Benefits Handbook Links - Updated February 2023

For an LOA not approved/paid under our short-term disability plan, you must use your accrued unused PTO and/or sick leave. Return to Work. In accordance with applicable law, Venable will require written documentation from your physician clearly stating that you are released to return to work and can safely perform your duties, with or without reasonable accommodation, or what restrictions, if any, you have and when the restrictions will be lifted. If you are granted a leave of absence and are able to return to work at the time specified in the leave approval, we will make an effort to place you in a position for which you are qualified, in Venable’s judgment, and one that is as similar in content and compensation as possible to the position you held before the leave began. However, because business needs change, we are not able to guarantee that a position with Venable will be available to you when you are scheduled to return. Decisions on whether to offer you a position upon your return from a leave of absence and which position to offer are solely within Venable’s discretion. Employees who are granted leave under the Family and Medical Leave Act should refer to the “Effect on Benefits and Employment” section of our Family and Medical Leave policy. Employees who are granted leave under USERRA should refer to the Military Leave policy for information regarding their reemployment rights. Subject to the requirements of applicable law, any Firm Personnel on an approved leave of absence (medical, personal, or otherwise) will terminate employment from the Firm on the earliest of the following:

• On the date the person resigns from the Firm;

February 2023

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