Common use of Requesting Leave Clause in Contracts

Requesting Leave. Eligible employees must (1) notify their supervisor following their department’s call-in policy or guidelines and (2) contact the American Red Cross Absence Management Service Center (the “Leaves Administrator”) at 0-000-000-0000 at least 30 days in advance of the start of the leave. If leave is not foreseeable, employees must provide as much notice as reasonably practicable under the circumstances. Requests for leave under this policy must be made to the Leaves Administrator within 15 days of the qualifying event, except for Parental Leave. Employees applying for leave under this policy are required to submit the documentation requested by the Leaves Administrator to support the request. Where leave under this policy also qualifies for FMLA leave or similar state paid leave programs, employees must submit the required FMLA or state leave documentation, which may also suffice to support this policy’s documentation requirement as determined by the Leaves Administrator. If the requested Paid Family Leave is not approved by the Leaves Administrator prior to requested start date of the leave, an employee can elect to use PTO while waiting for approval of the leave request beyond the one week waiting period. If the Paid Family Leave is approved, the Leaves Administrator will reinstate 80% of PTO hours taken beyond the waiting period with Paid Family Leave. If this results in an overpayment, the Red Cross will recover the overpayment following its standard recovery procedures through Payroll. Failure to provide documentation requested by the Leaves Administrator in support of the leave by the due date set by the Administrator will result in the request being denied.

Requesting Leave. Eligible employees must (1) notify their supervisor following their department’s 's call-in policy or guidelines and (2) contact the American Red Cross Absence Management Service Center (the “"Leaves Administrator”") at 01-000877-000-0000 860- 7526 at least 30 days in advance of the start of the leave. If leave is not foreseeable, employees must provide as much notice as reasonably practicable under the circumstances. Requests for leave under this policy must be made to the Leaves Administrator within 15 days of the qualifying event, except for Parental Leave. Employees applying for leave under this policy are required to submit the documentation requested by the Leaves Administrator to support the request. Where leave under this policy also qualifies for FMLA leave or similar state paid leave programs, employees must submit the required FMLA or state leave documentation, which may also suffice to support this policy’s 's documentation requirement as determined by the Leaves Administrator. If the requested Paid Family Leave is not approved by the Leaves Administrator prior to requested start date of the leave, an employee can elect to use PTO while waiting for approval of the leave request beyond the one week waiting period. If the Paid Family Leave is approved, the Leaves Administrator will reinstate 80% of PTO hours taken beyond the waiting period with Paid Family Leave. If this results in an overpayment, . the Red Cross will recover the overpayment following its standard recovery procedures through Payroll. Failure to provide documentation requested by the Leaves Administrator in support of the leave by the due date set by the Administrator will result in the request being denied.. Benefits While on Leave Eligibility for benefits continues during Paid Family Leave. Employees already enrolled may continue health and other insurance coverages during Paid Family Leave subject to the terms, conditions, and limitations of the applicable plans in which the employee may participate. Applicable employee and employer contributions towards the cost of benefits will continue while on leave and will be deducted from pay. If pay is not sufficient to cover the cost of benefits, the employee will be responsible for missed deductions through catch up deductions in future payrolls. Beginning Paid Family Leave is not a qualifying event to allow changes to an employee's current benefit enrollment or the opportunity to elect new benefits. However, an event coincident with paid family leave such as but not limited to the birth of a child would be a qualifying life event allowing changes to be made to benefit elections. The Benefit Plan policy would be the primary determiner of changes allowed. PTO will continue to accrue at the employee's standard rate. Standard holidays occurring during Paid Family Leave will be recorded as such and do not extend the leave period or augment pay. Unused Floating Holidays that expire during the leave period (June 30 and December 31) are forfeited per the Holidays policy in the Employee Handbook. Floating Holidays will be granted biannually as scheduled in the Holidays policy. Coordination with State Paid Family Leave Programs Where an employee is also eligible for a state paid family leave benefit, benefits under this policy will coordinate and run concurrently with the state plan to the extent consistent with applicable law. The combined benefit received under the state and Red Cross programs will not exceed 100% of an employee's regular base salary or pay to the extent consistent with applicable law. Return from Leave Confirm your return-to-work date or any changes to the date with your Manager/Supervisor and the American Red Cross Absence Management Service Center at 000-000-0000 prior to coming back to work. If the circumstances of your leave change and you are able to return to work earlier than the date indicated on your leave approval, you are required to notify the Absence Management Service Center in advance. Notification should be provided within two workdays after the change if the circumstance is known, and no later than two workdays prior to the date you intend to report to work. If you don't return to work and need to extend your leave, notify the Absence Management Service Center and your department. If you do not notify your Manager /Supervisor of changes in your leave needs and do not return to work as scheduled, additional absences may be applicable to the attendance policy, which could result in discipline or termination. Additionally, failure to notify your Manager/Supervisor of changes in your return may result in the termination of your employment. Your Manager/Supervisor must confirm your return to work with the American Red Cross Absence Management Service Center upon return in order to reinstate access to American Red Cross systems. Other Eligibility for leave ceases at the end of employment. Where an employee is on Paid Family Leave when employment is terminated, leave under this policy does not continue beyond the end of employment. Unused Paid Family Leave days are not subject to payout. The Red Cross reserves the right to discipline employees who abuse this policy. Examples of abuse include but are not limited to, falsifying documents submitted to support leave or being untruthful about the reasons for requested leave. The Red Cross reserves the right to modify this policy in whole or in part including cancellation at any time. APPENDIX E – SUPPLEMENTAL AGREEMENTS REACHED DURING 2021 NEGOTIATIONS RETENTION BONUS AGREEMENT MEMORANDUM OF UNDERSTANDING Monthly Retention Bonus Program American Red Cross & The Coalition of Red Cross Unions This Memorandum of Understanding is by and between the American Red Cross and the Coalition of American Red Cross Unions, and the member unions thereof (jointly, the Parties): The Parties seek to take actions to address the labor shortage currently facing the organization, and to encourage employee retention. The Parties agree to the temporary special provisions below: