WDLT Employee Handbook

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.

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