Benefits Handbook Links - Updated February 2023

If you are using military FMLA leave for a qualifying exigency, you must use all accrued but unused paid PTO and sick leave prior to being eligible for unpaid leave. If you are using FMLA military caregiver leave, you must also use all accrued but unused paid PTO and sick leave (as long as the reason for the absence is covered by the Firm’s sick leave policy) prior to being eligible for unpaid leave. If a Venable observed holiday occurs while you are on unpaid consecutive FMLA leave, you will not receive holiday pay. You must use PTO or sick leave if available, or take unpaid time off. In DC and CA, you may elect to take unpaid time off. While you are on consecutive FMLA leave, you will not receive jury duty pay if you appear for jury duty or are required to appear in court as a witness. You will be paid at the appropriate percentage level per the short-term disability plan, if applicable. While you are on consecutive FMLA leave, you will not receive bereavement leave pay. You will be paid at the appropriate percentage level per the short-term disability plan, if applicable. H. Intermittent Leave or a Reduced Work Schedule The employee may take FMLA leave in 12 consecutive weeks, may use the leave intermittently (take a day periodically when needed over the year) or, under certain circumstances, may use the leave to reduce the workweek or workday, resulting in a reduced hour schedule. In all cases, the leave may not exceed a total of 12 workweeks (or 26 workweeks to care for an injured or ill service member over a 12-month period).

February 2023

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