Section 6 Attendance & Time Away from Work Time Away from Work (Effective Winter 2015)

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1 Section 6 Attendance & Time Away from Work Time Away from Work (Effective Winter 2015) FUNERAL The Company will grant an employee time off with pay, not to exceed 24 hours for each occurrence, in the event of a death in an employee's immediate family. For the purpose of this policy, immediate family is defined as, and limited to the employee s: Spouse Children Grandchildren Stepchildren Parents Grandparents Stepparents Brothers Sisters Father-in-law Mother-in-law Son/Daughter in-law Sister-in-law Brother-in-law Documentation is required for proof of funeral. JURY DUTY When an employee is called for jury duty, time off with pay will be granted as follows: Employees must notify management upon receipt of their summons. Employees must provide a document from the court showing the time when the employee is dismissed from jury duty. If jury duties do not require the employee to be absent for more than half of the normally scheduled work shift, the employee will report for work for the remainder of the shift. Employees assigned to second shift will work their normal hours on the shift prior to reporting for jury duty, but will be excused from work on the following shift if selected to serve on a jury. Third shift employees will be excused from their scheduled shift prior to reporting for jury duty, but will work the scheduled shift following jury duty. Pay will not exceed 40 hours for any week. Total payment of this benefit is limited to 80 hours within a twelve (12) consecutive month period except where additional compensation is required by law. The Company will comply with applicable state, and federal laws and regulations regarding jury duty. If an employee fails to report back to work, the Company will only pay for four hours or one-half of his/her shift. VOTING The Company does not provide paid time off for voting. Employees should make arrangements to vote prior to, or following normal work hours. The Company will comply with applicable state laws and regulations where they exist regarding voters rights. Please contact Human Resources with any questions. MILITARY LEAVE All full-time employees who are members of the National Guard or organized Reserves of the Armed Forces of the United States will be granted time off for temporary duty in accordance with the provisions of Uniform Services Employment and Re-Employment Rights Act (USERRA) or applicable state statutes. Normally this would be for a two-week period each year. Emergency call-up will be handled on an individual basis. When an employee is ordered to active duty, a copy of the orders must be presented to Human Resources as soon as possible. If the military pay for the annual two weeks active duty is less than the employee would have received at work, then the Company will reimburse the difference upon presentation of the employee s military pay record to the Human Resources. Goodman reserves the right to modify this policy at any time to meet its changing needs and those of its employees. 1

2 FAMILY AND MEDICAL LEAVE OF ABSENCE (FMLA) A Medical Leave of Absence may be granted with the submittal of appropriate medical documentation. During this leave the Company has the right to temporarily replace the employee and fill the position if business needs dictate. During a medical leave, the employee must contact the Human Resources Department no less than once a week in order to keep the Company advised of his/her progress and likely return date. It is the employee s responsibility to stay in contact with the Human Resources Department. Updated medical evaluations from the attending physician must be submitted to the Human Resources Department as soon as possible after the date of the evaluation. When the employee is notified by the attending physician that he/she is being or will be released to work, the employee must contact the Corporate Benefits Department within forty-eight hours after he/she is notified. A written physician s statement releasing the employee to return to work must be represented by the employee in person to the Human Resources Department within forty-eight hours of the receipt of this statement. This is important because the company must have as much notice as possible of the employee s return date in order to find a position for the employee at or near the time of the release. No one will be allowed to return to work unless he/she presents acceptable medical evidence of his/her ability to work. The Company may elect to have the employee and the employee s medical records examined by a physician of the Company s choosing. In such an instance, the employee must cooperate in the scheduling of and attendance at the appointment with the physician. According to the Company s Substance Abuse Policy, a drug screen is required with all medical exams. When the employee has satisfied these conditions and returns to work within 12 weeks of the start of the leave (or 26 weeks if the leave is to care for an Injured Servicemember, as described below), he/she will be placed in his/her original or equivalent position assuming that the employee has the ability to perform (I) the duties of the job, or (II) the essential functions of the job with or without reasonable accommodation if the employee has a disability as defined in the Americans With Disabilities Act. If the employee is not able to perform the duties or essential job functions of his/her original job, and if no other job exists ( Alternative Job ) where the employee can perform the duties (if not disabled) or the essential functions (if disabled) with or without reasonable accommodation, the employee will continue on the Company records as an active employee for a maximum period of six months in a rolling year (including the initial 12 weeks of FMLA) until an Alternate Job becomes available. If an employee takes FMLA leave to care for an Injured Servicemember, the employee will continue on the Company records as an active employee for a maximum period of nine months from the date that the employee first takes such leave until such time as an Alternate Job becomes available. Employees who are a spouse, child, parent or nearest blood relative of a U.S. Servicemember may take up to 26 weeks of leave to care for an Injured Servicemember of the Armed Forces, including the National Guard or Reserves, who is undergoing medical treatment, recuperation or therapy, is in outpatient status or is on the temporary disability retired list, for a serious injury or illness. Employees who are a spouse, child, parent or nearest blood relative of a service member may take up to 12 weeks of FMLA leave for any qualifying exigency arising from the fact that the spouse, child or parent of the employee is on active duty or has been notified of an impending call or order to active duty in the Armed Forces in support of a contingency operation. A qualifying exigency includes: (1) short-notice deployment, (2) military events and related activities, (3) childcare and school activities, (4) financial and legal arrangements, (5) counseling, (6) rest and recuperation, (7) post-deployment activities, and (8) additional activities agreed upon between the Company and employee. The same notification and certification applies for leave to care for service members. Employees will be allowed to use available FMLA to take reasonable breaks to express Goodman reserves the right to modify this policy at any time to meet its changing needs and those of its employees. 2

3 breast milk for a nursing child for up to one year after the child s birth each time there is such a need to express the milk. Employees will also be provided with a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public for the purpose of expressing breast milk. Employees who are disabled under the Americans with Disabilities Act or other applicable law may be entitled to additional leave as a reasonable accommodation. Those employees should notify the Company s Benefits Coordinator to provide the Company with information regarding the nature of their alleged disability and to request additional leave. The Company will review the information and employee s request based on applicable law and inform the employee of its decision. If an employee is away from work beyond the time frame described above and has not been granted additional leave as a reasonable accommodation for an alleged disability, the employee s employment will be terminated. Under such circumstances and assuming that the employee s attendance, work and disciplinary records are favorable, the employee may reapply for employment with the Company. Although the Company cannot guarantee that any such former employee who reapplies will be offered employment, his/her application will be considered for any available job for which he/she is qualified, on the same basis as all other external applicants. The time in which an employee is on an approved Medical Leave of Absence, will not be used to satisfy any disciplinary warning time period. Vacation and sick time will not accrue during this period. This policy is intended to comply with the US Department of Labor ( DOL ) regulations as amended from time-to-time. In the event of conflicts or issues of interpretation, the DOL regulations will prevail. MEDICATION The Company will make case-by-case assessments as to whether an employee should be permitted to work while taking prescription medications. RETURN TO WORK PROCEDURES FOLLOWING A NON-WORK RELATED INJURY OR ILLNESS If an employee is absent from work for any of the following reasons, he/she is required to obtain an Authorization to Return to Work form from the Corporate Benefits Department: 1. If absent for three or more days while on an approved FMLA leave of absence, whether the leave is for the employee or for an approved family member 2. If absent for three or more days for a non- FMLA leave of absence 3. If absent for three to five days due to medical reasons not related to any type of leave (i.e. flu, dental work, minor car accident) 4. If there is evidence to suggest that the employee is not physically able to perform the essential functions of the job Under the circumstances listed above, the manager should not let an employee return to work without a signed authorization form from the Corporate Benefits Department. If the employee reports to work without an authorization form, he/she will be required to go home and the time needed to obtain the release will be unpaid. Employees returning from an approved Personal Leave of Absence do not need an authorization to return to work. Medical Documentation All medical documentation (doctor s notes, hospital paperwork, prescribed drugs, etc.) should be directed to the Corporate Benefits Department immediately. The manager should not discuss the information, verbally or in writing (including s) with other employees or members of management. If an employee notifies a manager of a medical condition, the employee should be referred immediately to the Corporate Benefits Department for information regarding medical leave and/or FMLA. If the employee is placed on a leave of absence, the manager will be notified directly. PERSONAL TIME AWAY WITHOUT PAY Goodman reserves the right to modify this policy at any time to meet its changing needs and those of its employees. 3

4 Employees may request personal time away from work for no more than ten days in a rolling 12 month period. The request for time away must be submitted in writing to an employee s supervisor. To be eligible for time away without pay, an employee must have been employed for a minimum of six months and must not have received a Final Warning in the previous 12 months. During approved time away without pay, the following provisions will apply: stagger vacations to avoid affecting business. Therefore, granting of vacation requests will be solely at the discretion of management through the plant manager or area supervisor who will make every effort to accommodate each employee. Vacation will be determined based on hire date with employees receiving a portion of the annual vacation balance each pay period. Accrued vacation and personal time must be exhausted prior to going on an approved leave of absence. Employee contributions to Company benefit plans will continue in effect and must be repaid upon return to active status. If the employee fails to return from unpaid time off, the employee will also be liable for the Company s cost of any benefit programs that remained in effect during this period. Participation in the Company s 401(k) Plan will remain in effect as provided by the Plan. Employees will be allowed to borrow vacation in advance with manager approval. In the event employment with Goodman is severed before borrowed vacation has been earned, a payroll deduction will be made to compensate for the time used, but not earned. Salaried employees should take vacation in full day increments. Hourly employees may take vacation in as small as two hour increments. No loss of service continuity will occur. Approval of any unpaid time off request is at the sole discretion of the Company and will be based upon the merits of the request and current operating requirements. Subject to applicable state and federal laws, employees who fail to return from unpaid time off at the end of the approved period, will be considered to have resigned. VACATION SCHEDULES The Company values its employees and recognizes the need for time off for their family and home life. Accordingly, annual paid vacation for regular, full-time employees is provided according to the following schedule: Years of Service Weekly (Hrs) 0 through 5 years years + 1 day through 15 years years +1 day through 25 years years +1 day or more 3.85 Vacation requests must be made at least one week prior to the desired vacation time by completing an on-line vacation request form. The Company attempts to have employees All vacation must be used by December 31 st of each year. Employees are not allowed to carry over any unused vacation from one calendar year to the next. Employees in manufacturing environments are encouraged to reserve 40 hours of vacation to be taken during the Holiday Plant Shut Down. Employees may request additional vacation time up to the maximum available, as long as it is pre-approved one week in advance. Upon separation from the company, only nonexempt employees are paid for any unused vacation time. The Company will comply with any local laws or requirements that might apply to the payment of vacation upon termination or any other regulation pertaining to vacation. If you have any questions, please contact your local Human Resources department. PERSONAL PAID TIME All regular employees receive personal time from the date of hire. The Company understands that there may be circumstances that will require employees to miss work. To accommodate these circumstances, the Company has provided all Goodman reserves the right to modify this policy at any time to meet its changing needs and those of its employees. 4

5 employees with 24 hours of paid time off per year. (Part-time regular employees will have the hours prorated based on scheduled hours at the time of eligibility.) Personal paid time is provided each pay period (at the rate of.46 hours each pay period.) Time may be borrowed in advance with the approval of an employee s supervisor. Good Friday Memorial Day Independence Day Labor Day Thanksgiving Day Day After Thanksgiving Day Christmas Day 1 Holiday designated by the Company each year This time may be used as follows: Personal time Time used at the employee s discretion to attend family events (such as school activities) or personal matters that requires time away from work. Employees must provide at least a three day notice prior to utilizing paid personal time. The Company attempts to have employees stagger personal time in an effort to avoid affecting business. Therefore, granting of personal time requests will be solely at the discretion of management through the plant manager or area supervisor. Management will make every effort to accommodate each employee s request. Personal illness Time used by employees when the employee is too ill to come to work. This time may also be used by an employee to take care of sick immediate family members. In the event of resignation or termination, employees will not be paid for any unused paid time off. The Company will comply with any local laws or requirements that might apply to the payment of paid time off upon termination. To be eligible for holiday pay, employees must either work their scheduled hours, or have used pre-approved vacation or personal time the workday prior to the holiday, and/or on the next regularly scheduled workday. Part time employees will be eligible for four hours of pay per holiday after meeting all service requirements. When a paid holiday falls on a Saturday or Sunday, customarily, either the Friday before or the Monday after is observed as the paid holiday. Due to business needs, some branch locations may be required to remain open. If so, hourly branch employees will be paid for the holiday and for hours worked. Salaried branch employees will be given a day off at another time with the prior approval of the branch manager. Hourly employees who do not use their personal paid time during the year will be paid out for their unused hours. (Please review the hourly attendance policy for details). Salaried employees will not be paid out for unused time. Exempt employees are asked to use personal paid time in whole days. Non-exempt employees may use personal paid time in partial days. HOLIDAYS The Company recognizes the following paid holidays. An extraordinary production requirement may require work on a holiday. New Year's Day Goodman reserves the right to modify this policy at any time to meet its changing needs and those of its employees. 5