 days of an advance request for leave.
bulletWithin 15 days of start of leave in an emergency or unforeseen situation.

Failure to provide required certifications may result in the leave being denied or postponed.

ILN Only: Access to the airport is restricted during leaves of absence due to the Transportation and Safety Administration guidelines. Therefore, contact Leave Administration regarding your return to work to ensure timely reinstatement of access privileges.

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:
bulletBirth 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)
bulletEmployee’s own serious health condition.
bulletHealth condition of a child.
bulletHealth condition of a spouse.
bulletHealth condition of a parent (sick time can only be used if leave is FML-approved).
bulletOn-the-job injury (use limited to qualification period only).
bulletTo care for a spouse or dependent child who is a covered servicemember with a serious injury or illness.
bulletBecause of a qualifying military exigency (paid time limited to vacation or holiday pay only).

Sick leave pay is reduced by any short-term or long-term disability benefit.

Employees will continue to accrue vacation and sick hours as defined in the sick time and vacation policy.

If benefits eligible, medical insurance will remain in effect as described below:
bulletEmployees 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.
bulletEmployees 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).
  1. Appropriate COBRA information will be provided.
  2. Benefits will be reinstated upon return to full duty in a benefits eligible position.
bulletFor 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:

bulletThe same or equivalent position with like pay and benefits will be held open.
bulletAny leave, including Alternate Duty during non-FMLA periods of temporary medical restriction, used during the past 12 months will be counted towards the job protection period.
bulletOnce job protection period has expired the position may be filled.
bulletWhen 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 must be provided to Leave Administration.

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.
bulletCalculation will include any time worked in alternate duty, if applicable.
bulletFML 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:

bulletEmployee is in good standing at the time the original leave begins.
bulletGood or better performance ratings.
bulletNo written discipline in the last 3 years.
bulletOverall good work history.
bulletEmployee must be full or part-time.
bulletEmployee must have at least twelve (12) months of continuous active employment.

Employee must notify Human Resources of their request to be considered for reinstatement.

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Revision History:
May 4, 2009
Mar 24, 2005