LEAVE OF ABSENCE
General Leave Provisions
The following provisions apply to all leaves of absence unless otherwise specified
under a particular leave type and subject to applicable law:
Notice Requirements: Employees are required to provide advance notice of
their need for leave whenever foreseeable. For foreseeable leaves, notice should
be given at least thirty (30) days in advance, or as soon as practicable. For
unforeseeable leave, notice should be given as soon as possible, typically within
one (1) or two (2) business days of learning of the need for leave. All requests for
leave should be submitted to your immediate manager and Human Resources.
Documentation
Requirements:
WDLT
may
require
appropriate
documentation to support a leave request, such as medical certifications,
military orders, or other relevant official documents. Failure to provide
requested documentation in a timely manner may result in delay or denial of
leave, or delay in receipt of benefits.
Coordination of Leaves: Certain leaves may run concurrently. For example, if
an employee is eligible for both Federal FMLA and Connecticut FMLA for the
same qualifying reason, the leaves will run at the same time.
Use of Accrued Paid Time Off (PTO): Depending on the type of leave and
applicable law, employees may be required or permitted to use their accrued
paid time off (PTO) and/or paid sick leave concurrently with an otherwise
unpaid leave. This will be specified under each leave type.
Benefit Continuation: During certain protected leaves, WDLT will continue to
maintain the employee's group health benefits under the same conditions as if
the employee had not taken leave, provided the employee continues to pay their
share of the premium. For other leaves, benefit continuation may be subject to
company policy.
Job Protection and Reinstatement: For protected leaves, eligible employees
are entitled to return to the position they held prior to the start of leave or, in
some cases, to the same or equivalent position. Reinstatement is contingent
upon the employee's ability to perform the essential functions of their job and
the absence of certain circumstances (e.g., layoffs, termination of business
operations) that would have affected the employee's employment regardless of
the leave.