Utilization of Paid Leaves. Generally, an FMLA leave of absence is unpaid. Employees may use available Earned Sick Leave (ESL) and/or Paid Time Off (PTO) during an otherwise unpaid leave of absence, but use of ESL/PTO will not serve to extend the length of the employee’s leave of absence under this policy. Employees who take leaves for their own serious health condition will be paid first from ESL banks (Current first, Frozen second) until ESL banks are exhausted. Should an employee remain disabled, short-term disability benefits will begin upon exhaustion of ESL. STD benefits will be supplemented to 100% with PTO from Frozen PTO draw-down banks first, then from accrued PTO, if time is available. In no circumstance will the current PTO accrual bank be drawn down below 80 hours. Employees who take leaves to care for a family member will be in accordance with the language below, NJ Family Leave Insurance benefits. Depending upon the circumstances, employees may be entitled to receive workers' compensation benefits, paid family leave benefits, or other state-sponsored wage replacement benefits which pay a portion of normal compensation. These benefits will run concurrently with the employee’s unpaid leave. In no circumstance shall team members receive more than 100% of salary at any time.
Utilization of Paid Leaves. Generally, an NJFLA leave is unpaid. However, depending upon the circumstances, team members may be entitled to receive paid family leave benefits which pay a portion of normal compensation. These benefits will run concurrently with the team member's unpaid leave. Team members may not receive more than 100% of salary at any time. Use of paid time off will not serve to extend the length of the team member's leave of absence under this policy. Team members who take leaves to care for a family member will be paid up to a maximum of two (2) weeks of accrued, unused PTO time.
