GSEM Employee Handbook 2022-2023

• Employee • Employee’s family member or, • Household member of employee

Guidelines: • Employee must provide documentation to be eligible. • Benefit accruals and health coverage will remain the same while the employee is out, but the employee will not accrue time off during the duration of the leave. • Upon return, the employee must be returned to the same or an equivalent position. Key Provisions: • Employee is allowed two weeks per calendar year. • Employee may work an intermittent or on a reduced work schedule. • Must not be used in addition to twelve weeks for FMLA. • Employees utilizing this leave will use PTO and/or EIB in the same manner that is consistent with other GSEM policies related to time away fromwork. FAMILY AND MEDICAL LEAVE ACT (FMLA) An employee who has worked for the Council for at least twelve months and for one thousand two hundred fifty hours during the 12-month period prior to the start of the leave is eligible to take job-protected leaves of up to twelve workweeks without pay during any twelve-month period for the following reasons: • The birth of a child • The placement of a child with the employee for adoption or foster care • Care for the serious health condition of the employee’s spouse, child, or parent • The employee’s own serious health condition that renders them unable to perform any of the essential functions of their position or • Handle a “qualifying exigency” due to the employee’s spouse, child, or parent being on active duty or receiving a call to active-duty status. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings. Employees should direct questions regarding whether a particular event or circumstance constitutes a “qualifying exigency” to Human Resources. Furthermore, an employee who has worked for the Council for at least twelve months and for one thousand two hundred fifty hours during the 12-month period prior to the start of the leave is eligible to take job-protected leaves of up to twenty-six workweeks without pay during any month period for the following reason: to care for the employee’s spouse, child, or other person to whom the employee is the next of kin, when the person receiving the employee’s care is a covered servicemember with a serious injury or illness. Serious Health Condition Employees who request FMLA leave because of a serious health condition, whether their own or a family member’s, also must submit a healthcare provider’s certification to Human Resources before the leave can be approved. Leave may be taken on an intermittent or reduced basis for leaves necessitated by the employee’s serious health condition or the serious health condition of an immediate family member if the need for such intermittent or reduced schedule leave is certified as medically necessary. A serious health condition is defined as a disabling physical or mental illness, injury, impairment, or condition involving (1) inpatient care in a hospital, nursing home, or hospice; or (2) outpatient care requiring continuing treatment or supervision from a health care professional. Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than three consecutive calendar days combined with (1) at least two in-person treatment visits with a health care provider within

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