Timeframe for Leave

Primary caregiver leave must be initiated and completed within 12 weeks of the qualifying event, aligning with federal FMLA guidelines.

Primary Caregivers: The parent/guardian who assumes the majority of day-to-day caregiving responsibilities for the child during the initial bonding period. In dual-parent households, only one parent may be designated as the primary caregiver for purposes of this policy.

• 1+ year of employment: Eligible for up to 8 weeks of paid leave at 100% of weekly earnings.
• Less than 1 year of employment: Eligible for up to 4 weeks of paid leave at 100% of weekly earnings.

Secondary caregiver leave must be used within 30 calendar days of the qualifying event.

• The parent or guardian who provides ongoing support to the child and primary caregiver but is not the primary provider of daily care during the initial transition period.
• 1+ year of employment: Eligible for up to 10 business days (2 weeks) of paid leave at 100% of weekly earnings.
• Less than 1 year of employment: Eligible for up to 5 business days (1 week) of paid leave at 100% of weekly earnings.
• Secondary caregiver leave must be used within one (1) month of the qualifying event (birth, adoption, or legal guardianship). This leave may be split into multiple segments, but must be pre-approved by both the employee’s leader and Employee Support to ensure business continuity.

Important Notes

• Legal guardianship must be legally documented and demonstrate an intent for permanent or long-term caregiving, differentiating it from temporary or emergency care.
• Adoption includes both domestic and international cases. Leave may begin upon physical placement or legal finalization, whichever comes first.
• Foster care placements that are temporary or emergency-based are not covered under this policy. If foster care results in a legal guardianship or adoption with intent for permanent care, the employee becomes eligible at that time.
• Caregiver designations (primary or secondary) must be communicated to Employee Support prior to leave, based on the caregiving structure and family needs.

FMLA guarantees you can return to your job or an equivalent position with same pay/benefits after leave. Applies to medical leave and maternity leave.

Permanent full-time team members are eligible for paid medical leave if certified by a physician. Benefits will be paid at 100% of weekly earnings based on the following schedule:

• If employed for one year or longer, team members are eligible to receive up to six weeks of paid, medical leave in a 12-month period.
• If employed less than one year, team members are eligible to receive up to three weeks of paid, medical leave in a 12-month period.
• You are not required to disclose specifics of your medical condition or reason for leave to your leader, but you must provide a doctor’s request along with the dates you expect to be out of the office.
• Medical leave taken under this policy will run concurrently with all other leave types, including but not limited to FMLA (the Family and Medical Leave Act), parental leave, ADA leave, and workers’ compensation.

FMLA guarantees you can return to your job or an equivalent position with same pay/benefits after leave. Applies to medical leave and maternity leave.