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Section 3: Time Away and Other Benefits

Employee Benefits

NHF has developed a comprehensive set of employee benefit programs to supplement our employees' regular wages.  Our benefits represent a hidden value of additional income to our employees.

This Employee Handbook describes the current benefit plans maintained by the Foundation.  Refer to the actual plan documents and summary plan descriptions if you have specific questions regarding the benefit plan.  Those documents are controlling.

NHF reserves the right to modify its benefits at any time.  We will keep you informed of any changes.

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Bereavement Leave

Full-time employees are eligible immediately upon hire for three paid days for the death of an immediate family member.

All regular, full-time employees may take up to one (1) day off with pay to attend the funeral of a close, non-family member. This time off will be considered by the employee's manager on a case-by-case basis.

The pay for time off will be prorated for a part-time employee if the funeral occurs on a scheduled work day. The supervisor should confirm that the time is recorded accurately on the time cards. NHF may require verification of the need for the leave.

Members of the immediate family include spouses, domestic partners, parents, brothers, sisters, children, children of domestic partners, grandchildren, grandparents, parents-in-law and parents of domestic partners.

Immediate family definitions vary by state. Below are States that may differ from NHF’s definition of immediate family.

 

IL | NY

Illinois Bereavement Leave

Members of the immediate family include spouses, civil union partners, domestic partners, parents, brothers, sisters, children, children of domestic partners, grandchildren, grandparents, parents-in-law and parents of domestic partners.

 

New York Bereavement Leave

Members of the immediate family include spouses, same-sex committed partner, parents, brothers, sisters, children, grandchildren, grandparents, parents-in-law and children, parent or other relative of same-sex committed partner.

 

Additional Bereavement Time Off

NHF understands the deep impact that death can have on an individual or a family, therefore additional paid time off may be granted. The employee may make arrangements with his or her supervisor for an additional four paid days off in the instance of the death of an immediate family member.

Additional paid time off may also be granted depending on circumstances such as distance, the individual's responsibility for funeral arrangements, and the employee's responsibility for taking care of the estate of the deceased.

Individual employee circumstances may be discussed with the employee's manager and Human Resources to determine whether additional considerations are needed. It is the NHF's intention to support employees during their times of grief and bereavement.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

Requests for bereavement leave should be made to your Supervisor and Human Resources as soon as possible.

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Bone Marrow and Organ Donation Leave

CA | HI | NE | NY | WI

California Bone Marrow and Organ Donation Leave

Employees are eligible to receive up to 30 business days of paid leave to serve as an organ donor and up to five business days of paid leave to serve as a bone marrow donor in a one-year period.  The one-year period is measured from the date the employee's leave begins and shall consist of 12 consecutive months.  Employees must be employed by NHF for at least 90 days immediately preceding the commencement of leave and request leave in writing.

 

When available, the employee must utilize up to five business days of accrued but unused sick or vacation leave for initial bone marrow donation leave and up to two weeks of accrued but unused sick or vacation leave for initial organ donation leave.

 

Please provide Human Resources with written physician verification of the purpose and length of each leave.

 

Leave under this policy will not run concurrently with any leave taken pursuant to the Federal Family and Medical Leave Act or the California Family Rights Act.

 

For more information regarding this leave, please see Human Resources.

 

Hawaii Bone Marrow and Organ Donation Leave

Employees are eligible to receive up to 30 days of unpaid leave to serve as an organ donor and up to seven days of unpaid leave to serve as a bone marrow or peripheral blood stem cell donor each calendar year.  Employees must be employed by NHF for at least one year immediately preceding the commencement of leave. Employees must submit written verification to NHF that the employee is an organ, bone marrow or peripheral blood stem cell donor and that there is a medical necessity for the donation of the organ, bone marrow or peripheral blood stem cells.

NHF may require that the employee take up to three days of earned but unused sick time, vacation, or unpaid time off for initial bone marrow or peripheral blood stem cell donation and up to two weeks of earned but unused sick time, vacation, or unpaid time off for initial organ donation.

Leave under this policy will not run concurrently with any leave taken pursuant to the Federal Family and Medical Leave Act or the Hawaii Family Leave Law.

For more information regarding this leave, see Human Resources.

 

Nebraska Bone Marrow Donation Leave

Employees who seek to undergo a medical procedure to donate bone marrow may be granted reasonable unpaid time off, subject to business needs.

For more information regarding this leave, please see Human Resources.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

 

New York Bone Marrow Donation Leave

Employees who work an average of 20 hours or more each week are eligible to receive up to 24 hours of unpaid leave to donate bone marrow.

Please provide Human Resources with written physician verification of the purpose and length of each leave.

For more information regarding this leave, please see Human Resources.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

 

Oregon Bone Marrow Donation Leave

Employees who work an average of 20 or more hours per week and have accrued but unused paid time off may use up to 40 hours of this time to donate bone marrow or to be screened as a possible donor.

Please provide Human Resources with written physician verification of the purpose and length of each leave.

For more information regarding this leave, please see Human Resources.

 

Wisconsin Bone Marrow and Organ Donation Leave

Employees who have been employed for more than 52 consecutive weeks and who have worked for at least 1,000 hours during the preceding 52-week period are entitled to bone marrow and organ donation leave for the purpose of serving as a bone marrow or organ donor.

Eligible employees may receive up to 6 weeks of unpaid leave within a 12-month period. Leave may only be taken for the period of time necessary for the employee to undergo the bone marrow or organ donation procedure and to recover from such procedure.

Employees may substitute, for portions of bone marrow and organ donation leave, any other paid or unpaid leave provided by NHF.

Employees requesting leave for the purpose of serving as a bone marrow or organ donor must make reasonable effort to schedule the procedure such that it does not unduly disrupt NHF's operations, subject to the approval of the health care provider of the bone marrow or organ donor, and with reasonable advance notice of the need for leave.  

Employees requesting leave may be required to provide certification issued by a health care provider that the donee has a serious health condition that necessitates a bone marrow or organ transplant, that the employee is eligible and has agreed to serve as a bone marrow or organ donor for the donee and the amount of time expected to be necessary for the employee to recover from the bone marrow or organ donation procedure.

If you and/or your family participate in our group health plan, NHF will maintain coverage during your leave on the same terms as if you had continued to work.  If applicable, you must make arrangements to pay your share of health plan premiums while on leave.  Use of leave under this policy will not result in the loss of any employment benefit that accrued prior to the start of your leave.

For more information regarding this leave, see Human Resources.

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Blood Donation Leave

IL | NY

Illinois Blood Donation Leave

Full-time employees who have been employed with NHF for at least six months may be eligible to receive up to one hour of paid leave to donate blood every 56 days.

Please provide Human Resources with written verification of the purpose and length of each leave.

For more information regarding this leave, please see Human Resources.

 

New York Blood Donation Leave

Employees who work an average of 20 or more hours per week are entitled to up to three hours of unpaid leave in any 12-month period to donate blood. 

The 12-month period will be based on the calendar year.

Employees must give “reasonable notice” of their intent to take leave to give blood.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

For more information regarding this leave, please see Human Resources.

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COBRA

You and/or your covered dependents will have the opportunity to continue medical and/or dental and vision benefits for a period of up to 36 months under the provisions of the Consolidated Omnibus Budget Reconciliation Act (COBRA) when group medical and/or dental and vision coverage for you and/or your covered dependents would otherwise end due to your death or because:

  • your employment terminates, for a reason other than gross misconduct; or
  • your employment status changes due to a reduction in hours; or
  • your child ceases to be a "dependent child" under the terms of the medical and/or dental and vision plan; or
  • you become divorced or legally separated; or
  • you become entitled to Medicare.

In the event of divorce, legal separation, or a child’s loss of dependent status, you or a family member must notify the plan administrator within 60 days of the occurrence of the event.

The plan administrator will notify the individuals eligible for continuation coverage of their right to elect COBRA continuation coverage.

For more information regarding COBRA, you may contact Human Resources.

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Disability Leave

Full-time employees are eligible for a paid disability leave after 12 months of service and 1250 hours completed within the 12 consecutive months.  Disability leave due to non-occupational illness, injury or pregnancy related disability is not to exceed twelve weeks.

Granting this leave prior to the completion of the eligibility period and/or beyond the maximum period stated above may be required as a reasonable accommodation in accordance with the Americans with Disabilities Act or due to state law or other requirements.

Employees requesting leave must provide written notice of the disability, including a doctor's certificate stating the nature of the disability and the expected date of return to work.  NHF will not seek genetic information in connection with requests for disability leave.  All medical information received by NHF in connection with a request for leave under this policy will be treated as confidential.

 If you qualify for a leave under the federal Family and Medical Leave Act, we will continue to maintain health benefits under the same terms and conditions applicable to employees not on leave during the FMLA period.  Otherwise, to the extent allowed by the insurance contract and applicable laws, we will continue to provide medical insurance, dental insurance and vision care insurance coverage for employees on authorized disability leave for the first twelve months of disability.  During this time you will be responsible for paying your portion of the monthly premium(s).  When the above period expires, you may continue your medical insurance, dental insurance and vision care insurance coverage by making arrangements with Human Resources to pay the entire monthly premium in advance each month.

When you are able to return to work, give us at least one week’s advance written notice.  Include a doctor's certificate stating that you are medically able to return to your normal duties.  We reserve the right to require a physical examination by a physician of our own choosing prior to your resumption of duties, as allowed by state law.

If your leave is covered by the federal Family and Medical Leave Act, we will return you to the same or an equivalent position, consistent with our policy.  Otherwise, we will return you to the same or similar position you held prior to the disability leave, subject to our staffing and business requirements.  Your continued absence from work beyond your disability (as determined by your physician) will be deemed a voluntary discharge of your employment.

This leave may run concurrently with the federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.

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Disability Leaves and Accommodations for Pregnancy and Maternity

CA| CO | HI | IL | NE | NV | NY | WV

 

California Pregnancy Disability Leave

Female employees are eligible for an unpaid leave of absence up to four (4) months (i.e. the working days you would normally work in one-third of a year or 17 1/3 weeks, unless your hours vary from month to month in which case NHF will use a monthly four month average of the hours worked prior to commencing leave) for disabilities relating to pregnancy, childbirth or related medical conditions per pregnancy.

Leave may include, but is not limited to, additional or more frequent breaks, time for prenatal or postnatal medical appointments, doctor-ordered bed rest, severe morning sickness, gestational diabetes, pregnancy-induced hypertension, preeclampsia, recovery from childbirth or loss or end of pregnancy, and/or post-partum depression.  Leave may be taken consecutively or intermittently.  The amount of leave needed is determined by your health care provider’s recommendation.

At your option, you can use any accrued vacation time or other accrued paid time off as part of your pregnancy disability leave before taking the remainder of your leave on an unpaid basis.  We require, however, that you use any available sick leave during your pregnancy disability leave.  The substitution of any paid leave will not extend the duration of your pregnancy disability leave.

Employees who are granted leaves for pregnancy will be returned to their same position to the extent required by state law.  Upon the advice of your health care provider, you may also be entitled to reasonable accommodation, to the extent required by law, for conditions related to pregnancy, childbirth or related medical conditions.  You should promptly notify NHF of the need for a reasonable accommodation.  In addition, a transfer to a less strenuous or hazardous position or to less strenuous or hazardous duties may be available pursuant to your request, if such a transfer is medically advisable.

You must give NHF at least 30 days’ advance notice if your need for pregnancy-related disability leave, reasonable accommodation, or transfer is foreseeable.  Otherwise please give NHF notice as soon as is practicable if the need is an emergency or unforeseeable.

Prior to the start of the leave, NHF will require a written medical certification indicating that you are disabled because of pregnancy or that it is medically advisable for you to be transferred to a less strenuous or hazardous position or duties or otherwise to be reasonably accommodated.  The certification should include an anticipated date when you will be able to return to your job or job duties.  In the event your leave exceeds the anticipated date of return, it is your responsibility to provide further certification from your health care provider that you are unable to perform your job or job duties and the revised anticipated date of return.

Depending on your eligibility, medical insurance may be continued during your leave in accordance with the applicable plan document, COBRA, or provisions of federal/state law relating to unpaid medical leave. 

Employees who choose not to return from leave may be required to refund premium payments made by NHF on their behalf, when permitted by state law.

Leave under this policy may run concurrently with leave afforded under the Family and Medical Leave Act (FMLA), but will not run concurrently with leave provided under the California Family Rights Act (CFRA).

 

Colorado Pregnancy Accommodation

NHF will provide reasonable accommodations to female employees for health conditions related to pregnancy or the physical recovery from childbirth, to the extent the accommodation can be made without imposing an undue hardship on the business.

 

When an employee requests a reasonable accommodation, NHF will engage in a timely and good-faith interactive process with the employee to determine effective, reasonable accommodations for the employee, which may include, but are not limited to:

  • allowing more frequent or longer break periods;
  • allowing more frequent restroom, food, and water breaks;
  • providing or modifying equipment or seating;
  • placing limitations on lifting;
  • temporary transfer to a less strenuous or less hazardous position;
  • job restructuring;
  • light duty work, if available;
  • assistance with manual labor; or
  • modified work schedules.

NHF will not require an employee to take leave to the extent that another reasonable accommodation can be provided. 

Prior to providing a reasonable accommodation, NHF may require the employee to provide certification from a licensed health care provider of the necessity for the accommodation. 

If leave is provided as a reasonable accommodation, such leave may run concurrently with the federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.

NHF will not retaliate or take adverse action against an employee who requests or uses a reasonable accommodation pursuant to this policy. Further, NHF will not require an employee to accept an accommodation which the employee has not requested or which is unnecessary for the employee to perform the essential functions of his or her job.

If leave is provided as a reasonable accommodation, such leave may run concurrently with the federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.

For more information, or if you require an accommodation, please contact Human Resources.

 

Hawaii Pregnancy Accommodation

Employees are granted a reasonable leave of absence without pay for disability due to and resulting from pregnancy, childbirth, or related medical conditions.  Reasonable leave shall be determined by the employee's physician.

Employees are entitled to be reinstated to their same or equivalent position consistent with applicable state and federal law.

This leave may run concurrently with the Federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.

 

Illinois Pregnancy Accommodation

NHF, consistent with state law, will provide reasonable accommodations for any medical or common condition of an employee related to pregnancy or childbirth, to the extent the accommodation can be made without imposing an undue hardship on the business. 

Reasonable accommodations means reasonable modifications or adjustments to the work environment, or to the manner or circumstances under which the position held is customarily performed, that enable an employee affected by pregnancy, childbirth, or medical or common conditions related to pregnancy or childbirth to perform the essential functions of that position, and may include, but are not limited to:

  • more frequent or longer bathroom breaks;
  • breaks for increased water intake;
  • breaks for period rest;
  • private non-bathroom space for expressing breast milk and breastfeeding;
  • seating;
  • assistance with manual labor;
  • light duty;
  • temporary transfer to a less strenuous or hazardous position;
  • the provision of an accessible worksite;
  • acquisition or modification of equipment;
  • job restructuring;
  • part-time or modified work schedule;
  • appropriate adjustment or modifications of examinations, training materials, or policies;
  • reassignment to a vacant position;
  • time off to recover from conditions related to childbirth; and
  • leave necessitated by pregnancy, childbirth, or medical or common conditions resulting from pregnancy or childbirth.

NHF may request documentation from the employee's health care provider concerning the need for the requested reasonable accommodation(s) to the same extent documentation is requested for conditions related to disability.  NHF may require:

  • the medical justification for the requested accommodation(s);
  • a description of the reasonable accommodation(s) medically advisable;
  • the date the reasonable accommodation(s) became medically advisable; and
  • the probable duration of the reasonable accommodation(s).

If leave is provided as a reasonable accommodation, such leave may run concurrently with the federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.

For more information, or if you require an accommodation, please contact Human Resources.

 

Nebraska Pregnancy Accommodation

NHF, consistent with state law, will provide reasonable accommodations to female employees related to pregnancy, childbirth or related conditions, to the extent the accommodation can be made without imposing an undue hardship on the business. 

When an employee requests a reasonable accommodation, NHF shall explore with the employee the possible means of providing the reasonable accommodation, which may include, but are not limited to:

  • acquisition of equipment for sitting;
  • more frequent or longer breaks;
  • periodic rest;
  • assistance with manual labor;
  • job restructuring;
  • light duty assignments;
  • modified work schedules;
  • temporary transfers to less strenuous or hazardous work;
  • time off to recover from childbirth; or
  • break time and appropriate facilities for expressing milk.

If leave is provided as a reasonable accommodation, such leave may run concurrently with the federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.

For more information, or if you require an accommodation, please contact Human Resources.

 

Nevada Pregnancy Accommodation

NHF, consistent with state law, will provide reasonable accommodations to female employees related to pregnancy, childbirth or related medical condition (including, but not limited, to lactation), to the extent the accommodation can be made without imposing an undue hardship on the business. NHF will not discriminate or retaliate against an employee because the employee requests or uses a reasonable accommodation relating to pregnancy, childbirth or related medical condition.  

When an employee requests a reasonable accommodation, NHF will explore with the employee the possible means of providing the reasonable accommodation, which may include, but are not limited to:

  • modifying equipment or providing different seating;
  • revising break schedules, which may include revising frequency or duration of breaks;
  • providing space in an area other than a bathroom that may be used for expressing breast milk;
  • assistance with manual labor;
  • light duty work;
  • temporary transfer to a less strenuous or hazardous position;
  • job restructuring;
  • modified work schedule.

NHF may require the employee to provide an explanatory statement from the employee's physician concerning the specific accommodation recommended for the employee. 

If you are in need of an accommodation, notify Human Resources. NHF will engage in a timely, good faith, discussion with the employee to investigate the employee's request, and to the extent possible, attempt to reasonably accommodate the employee.

If leave is provided as a reasonable accommodation, such leave may run concurrently with the federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.

For more information, or if you require an accommodation, please contact Human Resources.

 

New York Pregnancy Accommodation

NHF, consistent with state law, will provide reasonable accommodations to female employees related to pregnancy, childbirth or related medical conditions, to the extent the accommodation can be made without imposing an undue hardship on the business. 

When an employee requests a reasonable accommodation, NHF shall explore with the employee the possible means of providing the reasonable accommodation, which may include, but are not limited to:

  • acquisition of equipment for sitting;
  • more frequent or longer breaks;
  • periodic rest;
  • modifying work hours/schedules;
  • job restructuring;
  • break time and private non-bathroom space for expressing breast milk;
  • modified work schedules; or
  • time off to recover from childbirth. 

NHF may require the employee to provide a certification in connection with a request for reasonable accommodation.

If leave is provided as a reasonable accommodation, such leave may run concurrently with the federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.

For more information, or if you require an accommodation, please contact Human Resources.

 

West Virginia Pregnancy Accommodation

NHF, consistent with state law, will provide reasonable accommodations to female employees related to pregnancy, childbirth or related medical conditions, to the extent the accommodation can be made without imposing an undue hardship on the business. 

When an employee requests a reasonable accommodation, NHF shall explore with the employee the possible means of providing the reasonable accommodation, which may include, but are not limited to:

  • allowing more frequent breaks;
  • assistance with manual labor;
  • modifying job duties;
  • modifying work hours/schedules;
  • temporary transfer to a less strenuous or less hazardous position; or
  • providing a leave of absence.

NHF may require the employee to provide a certification in connection with a request for reasonable accommodation that includes the following:

  • the date the reasonable accommodation became medically advisable;
  • the probable duration of the reasonable accommodation; and
  • an explanatory statement as to the medical advisability of the reasonable accommodation.

If leave is provided as a reasonable accommodation, such leave may run concurrently with the federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.

For more information, or if you require an accommodation, please contact Human Resources.

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Election Official & Political Leaves

NE | IL | TX | WI

 

Nebraska Election Leave

Any employee who is appointed to serve as a judge or clerk of election, a precinct or district inspector, a canvassing board member, or any other election worker will be permitted to take paid leave to serve.  Employees are required to provide NHF with reasonable notice of such appointment.  Reasonable notice will be waived for those employees appointed as judges or clerks of election on the day of election to fill vacancies.

Employees will be excused upon request and without loss of pay for the hours they are required to serve.  If the employee is required to serve eight hours or more, they will also be excused from any shift work for the eight hours prior to and the eight hours following their required service as an election official.

 

Illinois Election Judge Leave

Appointed election judges will be granted unpaid leave on the day of an election.  Employees must provide at least 20 days’ written notice of the need for leave and provide documentation demonstrating the appointment and the dates of the required service.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

 

Texas Political Activity Leave

NHF will provide unpaid leave to an employee for the purpose of attending a precinct convention in which the employee is eligible to participate or to attend a county, district, or state convention to which the employee is a delegate.

Eligible employees must provide advance notice of their need for leave.  NHF may also require the employee to submit documentation in support of any leave request under this policy.

 

Wisconsin Election Official Leave

NHF will provide unpaid leave to an employee to serve as election official.  The employee must inform NHF of the intent to take leave at least seven days in advance.  NHF may verify an employee's appointment with the municipal clerk.

Officers of election will be given a leave of absence for the entire 24-hour period of the election day in which the employee serves in his or her official capacity.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

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Employee Assistance Program

Eligible full-time employees may participate in our employee assistance program immediately upon hire.

Our employee assistance program (EAP) helps eligible employees and their immediate families with a wide range of problems.  Situations addressed by the EAP include marriage and family problems, emotional problems, alcoholism and alcohol abuse, drug abuse and dependency, financial problems, compulsive gambling and eating disorders.  Your conversations and all records are strictly confidential.

The administrative cost of this program is paid for by NHF.

Complete details of this program may be obtained from Human Resources.

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Federal Family and Medical Leave Act

CA | CO

Please NOTE: FMLA applies to an employer with 50 or more employees within a 75 mile radius.

The Family and Medical Leave Act (“FMLA”) provides eligible employees the opportunity to take unpaid job-protected leave for certain specific reasons.  The maximum amount of leave an employee may use is either 12 or 26 weeks within a 12-month period depending on the reasons for the leave.

 

Employee Eligibility

To be eligible for FMLA leave, you must:

  1. have worked at least 12 months for NHF in the preceding seven years (limited exception apply to the seven-year requirement);
  2. have worked at least 1,250 hours for NHF over the preceding 12 months; and
  3. currently work at a location where there are at least 50 employees within 75 miles.

All periods of absence from work due to or necessitated by service in the uniformed services are counted in determining FMLA eligibility.

Conditions Triggering Leave

FMLA leave may be taken for the following reasons:

  1. birth of a child, or to care for a newly-born child (up to 12 weeks);
  2. placement of a child with the employee for adoption or foster care (up to 12 weeks);
  3. to care for an immediate family member (employee's spouse, child, or parent) with a serious health condition (up to 12 weeks);
  4. because of the employee's serious health condition that makes the employee unable to perform the employee's job (up to 12 weeks);
  5. to care for a Covered Servicemember with a serious injury or illness related to certain types of military service (up to 26 weeks) (see Military-Related FMLA Leave for more details); or
  6. to handle certain qualifying exigencies arising out of the fact that the employee's spouse, son, daughter, or parent is on covered active duty or call to covered active duty status in the Uniformed Services (up to 12 weeks) (see Military-Related FMLA Leave for more details).

The maximum amount of leave that may be taken in a 12-month period for all reasons combined is 12 weeks, with one exception.  For leave to care for a Covered Servicemember, the maximum combined leave entitlement is 26 weeks, with leaves for all other reasons constituting no more than 12 of those 26 weeks.

 

Definitions

A “Serious Health Condition” is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee's job, or prevents the qualified family member from participating in school or other daily activities.  Subject to certain conditions, the continuing treatment requirement includes an incapacity of more than three full calendar days and two visits to a health care provider or one visit to a health care provider and a continuing regimen of care; an incapacity caused by pregnancy or prenatal visits, a chronic condition, or permanent or long-term conditions; or absences due to multiple treatments.  Other situations may meet the definition of continuing treatment. 

A “spouse” is the other person with whom an individual entered into marriage as defined or recognized under state law for purposes of marriage in the state where the marriage was entered into or, in the case of a marriage entered into outside of any state, if the marriage is valid in the place where entered into and could have been entered into in at least one state. This definition includes an individual in a same-sex or common law marriage that either: (1) was entered into in a state that recognizes such marriages, or (2) if entered into outside of any state, is valid in the place where entered into and could have been entered into in at least one state.

 

Identifying the 12 Month Period

The 12-month period in which 12 weeks of leave may be taken is the calendar year.  For leave to care for a covered servicemember, NHF calculates the 12-month period beginning on the first day the eligible employee takes FMLA leave to care for a covered servicemember and ends 12 months after that date.  FMLA leave for the birth or placement of a child for adoption or foster care must be concluded within 12 months of the birth or placement.

 

Using Leave

Eligible employees may take FMLA leave in a single block of time, intermittently (in separate blocks of time), or by reducing the normal work schedule when medically necessary for the serious health condition of the employee or immediate family member, or in the case of a covered servicemember, his or her injury or illness.  Eligible employees may also take intermittent or reduced-scheduled leave for military qualifying exigencies.  Intermittent leave is not permitted for birth of a child, to care for a newly-born child, or for placement of a child for adoption or foster care.  Employees who require intermittent or reduced-schedule leave must try to schedule their leave so that it will not unduly disrupt NHF's operations.

 

Use of Accrued Paid Leave

Depending on the purpose of your leave request, you may choose (or NHF may require you) to use accrued paid leave (such as sick leave, vacation, or PTO), concurrently with some or all of your FMLA leave.  In order to substitute paid leave for FMLA leave, an eligible employee must comply with NHF's normal procedures for the applicable paid-leave policy (e.g., call-in procedures, advance notice, etc.).

 

Maintenance of Health Benefits

If you and/or your family participate in our group health plan, NHF will maintain coverage during your FMLA leave on the same terms as if you had continued to work.  If applicable, you must make arrangements to pay your share of health plan premiums while on leave. In some instances, NHF may recover premiums it paid to maintain health coverage or other benefits for you and your family.  Use of FMLA leave will not result in the loss of any employment benefit that accrued prior to the start of your leave.

 

Notice and Medical Certification

When seeking FMLA leave, you are required to provide:

  1. sufficient information for us to determine if the requested leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that you are unable to perform job functions, a family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave.  You must also inform NHF if the requested leave is for a reason for which FMLA leave was previously taken or certified.

If the need for leave is foreseeable, this information must be provided 30 days in advance of the anticipated beginning date of the leave.  If the need for leave is not foreseeable, this information must be provided as soon as is practicable and in compliance with NHF's normal call-in procedures, absent unusual circumstances.

  1. medical certification supporting the need for leave due to a serious health condition affecting you or an immediate family member within 15 calendar days of NHF request to provide the certification (additional time may be permitted in some circumstances).  If you fail to do so, we may delay the commencement of your leave, withdraw any designation of FMLA leave or deny the leave, in which case your leave of absence would be treated in accordance with our standard leave of absence and attendance policies, subjecting you to discipline up to and including termination.  Second or third medical opinions and periodic re-certifications may also be required;
  1. periodic reports as deemed appropriate during the leave regarding your status and intent to return to work; and
  1. medical certification of fitness for duty before returning to work, if the leave was due to your serious health condition.  NHF will require this certification to address whether you can perform the essential functions of your position.

 

Failure to comply with the foregoing requirements may result in delay or denial of leave, or disciplinary action, up to and including termination.

 

Employer Responsibilities

To the extent required by law, NHF will inform employees whether they are eligible under the FMLA.  Should an employee be eligible for FMLA leave, NHF will provide him or her with a notice that specifies any additional information required as well as the employee's rights and responsibilities.  If employees are not eligible, NHF will provide a reason for the ineligibility.  NHF will also inform employees if leave will be designated as FMLA-protected and, to the extent possible, note the amount of leave counted against the employee's leave entitlement.  If NHF determines that the leave is not FMLA-protected, NHF will notify the employee.

 

Job Restoration

Upon returning from FMLA leave, eligible employees will typically be restored to their original job or to an equivalent job with equivalent pay, benefits, and other employment terms and conditions.

 

Failure to Return After FMLA Leave

Any employee who fails to return to work as scheduled after FMLA leave or exceeds the 12-week FMLA entitlement (or in the case of military caregiver leave, the 26-week FMLA entitlement), will be subject to NHF's standard leave of absence and attendance policies.  This may result in termination if you have no other NHF-provided leave available to you that applies to your continued absence. Likewise, following the conclusion of your FMLA leave, NHF's obligation to maintain your group health plan benefits ends (subject to any applicable COBRA rights).

 

Other Employment

NHF generally prohibits employees from holding other employment.  This policy remains in force during all leaves of absence including FMLA leave and may result in disciplinary action, up to and including immediate termination of employment.

 

Fraud

Providing false or misleading information or omitting material information in connection with an FMLA leave will result in disciplinary action, up to and including immediate termination.

 

Employer’s Compliance with FMLA and Employee's Enforcement Rights

The FMLA makes it unlawful for any employer to interfere with, restrain, or deny the exercise of any right provided under FMLA, or discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA.

While NHF encourages employees to bring any concerns or complaints about compliance with FMLA to the attention of Human Resources, FMLA regulations require employers to advise employees that they may file a complaint with the U.S. Department of Labor or bring a private lawsuit against an employer.

Further, FMLA does not affect any Federal or state law prohibiting discrimination, or supersede any State or local law or collective bargaining agreement which provides greater family or medical leave rights.

Military-Related Federal FMLA Leave

FMLA leave may also be available to eligible employees in connection with certain service-related medical and non-medical needs of family members.  There are two forms of such leave.  The first is Military Caregiver Leave, and the second is Qualifying Exigency Leave.  Each of these leaves is detailed below.

 

Definitions

A “covered servicemember” is either: (1) a current servicemember of the Armed Forces, including a member of the National Guard or Reserves, with a serious injury or illness incurred in the line of duty for which the servicemember is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list; or (2) a “covered veteran” who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness.

A “covered veteran” is an individual who was discharged under conditions other than dishonorable during the five-year period prior to the first date the eligible employee takes FMLA leave to care for the covered veteran.  The period between October 28, 2009 and March 8, 2013 is excluded in determining this five-year period.

The FMLA definitions of “serious injury or illness” for current servicemembers and veterans are distinct from the FMLA definition of “serious health condition.”  For current servicemembers, the term “serious injury or illness” means an injury or illness that was incurred by the member in the line of duty while on active duty in the Armed Forces or that existed before the beginning of active duty and was aggravated by such service, that may render them medically unfit to perform the duties of their office, grade, rank or rating.

For covered veterans, this term means a serious injury or illness that was incurred in the line of duty while on active duty in the Armed Forces or that existed before the beginning of active duty and was aggravated by such service and manifested itself before or after the individual assumed veteran status, and is: (1) a continuation of a serious injury or illness that was incurred or aggravated when they were a member of the Armed Forces and rendered them unable to perform the duties of their office, grade, rank or rating;  (2) a physical or mental condition for which the covered veteran has received a VA Service Related Disability Rating (VASRD) of 50 percent or greater and such VASRD rating is based, in whole or in part, on the condition precipitating the need for caregiver leave;  (3) a physical or mental condition that substantially impairs the veteran’s ability to secure or follow a substantially gainful occupation by reason of a disability or disabilities related to military service or would be so absent treatment; or (4) an injury, including a psychological injury, on the basis of which the covered veteran has been enrolled in the Department of Veterans Affairs Program of Comprehensive Assistance for Family Caregivers.

“Qualifying exigencies” include activities such as short-notice deployment, military events, arranging alternative childcare, making financial and legal arrangements related to the deployment, rest and recuperation, counseling, parental care, and post-deployment debriefings.

 

Military Caregiver Leave

Unpaid Military Caregiver Leave is designed to allow eligible employees to care for certain family members who have sustained serious injuries or illnesses in the line of duty while on active duty.  Military Caregiver Leave is a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered servicemember during a single 12-month period.

To be “eligible” for Military Caregiver Leave, the employee must be a spouse, son, daughter, parent, or next of kin of the covered servicemember.  “Next of kin” means the nearest blood relative of the servicemember, other than the servicemember’s spouse, parent, son, or daughter, in the following order of priority: blood relatives who have been granted legal custody of the servicemember by court decree or statutory provisions; brothers and sisters; grandparents; aunts and uncles; and first cousins; unless the servicemember has specifically designated in writing another blood relative as his or her nearest blood relative for purposes of Military Caregiver Leave.  The employee must also meet all other eligibility standards as set forth within the FMLA Leave policy.

An eligible employee may take up to 26 workweeks of Military Caregiver Leave to care for a covered servicemember in a “single 12-month period.”  The “single 12-month period” begins on the first day leave is taken to care for a covered servicemember and ends 12 months thereafter, regardless of the method used to determine leave availability for other FMLA-qualifying reasons.  If an employee does not exhaust his or her 26 workweeks of Military Caregiver Leave during this “single 12-month period,” the remainder is forfeited.

Military Caregiver Leave applies on a per-injury basis for each servicemember.  Consequently, an eligible employee may take separate periods of caregiver leave for each and every covered servicemember, and/or for each and every serious injury or illness of the same covered servicemember.  A total of no more than 26 workweeks of Military Caregiver Leave, however, may be taken within any “single 12-month period.”

Within the “single 12-month period” described above, an eligible employee may take a combined total of 26 weeks of FMLA leave including up to 12 weeks of leave for any other FMLA-qualifying reason (i.e., birth or adoption of a child, serious health condition of the employee or close family member, or a qualifying exigency).  For example, during the “single 12-month period,” an eligible employee may take up to 16 weeks of FMLA leave to care for a covered servicemember when combined with up to 10 weeks of FMLA leave to care for a newborn child.

An employee seeking Military Caregiver Leave may be required to provide appropriate certification from the employee and/or covered servicemember and completed by an authorized health care provider within 15 days.  Military Caregiver Leave is subject to the other provisions in our FMLA Leave Policy (requirements regarding employee eligibility, appropriate notice of the need for leave, use of accrued paid leave, etc.).  Military Caregiver Leave will be governed by, and handled in accordance with, the FMLA and applicable regulations, and nothing within this policy should be construed to be inconsistent with those regulations.

 

Qualifying Exigency Leave

Eligible employees may take unpaid “Qualifying Exigency Leave” to tend to certain “exigencies” arising out of the duty under a call or order to active duty of a “military member” (i.e. the employee's spouse, son, daughter, or parent).  Up to 12 weeks of Qualifying Exigency Leave is available in any 12-month period, as measured by the same method that governs measurement of other forms of FMLA leave within the FMLA policy (with the exception of Military Caregiver Leave, which is subject to a maximum of 26 weeks of leave in a “single 12-month period”).  Although Qualifying Exigency Leave may be combined with leave for other FMLA-qualifying reasons, under no circumstances may the combined total exceed 12 weeks in any 12-month period (with the exception of Military Caregiver Leave as set forth above).  The employee must meet all other eligibility standards as set forth within the FMLA policy.

Persons who can be ordered to active duty include active and retired members of the Regular Armed Forces, certain members of the retired Reserve, and various other Reserve members including the Ready Reserve, the Selected Reserve, the Individual Ready Reserve, the National Guard, state military, Army Reserve, Navy Reserve, Marine Corps Reserve, Air National Guard, Air Force Reserve, and Coast Guard Reserve.

A call to active duty refers to a federal call to active duty, and state calls to active duty are not covered unless under order of the President of the United States pursuant to certain laws.

Qualifying Exigency Leave is available under the following circumstances:

 

  1. Short-notice deployment.  To address any issue that arises out of short notice (within seven days or less) of an impending call or order to active duty.
  1. Military events and related activities.  To attend any official military ceremony, program, or event related to active duty or call to covered active duty status or to attend certain family support or assistance programs and informational briefings.
  1. Childcare and school activities.  To arrange for alternative childcare; to provide childcare on an urgent, immediate need basis; to enroll in or transfer to a new school or daycare facility; or to attend meetings with staff at a school or daycare facility.
  1. Financial and legal arrangements.  To make or update various financial or legal arrangements; or to act as the covered military member’s representative before a federal, state, or local agency in connection with service benefits.
  1. Counseling.  To attend counseling (by someone other than a health care provider) for the employee, for the military member, or for a child or dependent when necessary as a result of duty under a call or order to covered active duty.
  1. Temporary rest and recuperation.  To spend time with a military member who is on short-term, temporary rest and recuperation leave during the period of deployment.  Eligible employees may take up to 15 days of leave for each instance of rest and recuperation.
  1. Post-deployment activities.  To attend arrival ceremonies, reintegration briefings and events, and any other official ceremony or program sponsored by the military for a period of up to 90 days following termination of the military member’s active duty status.  This also encompasses leave to address issues that arise from the death of a military member while on active duty status.
  1. Parental care.  To care for the military member’s parent who is incapable of self-care.  The parent must be the military member’s biological, adoptive, step, or foster father or mother, or any other individual who stood in loco parentis to the military member when the member was under 18 years of age.
  1. Mutually agreed leave.  Other events that arise from the military member’s duty under a call or order to active duty, provided that NHF and the employee agree that such leave shall qualify as an exigency and agree to both the timing and duration of such leave.

An employee seeking Qualifying Exigency Leave may be required to submit appropriate supporting documentation in the form of a copy of the military member’s active duty orders or rest and recuperation orders or other military documentation indicating the appropriate military status and the dates of active duty status, along with a statement setting forth the nature and details of the specific exigency, the amount of leave needed and the employee's relationship to the military member, within 15 days.  Qualifying Exigency Leave will be governed by, and handled in accordance with, the FMLA and applicable regulations, and nothing within this policy should be construed to be inconsistent with those regulations.

 

Limited Nature of This Policy

This Policy should not be construed to confer any express or implied contractual relationship or rights to any employee not expressly provided for by FMLA.  NHF reserves the right to modify this or any other policy as necessary, in its sole discretion to the extent permitted by law.  State or local leave laws may also apply.

 

 

 

California Family and Medical Leave

The Leave Policy

Under the California Family Rights Act (CFRA) an eligible employee is entitled to up to 12 weeks of unpaid family/medical leave within any 12‑month period.  The total amount of leave taken is 12 workweeks in a 12‑month period, unless you are qualified for additional time for a disability due to pregnancy, childbirth or related medical condition.  In that event, you may be eligible for up to four months of leave under the pregnancy leave policy and eligible for an additional 12 weeks under this policy.  The 12‑month period begins with the first day leave is taken under the appropriate law.  At the end of the leave, you will be restored to the same or an equivalent position upon your return from leave, provided you satisfy certain requirements described below.  With the exception of a covered pregnancy disability leave, at the end of the leave, you will be restored to the same or an equivalent position upon your return from leave.  Upon the return from a covered pregnancy disability leave, you will be restored to the same position, or subject to business requirements that may exist, an available similar position.

This leave does not run concurrently with leave provided under the California Pregnancy Disability Act.  However, this leave may run concurrently with the Federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.

 

Eligible Employees

To be eligible for a leave under CFRA you must:

  1. Have worked for NHF for a total of at least 12 months, and for at least 1,250 hours in the last 12 months; and
  1. Be employed at a worksite that has 50 or more employees within 75 miles.

Reasons For Leave

You may take family/medical leave for any of the following reasons:

  1. Birth of a child of an employee or the employee's registered domestic partner, or to care for a newly born child; or
  1. Placement of a child with the employee and/or the employee's registered domestic partner for adoption or foster care; or
  1. To care for an immediate family member (spouse, registered domestic partner, child, registered domestic partner’s child, or employee's parent) with a serious health condition; or
  1. An employee's serious health condition that makes the employee unable to perform the functions of the employee's job.

Under CFRA if both parents are employed by NHF, and leave is taken for the birth, placement or adoption of a child their combined leave is limited to 12 weeks.  A leave for the birth, placement or adoption of a child must be completed within the 12-month period beginning on the date of birth or placement of the child.  Under the CFRA, leave for your own serious health condition does not include a disability caused by pregnancy, childbirth or related medical condition since this is covered by a separate state law.  See California’s Pregnancy Disability Leave policy which provides:

  1. Pregnancy Disability Leave can be up to four months for continued disability due to pregnancy.
  1. The employee requesting pregnancy leave is entitled to take the leave at any time after the commencement of employment without any waiting.
  1. The employee returning from pregnancy leave is entitled to return to her same job position, unless that position no longer exists due to operational necessity.
  1. If the employee's pregnancy disability period exceeds four months, the employee may take additional leave in the form of family leave, as described and limited herein.

 

No Work While On Leave

Taking of another job while on family or medical leave or any other authorized leave may lead to disciplinary action, up to and including discharge.

Local Family and Medical Leave Laws

Where local family and medical leave laws offer more protection or benefits to employees, the protection or benefits provided by such laws will apply.

Notice To Employer Of Leave

If your need for family/medical leave is foreseeable, give NHF at least 30 days' prior written notice.  When the need is not foreseeable, notify NHF within one or two business days of learning of your need for leave, except in extraordinary circumstances.  If you do not provide this notice, your leave may be delayed.  If your need is because of a planned medical treatment, attempt to schedule the treatment to avoid disrupting NHF's operations.

Request forms for family/medical leave are available from Human Resources.  You must use this form when requesting a leave.

Medical Certification For A Serious Health Condition

If you are requesting leave because of your own or a covered relation's serious health condition, the appropriate health care provider must supply medical certification.  Obtain a medical certification form from Human Resources.  If possible, you should provide the medical certification within 15 days after you request leave.  If you provide at least 30 days’ notice of your need for medical leave, you should provide the medical certification before your leave begins.  If you do not provide the required medical certification in a timely manner, your leave may be delayed until it is provided.

NHF, at its expense, may require an examination by a second health care provider designated by NHF, if it has a good faith, objective reason to doubt the medical certification you initially provide (only for the employee's own serious health condition).  If the second health care provider's opinion conflicts with the original medical certification, NHF, at its expense, may require a third, mutually agreeable, health care provider to conduct an examination and provide a final and binding opinion.  NHF may require subsequent medical recertification.  Failure to provide requested certification within 15 days, if such is practicable, may result in delay of further leave until it is provided.

 

Reporting While on Leave

If you take leave because of your own serious health condition or to care for a covered relation with a serious health condition, you may be required to contact NHF on a prescheduled basis regarding the status of the medical condition and your intention to return to work.  In addition, you must give notice as soon as practicable (within two business days if feasible) if the dates of leave change are extended or initially were unknown.

Leave Is Unpaid

Family/medical leave is unpaid leave.  If you request leave because of the birth, adoption or foster care placement of a child, or to care for a covered relation with a serious health condition, any accrued paid vacation, personal or family leave, if applicable, will be substituted for unpaid family/medical leave.  If you request leave because of your own serious health condition, any accrued paid vacation, personal or family leave or medical/sick leave, if applicable, will be substituted for any unpaid family/medical leave.  The substitution of paid time for unpaid family/medical leave time does not extend the length of the leave provided by the law.  Also, your family/medical leave may run concurrently with other types of leave.

Employees on a medical leave may also receive pay from short-term or long-term disability payments, or workers' compensation benefits, if applicable, according to the terms of those plans.  The fact that an employee may receive compensation under these plans does not extend the length of the family/medical leave provided by the law.

 

Medical and Other Benefits

During an approved family/medical leave, NHF will maintain your health benefits under the same terms and conditions applicable to employees not on leave.

  • If paid leave is substituted for unpaid family/medical leave, NHF will deduct your portion of the health plan premium as a regular payroll deduction.
  • If your leave is unpaid, you must pay your portion of the premium by making arrangements with Human Resources.
  • Your health coverage may cease if your premium payment is more than 30 days late.  If your payment is more than 30 days late, we will send you a letter to this effect.  If we do not receive your co-payment within 15 days of this letter, your coverage will cease.

If you elect not to return to work at the end of the leave for at least 30 calendar days, you will be required to reimburse NHF for the cost of the premiums paid by NHF for maintaining coverage during your unpaid leave, unless you cannot return to work due to a serious health condition or because of other circumstances beyond your control.

 

Exemption For Key Employees

Certain key employees may not be returned to their former or equivalent position following a leave if doing so would cause substantial economic injury to NHF.  Key employees are paid on a salary basis and are among the highest paid ten percent of employees at a worksite or within 75 miles of that work site.  NHF will notify you if you qualify as a key employee, if NHF intends to deny reinstatement and of your rights in such instances.

Intermittent and Reduced Schedule Leave

Leave due to a serious health condition may be taken intermittently (in separate blocks of time due to a single serious health condition) or on a reduced leave schedule (reducing the usual number of hours you work per workweek or workday) if medically necessary.  If your leave is unpaid, NHF will adjust your salary based on the amount of time actually worked.  Also, while you are on an intermittent or reduced schedule leave, NHF may temporarily transfer you to an available alternate position that better accommodates your intermittent or reduced leave and that has equivalent pay and benefits.

At The End Of Your Leave

If your leave is because of your own serious health condition (except if you are taking intermittent leave), you are required to provide medical certification that you are able to resume work prior to your return.  Before you return, obtain a return-to-work medical certification form from Human Resources.  An employee who fails to provide the return-to-work medical certification form will not be permitted to resume work until it is provided.

 

Colorado Family and Medical Leave

An employee who is otherwise eligible for leave under the federal Family and Medical Leave Act (FMLA), may request leave to care for a person with a serious health condition, as defined by the FMLA, if that person is:

  • the employee's civil union partner; or
  • the employee's domestic partner; and
    • the domestic partnership is registered in the state or municipality where the person resides; or
    • is recognized by NHF as the employee's domestic partner.

NHF may require the employee to provide reasonable documentation of the domestic partnership or written statement of the family relationship.

Leave taken pursuant to this policy will run concurrently with the federal Family Medical Leave Act and/or any other leave, including vacation, where permitted by state and federal law.

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Jury Duty

NHF encourages employees to fulfill their civic duties. To that end, Full Time employees will be allowed leave to serve on a jury, if summoned. We request that you bring in a copy of your summons notice as soon as you receive it, so that we may keep it on file. If you are called during a particularly busy period, we may ask you to request a postponement. NHF will provide additional documentation in this regard, if necessary, to obtain such postponement.

 

While you serve as a juror, NHF will pay you your regular straight time earnings and your pay during the time served. Where States compensate Jurors for service, NHF will pay your full regular straight time earnings and you will endorse over to the NHF your jury pay check from the government. Time spent on jury duty will be counted as regular working time for all purposes except overtime. The employee must return to work for any reasonable time the court is closed during normal work hours.

 

No adverse employment action will be taken against employees due to their service as a juror in state or federal courts.

 

NHF exceeds state laws in providing Full Time Employees leave with pay to serve, however, some States may include part-time and temporary employees with additional benefits. These states are listed on below. Where the state law does not provide paid benefits, Part-Time and Temporary Employees summoned for jury duty are granted an unpaid leave in order to serve.

Please contact Human Resources if you have additional questions regarding this benefit.

CA | COFL | NE | NV | NY

 

California Jury Duty

If you are summoned for jury duty, give reasonable notice to Human Resources that you will need time off to serve. You will be granted paid leave in order to serve.

Part-time and seasonal employees summoned for jury duty are paid the difference between their normal rate of pay and the jury duty pay for up to two weeks.  Thereafter, the leave is unpaid.  All other employees are granted an unpaid leave in order to serve.

We reserve the right to request proof of jury service issued by the Court upon return.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

Make arrangements with Human Resources as soon as you receive your summons.

We expect you to return to your job if you are excused from jury duty during your regular working hours.

 

Colorado Jury Duty

All regularly employed trial or grand jurors are paid their regular wages, not to exceed $50 each day, for their first three days of jury duty.  "Regularly employed" includes all full-time employees, as well as part-time, temporary and casual employees whose hours may be determined by a schedule, custom or practice.  Should you have to serve more than three days on duty, you will receive the necessary time off unpaid.

All other employees summoned for jury duty are granted an unpaid leave in order to serve.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

Make arrangements with Human Resources as soon as you receive your summons.

We reserve the right to request proof of jury service issued by the Court upon return.

We expect you to return to your job if you are excused from jury duty during your regular working hours.

 

Florida Jury Duty

Employees summoned for jury duty are granted an unpaid leave in order to serve, unless county statute dictates otherwise.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

Make arrangements with Human Resources as soon as you receive your summons.

We reserve the right to request proof of jury service issued by the Court upon return.

We expect you to return to your job if you are excused from jury duty during your regular working hours.

Nebraska Jury Duty

Employees summoned for jury duty are paid their normal rate of pay less the compensation received from the court.

Employees must provide NHF with a copy of the court payment records in order to be compensated.

Make arrangements with Human Resources as soon as you receive your summons.

We expect you to return to your job if you are excused from jury duty during your regular working hours.

 

Nevada Jury Duty

Full-time, part-time and seasonal employees summoned for jury duty are paid the difference between their normal rate of pay and the jury duty pay for up to two weeks.  Thereafter, the leave is unpaid.  All other employees are granted an unpaid leave in order to serve.

Employees must provide NHF with a copy of the court payment records in order to be compensated.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

We reserve the right to request proof of jury service issued by the Court upon return.

Make arrangements with Human Resources as soon as you receive your summons.

We expect you to return to your job if you are excused from jury duty during your regular working hours.  However, if your jury service on the day of your excusal exceeds four hours, inclusive of travel time, you will not be required to work between the hours of 5:00 p.m. on the day which you appeared for jury duty and 3:00 a.m. the next day.  You will also not be required to be present at work within eight hours before the time you are to appear for jury duty.

 

New York Jury Duty

Part-Time Employees summoned for jury duty will receive unpaid leave, except that you shall receive the first $40 of your daily wages during the first three days of jury service in a state or local court.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

We reserve the right to request proof of jury service issued by the Court upon return.

Make arrangements with Human Resources as soon as you receive your summons.

We expect you to return to your job if you are excused from jury duty during your regular working hours.

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Leave of Absence

Under special circumstances, full-time and part-time employees who have completed 12 months of employment may be granted a leave of absence without pay.  The granting of this type of leave is normally for compelling reasons and is dependent upon the written approval of Human Resources and your supervisor.

Leaves may not exceed 12 weeks during which time no benefits will accrue.  Leaves of absence are granted only after earned vacation is exhausted.

To the extent allowed by the insurance contract, we will continue to provide medical insurance, dental insurance and vision care insurance coverage for employees on an authorized leave of absence, up to a maximum of 12 weeks.  During this time you will be responsible for paying your portion of the monthly premium(s).

We will make reasonable efforts to return you to the same or similar job you held prior to the leave of absence, subject to our staffing and business requirements.

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Life Insurance

Employees scheduled to work 28 hours a week or more may enroll in this plan immediately upon hire.

You must complete an insurance form and designate your beneficiary.

The cost of this insurance is fully paid by NHF.

Participating employees may also be covered under the plan’s Accidental Death and Dismemberment rider.

Complete details of this plan may be obtained from Human Resources.

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Long-Term Disability Insurance

Eligible employees may participate in our long-term disability insurance program.

Eligible full-time employees may enroll in this insurance program on the first of the month following their date of hire.

Long-term disability insurance provides eligible employees with a continuing source of income after ninety consecutive days of total disability.  The benefits are calculated as a percentage of your salary.

The cost of this insurance is fully paid by NHF.

This is intended as a summary of benefits only.  Additional information may be obtained from Human Resources.

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Medical Insurance

Employees scheduled to work 28 hours a week or more may enroll in a single, a single plus one dependent, or a family insurance contract immediately upon hire. For the purposes of our insurance plan, single plus one may include the employees spouse, domestic partner, or child.  Eligibility may be defined by state law and/or by the insurance contract.  Please see human resources for eligibility requirements.

Information and enrollment forms may be obtained from Human Resources.

To assist you with the cost of this insurance, NHF pays a portion of a single, married or domestic partnership, single plus child(children), or family contractYou are responsible for paying the balance through payroll deduction.

Participating employees are also covered under our medical insurance plan’s life insurance, dental insurance, prescription drug, vision care and employee assistance programs.

Details of the plan and eligibility requirements may be obtained from Human Resources or by accessing your Employee Portal.

Refer to the actual plan document and summary plan description if you have specific questions regarding this benefit plan.  Those documents are controlling.

Upon discharge you may be entitled to continuation or conversion of the group medical insurance plan in accordance with the terms of the policy and/or applicable state and federal law.  For more information, contact Human Resources.

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ACA Healthcare Eligibility

Part-time employees working variable hours, who work at least an average of thirty (28) hours per week during an established measurement period will be eligible for health insurance coverage in compliance with current ACA regulations.

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Military Leave

Employees who are required to fulfill military obligations in any branch of the Armed Forces of the United States or in state military service will be given the necessary time off and reinstated in accordance with federal and state law.

Full-time, part-time and seasonal employees are paid the difference between their normal rate of pay and their military pay for up to two weeks.  Thereafter, the time off is unpaid, unless state law dictates otherwise.

All other employees are granted an unpaid leave in order to serve, except where state law dictates otherwise.

Exempt employees may be provided additional time off with pay when necessary to comply with state and federal wage and hour laws.

Accrued vacation and paid time off (PTO) (if any) may be used for this leave if the employee chooses, but NHF will not require the employee to use vacation and paid time off (PTO).  Military orders should be presented to Human Resources and arrangements for leave made as early as possible before departure.  Employees are required to give advance notice of their service obligations to NHF unless military necessity makes this impossible.  You must notify Human Resources of your intent to return to employment based on requirements of the law.  Your benefits may continue to accrue during the period of leave in accordance with state and federal law.

Please review your State’s law as it may differ from NHF’s policy. Additional information regarding military leaves may be obtained from Human Resources.

 

CA | IL| IN | NE | NY | OH | OR

 

California Family Military Leave

An employee who works an average of 20 or more hours per week whose spouse or registered domestic partner is a member of the Armed Forces, National Guard or Reserves that has been deployed during a period of military conflict is eligible to receive up to 10 unpaid days off when their spouse is on leave from military deployment.

You must provide Human Resources with notice of your intention to take leave within two business days of receiving official notice that your spouse or registered domestic partner will be on leave from deployment.  Employees taking family military leave must also provide NHF with written documentation certifying their spouse will be on leave from deployment.

 

Illinois Family Military Leave 

Eligible employees who are the spouse, civil union partner, parent, child or grandparent of a person called to serve over 30 days in the military may take up to 30 days of unpaid family military leave during the military service member’s deployment.

To be eligible for family military leave, employees must have been employed by NHF for 12 months and worked 1,250 hours during the 12 month period immediately preceding the start of the leave.

Employees must provide NHF with at least 14 days’ notice for leave lasting five or more consecutive workdays.  For leaves of less than five days, employees must provide NHF with as much notice as possible.

Employees must provide certification from the proper military authority to verify eligibility for the leave requested.

Employees must exhaust all accrued, but unused vacation, except sick leave, before taking leave under this policy.

This leave may run concurrently with the federal Family and Medical Leave Act for qualifying exigency and/or any other leave where permitted by state and federal law.

 

Indiana Family Military Leave

Eligible employees who are the spouse, parent, grandparent, or sibling (whether by blood, marriage, adoption, or foster care) of a person who is ordered to active duty for military service for a period longer than eighty-nine (89) days may take up to ten (10) working days of unpaid family military leave.  Such leave may be taken during the thirty (30) days before active duty orders are in effect, during a period in which the person ordered to active duty is on leave while active duty orders are in effect, or during the thirty (30) days after the active duty orders are terminated.

To be eligible for family military leave, employees must have been employed by NHF for 12 months and worked 1,500 hours during the 12-month period immediately preceding the start of the leave.

An eligible employee may elect to substitute any earned paid vacation leave, personal leave, or other paid leave, except for paid medical or sick leave, for any part of the ten (10) day period of such leave.

If you want to take leave, you shall provide written notice, including a copy of the active duty orders if available, to Human Resources of the date the leave will begin.  An employee shall give at least thirty (30) days’ notice before the date on which the leave will begin, unless the active duty orders are issued less than thirty (30) days before the date the requested leave is to begin.

The employee shall consult with NHF to attempt to schedule the leave so as not to unduly disrupt the operations of NHF.  NHF may require certification to verify an employee's eligibility for family military leave.  Failure to provide requested certification will result in the leave being considered an unexcused absence from employment.

 

Nebraska Family Military Leave

Eligible employees who are the spouse or parent of a person called to serve 179 or more days in the military may take up to 30 days of unpaid family military leave during the military service member’s deployment.

To be eligible for family military leave, employees must have been employed by NHF for 12 months and worked 1,250 hours during the 12-month period immediately preceding the start of the leave.

Employees must provide NHF with at least 14 days’ notice for leave lasting five or more consecutive workdays.  For leaves of less than five days, employees must provide NHF with as much notice as possible.

Employees must provide certification from the proper military authority to verify eligibility for the leave requested.

 

New York Family Military Leave

Eligible employees who are the spouse of a member of the Armed Forces of the United States, National Guard or Reserves who has been deployed during a period of military conflict to a combat theatre or combat zone may take up to ten days of unpaid family military leave during the military service member’s leave or deployment.

To be eligible for family military leave, employees must work an average of twenty hours or more per week.

Ohio Family Military Leave

An employee who is the parent, spouse, or a person who has or had legal custody of a person who is a member of the Uniformed Services and who is called into active duty in the Uniformed Services for a period longer than 30 days or is injured, wounded, or hospitalized while serving on active duty in the Uniformed Services may take unpaid leave up to ten days or 80 hours once per calendar year under the following conditions:

  1. The employee has been employed for at least 12 consecutive months and for at least 1,250 hours in the 12 months immediately preceding commencement of the leave;
  2. The employee gives notice to NHF that (s)he intends to take leave pursuant to this policy at least 14 days in advance if the leave is being taken because of a call to active duty.  An employee must provide at least two days’ advance notice if the leave is being taken because of an injury, wound, or hospitalization.  If the leave is for an injury, wound, or hospitalization of a critical or life-threatening nature, the employee does not need to provide advance notice to NHF;
  3. The dates on which the employee takes leave occur no more than two weeks before or one week after the deployment date of the employee's spouse, child or ward or former ward; and
  4. The employee does not have any other leave available for the employee's use except sick leave or disability leave.

Employees continue to receive any benefits during the time they are on leave.  The employee is responsible for the same proportion of the cost of the benefits as they regularly pay during periods of time when they are not on leave.

An employee may substitute accrued, but unused paid time off for unpaid leave.

Upon the completion of the leave, NHF will restore the employee to their same position or to a position with equivalent seniority, benefits, pay, and other terms and conditions of employment.

NHF may require an employee requesting leave to provide certification from the appropriate military authority to verify that the employee satisfies the conditions described above.

Oregon Veterans Day Leave

NHF will provide unpaid Veterans Day leave to an employee who is an eligible veteran if the employee would otherwise be required to work on Veterans Day and the employee provides NHF with:

  • At least 21 calendar days' notice that the employee intends to take time off for Veterans Day; and
  • documents showing that the employee is a veteran as defined by state law

NHF will notify the employee at least 14 calendar days prior to Veteran’s Day if their leave request is approved and whether the leave will be paid or unpaid.

If NHF cannot provide leave to a qualified employee on Veterans Day because it would cause significant economic or operational disruption, or undue hardship, it will allow the employee to choose, with NHF approval, a single day off within the year after the Veterans Day on which the employee will be given time off from work in recognition of their service.

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Non-FLSA Compensatory Time

There may be times when you will need to travel or work weekends and holidays so that we may meet the needs of our consumers.  Non-exempt employees are not eligible for compensatory time off and will be paid overtime at a rate of one and a half times their hourly rate for any hours worked over 40 hours during one workweek.

NHF has no requirement or obligation to grant compensatory time off to exempt employees.  A supervisor may choose to grant compensatory time off to exempt employees who are required to work or travel during weekends and/or company holidays.  When supervisor approved, compensatory time will be granted in full day increments.

Compensatory days must be used within 45 business days of the date it was earned.  Compensatory days will not be carried over into the following calendar year.  Employees will not be paid for any unused compensatory days upon separation of employment.

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Other Civil Service Leaves

CA| CO | FL| IL | IN | MI | NE | NV | NY | NC | OH | OR | PA| TX | WV | WI

California Civil Air Patrol Leave

An employee who is a voluntary member of the California Wing of the Civil Air Patrol will be permitted no less than 10 days of unpaid leave per calendar year in order to respond to an emergency operational mission as defined by state law.

In order to qualify for leave under this policy, a volunteer member must be employed by NHF for at least 90 days immediately preceding the commencement of leave.  The employee must give NHF as much notice as is possible of the intended leave dates.  Leave for a single emergency operational mission shall not exceed three days, unless an extension of time is granted by the governmental entity that authorized the emergency operational mission, and the extension of the leave is approved by NHF.

NHF may require certification from the proper Civil Air Patrol authority to verify the employee's eligibility for leave.  NHF reserves the right to deny the leave request if the employee fails to provide the required certification.

Upon expiration of the leave, NHF will restore the employee to his or her position or to a position with equivalent seniority, benefits, pay and other terms and conditions of employment, unless the employee is not restored because of conditions unrelated to use of leave under this policy.

This policy does not apply to employees who serve as first responders or disaster service workers for a local, state, or federal agency to the same or a simultaneous emergency operational mission.

Employees may substitute accrued vacation for unpaid leave, but are not required to exhaust accrued leave prior to taking leave under this policy.

California Volunteer Firefighter Leave

Employees who serve as volunteer firefighters, reserve peace officers, or emergency rescue personnel (includes officers, employees, or members of a disaster medical response entity sponsored or requested by the state) may be eligible for unpaid leave up to 14 days per calendar year for the purpose of engaging in fire, law enforcement, or emergency rescue training.

Employees who take leave should provide NHF with a written statement from the chief of the employee's fire department verifying the time, date, and duration of the training.

 

Colorado Volunteer Firefighter Leave

Employees who serve as volunteer firefighters may be eligible for unpaid leave to respond to an emergency summons.  Eligible employees are deemed by the employer not to be essential to the operation of the employer's daily enterprise. 

Employees must have previously provided NHF with written documentation from the fire chief of the employee's fire department notifying the employer of the employee's status as a volunteer firefighter.

Employees who take leave must provide NHF with a written statement from the chief of the employee's fire department verifying the time, date, and duration of the employee's response.

 

Colorado Emergency Civil Air Patrol Leave

Employees who serve as a member of the Civil Air Patrol, Colorado Wing and who are called to duty for a civil air patrol mission are entitled to an unpaid leave of absence of up to 15 days in any calendar year.

Upon return to work, the employee must provide NHF with evidence of the satisfactory completion of the civil air patrol service.

Employees taking qualified leave under this policy will be restored to the same or similar position held prior to the leave of absence.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

 

Colorado Volunteer Civil Defense Worker Leave
 

Employees who serve as a member of a volunteer disaster organization that has entered into a memorandum of understanding with a county sheriff, local government, local emergency planning committee, or state agency to assist in providing services during disasters are entitled to an unpaid leave of absence of up to 15 days in any calendar year.

To be eligible for leave, employees must be called to service through the volunteer organization under the authority of the county sheriff, local government, local emergency planning committee, or state agency.

The employee must provide NHF with appropriate service verification during the disaster and return to work as soon as is practicable afterward.

Essential employees whose absence would likely cause NHF to suffer economic injury, may be denied leave in accordance with state law.

Employees taking qualified leave under this policy will be restored to the same or similar position held prior to the leave of absence.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

Florida Civil Air Patrol Leave

Eligible employees who serve as members of the Florida Wing of the Civil Air Patrol (“Civil Air Patrol member”) will be provided with 15 days of unpaid leave annually for participation in Civil Air Patrol training or missions.

To be eligible, the employee must be a senior member of the Florida Wing of the Civil Air Patrol with at least an emergency services qualification. In addition, the employee must have been employed with NHF for at least 90 days immediately preceding the commencement of leave.

NHF will not require a Civil Air Patrol member to use vacation, annual, compensatory, or other paid leave which may be offered by NHF during the period for which the employee is on Civil Air Patrol leave. However, an employee may request to use accrued unused vacation, paid time off or other paid leave available during the commencement of his or her Civil Air Patrol leave.

An employee with such a commitment is expected to notify and provide NHF with a copy of the orders as soon as possible.

NHF will not discriminate or retaliate against any employee taking leave in accordance with this policy.

At the completion of leave, the employee must promptly notify NHF of his or her intent to return to work. 

The granting of a leave of absence does not guarantee that there will be a position available upon your return from leave. NHF endeavors, however, to place employees returning from leave in their former position, or in a position comparable in status and pay.

Illinois Civil Air Patrol Leave

Employees who serve as a member of the Civil Air Patrol, and who are called to perform a civil air patrol mission are entitled up to 30 days of unpaid leave.

In order to be eligible for leave under this policy, the employee must have:

  • Been employed by NHF for at least 12 months; and
  • Been employed for at least 1,250 hours of service during the 12 month period immediately preceding the commencement of leave.

Eligible employees must give at least 14 days’ notice to NHF of the date which leave will commence, if it will consist of five or more consecutive work days.  Consult with Human Resources to schedule leave so as not to unduly disrupt business operations.

If the leave is less than five consecutive work days, please provide Human Resources with reasonable advanced notice.

Employees may be required to provide certification from a civil air patrol authority of eligibility for the requested leave.

Employees may elect to continue their health insurance at their own expense while taking leave in accordance with this policy.

 

Illinois Volunteer Emergency Worker Leave

Employees who serve as an unpaid “volunteer emergency worker” are entitled to an unpaid leave when absent from work in order to respond to an emergency call received prior to the time the employee is scheduled to report to work. For purposes of this leave, "volunteer emergency worker" means a person who does not receive monetary compensation for his or her services as a volunteer firefighter, Emergency Medical Technician (licensed as an EMT-B, EMT-I, or EMT-P under the Emergency Medical Services (EMS) Systems Act), a volunteer ambulance driver or attendant, or a volunteer "First Responder", as defined in Sec. 3.60 of the  EMS  Systems Act, to a fire department, fire protection district, or other governmental entity and who does not work in one of these capacities for any other fire department, fire protection district, or governmental entity for monetary compensation.

Employees utilizing this leave shall make reasonable efforts to notify NHF of their service and shall continue to make reasonable notification efforts over the course of any absence.

NHF may request an employee to provide a written verification from the supervisor or acting supervisor of the volunteer fire department or emergency medical services that the employee served as a volunteer emergency worker and the time thereof.

For more information regarding this leave, please see Human Resources.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

 

Illinois Volunteer Fire Protection Trustee Leave

An employee who serves as an elected or appointed trustee of a fire protection district is entitled to unpaid leave to attend a meeting of the board of trustees, including travel time.

Employees utilizing this leave shall make reasonable efforts to notify NHF of the need for leave under this policy.

For more information regarding this leave, see Human Resources.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

 

Indiana Emergency Civil Air Patrol Leave

Employees who are members of the Indiana Wing of the Civil Air Patrol will not be disciplined for absences from work if you have notified Human Resources in writing that you are a member of the Civil Air Patrol.

In the event that you have already reported for work on the day of the emergency service operation, you must secure authorization from Human Resources to leave work before leaving to engage in the emergency service operation.

To request leave, you must present a written statement to Human Resources from the commander or other officer in charge of the civil air patrol indicating that you were engaged in an emergency service operation at the time of your absence from work.

The time off will be unpaid, except where state law dictates otherwise.  Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

Accrued vacation may be used for this leave if the employee chooses.

You must notify Human Resources of your intent to return to employment based on requirements of the law.  Your benefits may continue to accrue during the period of leave in accordance with state and federal law.

Additional information regarding emergency service leaves may be obtained from Human Resources.

 

Indiana Volunteer Firefighter Leave

Employees who serve as a volunteer firefighter are entitled to an unpaid leave when absent from work in order to respond to an emergency call received prior to or during the time the employee is scheduled to report to work.

An employee who serves as a volunteer firefighter may also be entitled to unpaid leave when (s)he is injured or absent from work because of an injury that occurs while the employee is engaged in emergency firefighting or emergency response activities.

Employees must have previously provided NHF with written documentation from the fire chief or other officer in charge of the volunteer fire department of the employee's status as a volunteer firefighter.

If you take leave, you must provide Human Resources with a written statement from the chief or other officer in charge of the volunteer fire department that you were engaged in emergency firefighting activity at the time of the absence or injury.

Information obtained by NHF regarding an injury will be retained in a separate medical file created for the employee; and treated as a confidential medical record.

Leave under this policy is subject to the business needs of NHF. For more information regarding this leave, see Human Resources.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

 

Michigan Civil Air Patrol Leave

Employees who serve as members of the Civil Air Patrol, and who are called to respond to an emergency declared by the governor or the president of the United States are entitled to unpaid leave.

Employees must give as much notice as possible of the need for leave.  It is your duty to keep Human Resources informed should the time for leave change.

Employees may be required to provide verification from the civil air patrol of the emergency need for the employee's volunteer service.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

 

Nebraska Emergency Responders Leave

An employee who serves as a qualified Volunteer Emergency Responder will receive unpaid leave when absent or late to work due to responding to an emergency.

An employee is considered qualified if they are an individual who has been approved by the State to serve any volunteer fire department, first-aid, rescue, ambulance, emergency squad, volunteer fire company, association, or organization serving any city, village, rural or suburban fire protection district by providing fire protection or emergency response services; is in good standing as a volunteer member of the Nebraska Wing of the Civil Air Patrol; or who is a member of a state emergency response team.

Prior to seeking leave under this policy, an employee shall provide written notice to NHF that (s)he serves as an emergency volunteer.  The notice must be signed by the official in charge of the volunteer unit.

An employee shall make reasonable effort to notify NHF that (s)he may be late or miss work due to an emergency response.

NHF may require the employee to provide a written signed statement from the official in charge of the volunteer department that the employee responded to an emergency, including the date and time of the emergency and when volunteer service was completed.  If requested, the employee will have seven days to present the written verification.

 

Nevada National Guard Leave

An employee who serves as a member of the Nevada National Guard or the National Guard of another state who is employed in Nevada will receive unpaid leave when absent for training, active duty, or otherwise meets as required by Nevada law for National Guard members.

Employees must provide notice to NHF as soon as reasonably possible of the need for leave. NHF will not retaliate against any employee taking leave pursuant to this policy. 

 

New York Volunteer Emergency Responders Leave

During the time that an emergency exists following a declaration of emergency under the law, NHF will grant a “volunteer emergency responder” an unpaid leave of absence while engaged in the actual performance of his or her duties as a volunteer firefighter or an enrolled member of a volunteer ambulance service unless NHF determines that the employee's absence would impose an undue hardship on NHF business.

NHF will only grant leave when it has previously received written documentation from the head of the fire department or volunteer ambulance service documenting the employee's status as a volunteer firefighter or member of a volunteer ambulance service.  

Upon request, the employee must provide NHF with a notarized statement from the head of the volunteer fire department or volunteer ambulance service certifying the period of time that the employee responded to any emergency. 

For more information regarding this leave, see Human Resources.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

 

North Carolina Disaster Response Leave

An employee who serves as a member of a volunteer fire department, rescue squad, or emergency medical service agency who is called into service after the Governor or General Assembly proclaims a state of disaster, will receive unpaid leave.  The NHF reserves the right to limit the amount of leave if the employee's services are required to address an on-going emergency or disaster relief activities within NHF.

Although NHF will not require the employee to use otherwise available paid time off, the employee may choose to do so.

Employees taking leave must present NHF with a letter from the Director of the Division of Emergency Management or the head of the local emergency management agency requesting the services of the employee.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

 

Ohio Volunteer Firefighter / EMS Leave

An employee who serves as a volunteer firefighter or provider of emergency medical services is permitted unpaid leave when they are absent or late to work in order to respond to an emergency prior to their scheduled shift. 

The employee must provide written notification to NHF no later than 30 days after being certified as a volunteer firefighter or volunteer emergency services provider. 

The employee must make every effort to notify NHF that (s)he may be late or absent from work due to being dispatched to an emergency.  If notification is not possible, the employee must provide NHF with a written explanation of the absence due to emergency from the chief of the volunteer fire department or director of the EMS services.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

 

Oregon Disaster and Emergency Services Leave

NHF will grant an unpaid leave of absence upon request of an employee who is a search and rescue volunteer accepted to participate in search and rescue activities by the sheriff.  Such leave will continue until release from the search and rescue activities permits the employee to resume the duties of employment.

Employees taking leave under this policy are not subject to removal or discharge from their position as a consequence of the leave of absence.

Upon the conclusion of a leave of absence under this policy, NHF will restore you to the same position or an equivalent position without loss of seniority, vacation credits, sick leave credits, service credits under a pension plan or any other employee benefit or right that had been earned at the time of the leave of absence.

For more information regarding this leave, please see Human Resources.

 

Oregon Juvenile Court Attendance Leave

Employees are given the necessary time off without pay to attend juvenile court proceedings involving their child or a child for whom they are the legal guardian.  We ask that you notify Human Resources of the need to take leave as far in advance as is possible.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

 

Pennsylvania Voluntary Emergency Workers Leave

Any employee who serves as volunteer firefighter, fire police or volunteer member of an ambulance service or rescue squad will receive unpaid leave in which to respond to an emergency call made prior to the start of his or her scheduled shift. 

Prior to missing work, you must attempt to contact Human Resources or otherwise notify NHF that you have been dispatched to an emergency.  If you fail to report for work, you must provide NHF with a statement from the chief executive officer of the volunteer fire company, ambulance service or rescue squad or its affiliated organization stating that you responded to a call and the time at which you responded.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws. 

 

Texas Emergency Evacuation Volunteers Leave

An employee will be provided unpaid leave to participate in a general public evacuation ordered by an emergency evacuation order as defined by state law.  Emergency services personnel include fire fighters, police officers and other peace officers, emergency medical technicians, and other individuals who are required, in the course and scope of their employment, to provide services for the benefit of the general public during emergency situations.  The employee will provide NHF with as much advance notice as possible of the need for leave.

 

Texas Juvenile Court Attendance Leave

Employees are given the necessary time off without pay to attend juvenile court proceedings involving their child or a child for whom they are the legal guardian.  We ask that you notify Human Resources of the need to take leave as far in advance as is possible.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour law.

 

West Virginia Emergency Response Leave

An employee who serves as a volunteer firefighter, emergency medical service attendant will receive unpaid leave for missing work due to responding to a qualified emergency.

A qualified emergency includes responding to a fire; hazardous or toxic materials spill and cleanup; a motor vehicle accident; an actual medical emergency to prevent the imminent loss of life; or any other situation to which the employee's fire department or emergency medical service entity has been or later could be dispatched.

An employee must make a reasonable effort to notify NHF prior to his/her scheduled shift that he/she is responding to an emergency and will be late or absent from work.

NHF may require any employee taking leave under this policy, upon return from leave, to provide a copy of the incident report and certification by the incident commander or other official confirming that the employee was actively engaged and necessary for the emergency response.  The report should set forth the date and time of the emergency.

Although NHF will not require the employee to use otherwise available paid time off, the employee may choose to do so.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

 

Wisconsin Civil Air Patrol Leave

Employees who serve as a member of the Civil Air Patrol, and who are called to duty for a civil air patrol mission, as defined by state law, are entitled to an unpaid leave of absence of no more than 5 consecutive workdays or up to 15 days in any calendar year.

For an emergency service operation that begins before the employee is required to report for work, upon return to work, the employee must provide NHF with a written statement from the employee's commander of the civil air patrol service.

For an emergency service operation that begins after you report for work, you must provide a written statement from your commander of the need for leave and secure authorization from Human Resources before leaving the worksite.  The NHF reserves the right to decline a request for leave if it will unduly disrupt the operations of NHF.

Employees taking qualified leave under this policy will be restored to the same or similar position held prior to the leave of absence.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

 

Wisconsin Emergency Responders Leave

An employee who serves as a volunteer firefighter, emergency medical technician, first responder, or ambulance driver for a volunteer fire department or fire company, a public agency, or a nonprofit corporation will receive unpaid leave for missing work due to responding to a qualified emergency.

A qualified emergency includes responding to a fire, hazardous substance release, medical condition, or any other situation that poses a clear and immediate danger to life or health or a significant loss of property.

Within 30 days after becoming an emergency responder, the employee must submit to NHF a written statement signed by the chief of the volunteer fire department or by the person in charge of the ambulance service provider notifying NHF that the employee is a volunteer firefighter, emergency medical technician, first responder, or ambulance driver.

An employee must make a reasonable effort to notify NHF prior to his/her scheduled shift that (s)he is responding to an emergency and will be late or absent from work.  If an employee cannot provide advance notice due to extreme emergency, upon return, the employee must provide a copy of the incident report and certification by the incident commander or other official confirming that the employee was actively engaged and necessary for the emergency response.  The report should set forth the date and time of the emergency and the reason why prior notification was not possible.

Additionally, NHF may require any employee taking leave under this policy, upon return from leave, to provide a copy of the incident report and certification by the incident commander or other official confirming that the employee was actively engaged and necessary for the emergency response.  The report should set forth the date and time of the emergency.

Although NHF will not require the employee to use otherwise available paid time off, the employee may choose to do so.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

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Personal Days

Full-time employees are eligible for paid personal days each year.  Eligible employees earn 1 day (7 hours) at the beginning of each quarter during the year, up to a maximum of four days per year.  These personal days may be taken immediately upon being earned.

Personal days can be used as vacation time or to take care of personal matters.  Personal time can be taken in hourly increments or whole day increments.

Requests for planned personal days must be approved by your Supervisor.  When possible, an employee is expected to provide as much prior notice as possible.

Personal days cannot be carried over to the following year.  Employees are not paid in lieu of taking the actual time off.

Upon discharge or separation of employment, employees are not paid for earned but unused personal days.

 

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Sick Days

Employees  are will eligible for paid sick days each year.  Full-Time employees earn 1 day (7 hours) for each month worked, up to a maximum of 12 days per year.  Part- Time employees earn half day (3.5 hours) for each month worked.  These sick days may be taken as earned.  NHF may request a doctor’s note upon return to work following three consecutive days of sick absence.  A doctor’s note may also be requested in instances of frequent absenteeism.

All employees will receive sick pay in compliance with state and federal wage and hour laws.

Accrued sick time may be used due to actual illness or medical care of the employee himself/herself or a member of the immediate family.  Sick time can also be used to cover absences as a result of the employee’s need to care for a child whose school or childcare provider has been closed by order of a public official due to a public health emergency.

Employees are not paid for any unused sick days.  However, if you do not use your sick days during the year, you can carry them into the following year.  Full–time employees can carry over up to a maximum of 20 sick days.  Part-time employees can carry over a maximum of 10 sick days.

Employees are not paid for earned but unused sick days upon discharge or separation of employment.

Employees can use sick time for the following purposes:

  1. For an employee's mental or physical illness, injury or health condition, including time off for medical diagnosis, care, treatment or preventative care; or
  2. For the care of a family member’s mental or physical illness, injury or health condition, including time off for medical diagnosis, care, treatment or preventive care; or
  3. For any purposes allowed under family leave including but not limited to the care of an infant or newly adopted child under 18 years of age, for a newly placed foster child under 18 years of age, or for an adopted or foster child older than 18 years of age if the child is incapable of self-care due to a mental or physical disability, or to deal with the death of a family member within 60 days of the date on which the eligible employee receives notice of the death of a family member; or  
  4. For any purpose allowed under domestic violence, harassment, sexual assault, or stalking laws, including for medical treatment to recover from injuries caused by domestic violence, sexual assault, harassment, or stalking, to assist a minor child or dependent in obtaining counseling from a mental health professional related to domestic violence, harassment, sexual assault or stalking, to obtain victim services for the employee or the employee's minor or dependent, to relocate or take steps to secure an existing home needed to ensure the health and safety of the eligible employee or the employee's minor child or dependent; or
  5. In the event of a public health emergency. 

Employees may use sick time in increments of 1 hour. 

NHF may require verification from a health care provider of the need for sick time lasting three consecutive scheduled workdays or longer. However, NHF will not delay the taking of earned sick time or delay pay for the period in which earned sick time was taken for eligible employees on the basis that NHF has not yet received the verification.

Once an employee returns from his or her absence, he or she will be required to document his or her use of sick time for an eligible sick time purpose.

If the need to use sick time is foreseeable, the employee must notify NHF ten days prior to the date the sick time is to begin or as soon as otherwise practicable. The employee must make a reasonable attempt to schedule the use of sick time in a manner that does not unduly disrupt NHF's operations. If the need to use sick time is unforeseeable, then the employee must notify NHF before the start of the employee's shift or when circumstances prevent the employee from providing notice before the start of the employee's shift, as soon as practicable.

Employees will not be discriminated or retaliated against for taking or requesting earned sick time in accordance with this policy.

This leave may run concurrently with the federal Family and Medical Leave Act and/or any other leave, including paid time off, where permitted by state and federal law.

For Illinois Employees:

Pursuant to the Illinois Employee Sick Leave Act, all employees eligible for paid or unpaid leave through a NHF benefit plan or paid time off policy for the employee's own personal illness, injury, or medical appointment, may use such time for family care leave. Family care leave may be used for absences due to the illness, injury, or medical appointment of the employee's child, stepchild, spouse, domestic partner, sibling, parent, mother-in-law, father-in-law, grandchild, grandparent, or stepparent. Leave can be used on the same terms upon which the employee uses his or her own personal sick leave benefits.

NHF may request written verification to support the need for leave, where consistent with other NHF benefit plans or paid leave policies.

 

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School Visitation Leave

Full-time, part-time and seasonal employees who are parents, guardians or acting in place of the parents of a school-aged child are allowed twenty-eight hours without pay per year, at a mutually agreed upon time, to attend their child’s school conference or classroom activity if such activity cannot be scheduled during non-work hours.

You must provide a written request for the leave 48 hours prior to the leave and verification from the school that you attended or were otherwise involved at the school during the time of the leave.  Employees may use any accrued paid vacation or other paid leave time available for any unpaid leave taken under this policy.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

CA| NV

California School Visitation Leave

If you are the parent or guardian of a child who is suspended and are required to appear at the child’s school, you may take time off without pay if you provide reasonable advance notice to Human Resources of the need for time off.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

 

Nevada School Visitation Leave

Employees who are a parent, guardian or custodian of a child who is enrolled in a public or private school shall be eligible for an unpaid leave for up to four hours per school year, per child, which must be taken in increments of at least one hour, to:    

a)         Attend parent-teacher conferences;

b)         Attend school-related activities during regular school hours;

c)         Volunteer or otherwise be involved at the school in which his or her child is enrolled during regular school hours; and

d)         Attend school-sponsored events.

 

The leave must be scheduled at a time mutually agreed upon by NHF and the employee.

Please  provide a written request for the leave at least five school days before the leave is taken; and provide documentation of your attendance at school-related activity for one of the purposes described in the this policy.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

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Parental Leave

 

Full-time, part-time and temporary employees who have completed twelve months of employment and worked 1250 hours in the last consecutive 12 months may be granted a leave of absence without pay upon the birth or adoption of a child consistent with our business needs.  Such leave must begin immediately upon the birth of the child and/or placement of a child for adoption.

A period of parental leave may not exceed twelve weeks in a rolling 12-month period.  Employees will be required to substitute their accrued vacation, PTO, sick time or personal days for all or part of their parental leave.  When applicable, certification through our short term disability insurance program is required prior to the use of accrued paid time off.  In addition, benefits such as paid time off and holidays will not accrue while employees are on a parental leave.

Employees seeking parental leave must provide a minimum of 30 days’ advance notice of their intent to take parental leave and the anticipated date of their return.  Employees may not accept other employment or apply for unemployment insurance while on parental leave.  Acceptance of other employment while on leave will be treated as a voluntary resignation from employment.

We will make a reasonable effort to return you to the same or a similar position upon your return from leave subject to our staffing and business requirements.

This leave shall run concurrently with the Federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.

CA| NV

California Parental Leave

Full-time, part-time and seasonal employees who have completed twelve months of employment may be granted a leave of absence without pay upon the birth or adoption of a child consistent with our business needs.  Such leave must begin immediately upon the birth of the child and/or placement of a child for adoption.

A period of parental leave may not exceed twelve weeks in a 12-month period. Employees will be required to substitute their accrued vacation, PTO, sick time or personal days for all or part of their parental leave. In addition, benefits such as paid time off and holidays will not accrue while employees are on a parental leave.

Employees seeking parental leave must provide a minimum of 30 days’ advance notice of their intent to take parental leave and the anticipated date of their return. Employees may not accept other employment or apply for unemployment insurance while on parental leave. Acceptance of other employment while on leave will be treated as a voluntary resignation from employment.

We will make a reasonable effort to return you to the same or a similar position upon your return from leave subject to our staffing and business requirements.

This leave shall run concurrently with the Federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.

 

Nevada Parental Leave

NHF recognizes that there can be times as a parent, legal custodian or guardian for a child that you need time off from work for the following reasons:

  1. When you are required to attend a court proceeding on your child's behalf, or to accompany your child to court.
  2. When you are requested to attend a school conference during work hours, or you are notified by the school during work hours of an emergency regarding your child.

NHF will not take any adverse action against employees who provide NHF with reasonable advance notice of a request for time off for these purposes.  Time off is without pay.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

This leave may run concurrently with the Federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.

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Section 125 Plans

NHF offers a pretax contribution option for employees medical expenses.  This employee benefit is known as a Section 125 or FSA plan.

A Section 125 plan is a benefit plan that allows you to make contributions toward premiums for medical insurance, dental insurance, vision care insurance and out-of-pocket medical expenses or dependent care expenses on a “before tax”, rather than an “after tax” basis.  Your premium contributions and qualified expenses are deducted from your gross pay before income taxes and Social Security is calculated.

To participate in this plan, contact Human Resources.

You cannot make any changes to your pretax contributions until the following January 1, unless your family status changes or you become eligible for a special enrollment period due to a loss of coverage.  Family status changes include marriage, divorce, death of a spouse or child, birth or adoption of a child or discharge of employment of your spouse.  A change in election due to a change in family status is effective the following month.

Monies not spent within the designated plan grace period will not be reimbursed or rolled over into the new plan year.  See the FSA plan description for more details.

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Section 132 Plan Transportation Benefit- NY Employees Only

The Transportation Benefits Plan (TBP) under IRS Code 132(f) allows eligible employees to set aside a portion of their pay toward qualified transportation expenses for mass transit, van pools and parking.

Full-time employees working an average of 30 hours per week are eligible for this plan.  To enroll, an employee must complete and submit the Transportation Benefit Plan Enrollment and Change form and return it to the Accounting Department.

The maximum reimbursement amounts per month are established annually by the IRS.  Mass transit includes bus, subway, train and ferry for personal use when commuting to work.  Van pools must be used from the employee's place of residence to the place of employment and must be able to seat six passengers, not including the driver.  Eligible parking expenses are parking in a lot at or near our location or parking at a location from which the employee commutes to work, such as a subway station.

For more information, please see Human Resources.

 

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Short-Term Disability Insurance

You may be eligible for short-term disability insurance benefits if you are ill or injured and unable to work.

All full-time employees are eligible for the short-term disability insurance program on the first of the month after one consecutive month of employment.  This insurance program is designed to provide income for you when you are absent from work for more than seven calendar days due to non-occupational illness, injury or pregnancy-related disability.

The benefits are calculated as a percentage of your salary up to a weekly maximum of $1,500, for up to 12 weeks.

The cost of this insurance is fully paid by NHF.

Please check with Human Resources for additional information concerning this benefit.

The following states may provide additional benefits to part-time, full-time, or temporary employees:  

CA| HI | NY

California Short-Term Disability Insurance

All employees are eligible for disability insurance benefits when an illness, injury or pregnancy-related disability prevents them from working and they meet all the eligibility requirements.

The benefits are calculated as a percentage of your salary up to a weekly maximum as specified by law, for up to 52 weeks.

Employees who apply for this benefit must provide written notice of disability, including a doctor’s certificate stating the nature of the disability and your expected date of return to work.

You are responsible for filing your claim and other forms promptly and accurately with the Employment Development Department.  A claim form may be obtained from the Employment Development Department by telephone, letter or in person.

 

The cost of this insurance is fully paid by the employee.

 

Hawaii Short-Term Disability Insurance

Employees who work a minimum of 20 hours each week are eligible for short-term disability insurance after 14 weeks of employment provided they have earned the minimum wages required by law.  This insurance is designed to provide income for you when you are absent from work for more than seven calendar days due to non-occupational illness, injury or pregnancy-related disability.

The benefits are calculated as a percentage of your salary up to a weekly maximum, as specified by law, for up to 26 weeks.

The cost of this insurance is shared between NHF and the employee.

Provide written notice including a doctor’s certificate stating the nature of the disability and your expected date of return to work.  Disability insurance information may be obtained from Human Resources.

 

New York Short-Term Disability Insurance

Employees are eligible for short-term disability insurance after four consecutive weeks of full‑time employment or 25 days of regular part‑time employment in accordance with state law.  Other employees may also be eligible for this insurance, depending on the employee's previous employer.  This insurance is designed to provide income for you when you are absent from work for more than seven calendar days due to non-occupational illness, injury or pregnancy-related disability.

The benefits are calculated as a percentage of your salary up to a maximum each week, as specified by law, for up to 26 weeks.

The cost of this insurance is fully paid by NHF.

Provide written notice including a doctor’s certificate stating the nature of the disability and your expected date of return to work.  Disability insurance information may be obtained from Human Resources.

 

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Social Security

During your employment, you and NHF both contribute funds to the federal government to support the Social Security program.  This program is intended to provide you with retirement benefit payments and medical coverage once you reach retirement age.

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Unemployment Insurance

Upon separation from employment, you may be entitled to state and federal unemployment insurance benefits.  Information about unemployment insurance can be obtained from Human Resources.

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Vacation

Full-time and Part-time employees are eligible for paid vacation time.

Vacation is calculated according to your anniversary hire date as follows:

Immediately upon hire, full-time employees will begin to earn 1.25 days (8.75 hours) of vacation for each month worked, up to a maximum of 15 days per year. Part- Time employees earn half day (3.5 hours) for each month worked up to a maximum of 6 days per year.

After five years of employment, and each year thereafter, full time employees earn 1.67 days (11.67 hours) of vacation for each month worked, up to a maximum of 20 days per year. Part-Time employees will continue to earn half day (3.5) for each month worked up to a maximum of 6 days per year.

Submit vacation requests through our electronic timeclock system at least two weeks in advance to your Supervisor. When possible, vacation requests are granted, taking into account operating requirements. Length of employment may determine priority in scheduling vacation times. Vacation days can be taken in hourly increments or whole day increments.

Vacation pay is not granted in lieu of taking the actual time off. However, vacation time can be carried over to the following year, up to a maximum of 10 days for full time staff and 4 days for part time with management approval. Carried over vacation days not used by June 30th of the following year will be forfeited.

Eligible employees who have been employed for at least 12 months and provide at least two weeks’ advance notice of their resignation will be paid for accrued but unused vacation, unless state law dictates otherwise.

 

Ohio Employees

Pregnant employees who meet the requirements for use of vacation must be permitted to use such time for childbearing.

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Victims of Crime Leave

AZ | CA | CO | MI | NY | OH | PA

 

Arizona Victims of Crime Leave

NHF will grant reasonable and necessary leave from work, without pay, to employees who are victims of a crime to exercise their rights to be present at a proceeding pertaining to the crime or to obtain or attempt to obtain an order of protection, an injunction against harassment or any other injunctive relief to help ensure the health, safety or welfare of the victim or the victim’s child. NHF will also grant reasonable and necessary leave from work, without pay, to employees who are victims of a juvenile offense to exercise their rights to be present at a proceeding pertaining to the juvenile offense.

Prior to taking leave under this policy, eligible employees must provide NHF with reasonable notice of the need for leave including a copy of the form provided to the employee by the law-enforcement agency pursuant to Arizona law and if applicable, notice of each scheduled proceeding.  However, NHF may limit the leave provided under this section if the employee's leave creates an undue hardship to NHF's business.

Employees seeking leave under this policy may elect to use accrued paid vacation, personal leave or sick leave.

NHF will hold the employee's information provided to NHF in order to request leave in confidence, except to the extent that disclosure is: (1) requested or consented to in writing by the employee; or (2) otherwise required by applicable federal or state law.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

 

California Victims of Felony Crimes Leave

NHF will grant reasonable and necessary leave from work without pay, to employees who are victims, or whose spouse, child, stepchild, brother, stepbrother, sister, stepsister, mother, stepmother, father, stepfather, registered domestic partner, or child of a registered domestic partner is a victim of a violent or serious felony or felonious theft or embezzlement, for the purposes of attending legal proceedings related to the crime.

Affected employees may elect to use accrued paid vacation, personal leave and/or sick leave in lieu of unpaid leave.

When feasible, affected employees must provide NHF with advance notice of the employee's need for leave, including a copy of the notice of the scheduled proceeding.  If advance notice is not feasible, affected employees must provide documentation evidencing the legal proceeding requiring the employee's absence within a reasonable time after leave is taken.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

 

Colorado Victims of Crime Leave

NHF will grant reasonable and necessary leave from work, without pay, to employees who are victims of a crime to attend or participate in legal proceedings pertaining to the crime.  Affected employees must give NHF reasonable notice that leave under this policy is required.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

 

Michigan Victims of Crime Leave

NHF will grant reasonable and necessary leave from work, without pay, to employees who are victims of a crime or employees who are representatives of victims of a crime to attend or participate in legal proceedings pertaining to the crime.  Affected employees must give NHF reasonable notice that leave under this policy is required.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

 

New York Victims of Crime Leave

NHF will grant reasonable and necessary leave from work, without pay, to employees who are victims of a crime to attend or participate in legal proceedings pertaining to the crime.  Affected employees must give NHF reasonable notice that leave under this policy is required.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

 

Ohio Victims of Crime Leave

NHF will grant reasonable and necessary leave from work, without pay, to employees who are victims of a crime to attend or participate in legal proceedings pertaining to the crime.  Affected employees must give NHF reasonable notice that leave under this policy is required.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

 

Pennsylvania Victims of Crime Leave

NHF will grant reasonable and necessary leave from work, without pay, to employees who are victims of a crime to attend or participate in legal proceedings pertaining to the crime.  Affected employees must give NHF reasonable notice that leave under this policy is required.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

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Vision Care Plan

Employees scheduled to work 28 hours a week or more may enroll in this plan immediately upon hire.

To assist you with the cost of this plan, NHF pays a portion of a single or family contract.  You are responsible for paying the balance through payroll deduction.

Complete details of this plan may be obtained from Human Resources.

Refer to the actual plan document and summary plan description if you have specific questions regarding this benefit plan.  Those documents are controlling.

Upon discharge you may be entitled to continuation or conversion of the group vision care insurance plan in accordance with the terms of the policy and/or applicable state and federal law.  For more information, contact Human Resources.

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Voting Leave

NHF believes that every employee should have the opportunity to vote in any state or federal election, general primary or special primary.  Any employee, whose work schedule does not provide him/her with two hours to vote while polls are open, will be granted up to two three hours off in order to vote.  We reserve the right to select the hours you are excused to vote.

Exempt employees may be provided additional time off with pay when necessary to comply with state and federal wage and hour laws.

Notify Human Resources of the need for voting leave as soon as possible.  When you return from voting leave, you must present a voter’s receipt to your Supervisor as soon as possible.

Where an Employee works in state that exceeds NHF’s policy for time off, the State law will supersede NHF policy and allow for the additional time off.

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Witness Leave

Employees are given the necessary time off without pay to attend, participate or prepare for a court proceeding.  We ask that you notify Human Resources of the need to take witness leave as far in advance as is possible.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

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Workers’ Compensation

On‑the‑job injuries are covered by our Workers’ Compensation insurance policy.  This insurance is provided at no cost to you.  If you are injured on the job, no matter how slightly, report the incident to your Supervisor or Human Resources as soon as reasonably possible.  Consistent with applicable state law, failure to report an injury within a reasonable period of time could jeopardize your claim.  We ask for your assistance in alerting management to any condition that could lead to or contribute to an employee accident.

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403(b) Qualified Retirement

NHF provides eligible employees with a 403(b) Qualified Retirement plan which is an excellent means of long-term savings for your retirement.  NHF contribution, if any, is determined by the employer.

Employee –Paid Savings for Retirement

You are immediately eligible to participate in NHF’s Tax Sheltered Annuity which is a 403b Salary Reduction Savings Plan.  Contributions come from your salary on a before-tax basis. Investment options are participant-directed.

 

NHF –Paid Retirement Plan

After the completion of one year of service, NHF contributes a percentage of your annual salary to a defined contribution retirement plan.  You are immediately vested in this participant-directed account.  The NHF contribution starts at 2% of salary and reaches a maximum of 10% after five years.

You can obtain a copy of the Summary Plan Description which contains the details of the plan including eligibility and benefit provisions from Human Resources.  In the event of any conflict in the description of any plan, the official plan documents, which are available for your review, shall govern.  If you have any questions regarding this plan, see Human Resources.

 

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Family Leave State Mandated Benefits

CA | NY

 

California Family Leave Insurance

The State of California may provide partial wage benefits to eligible employees for up to a maximum of six weeks for the following reasons:

 

  • To bond with a new child after birth or placement for adoption or foster care;
  •  To care for a serious health condition of an employee's child, parent, spouse, registered domestic partner, grandparent, grandchild, sibling or parent-in-law.

The Paid Family Leave Act provides benefits based on past quarter earnings for up to six weeks in a 12-month period.  The cost of the insurance is fully paid by the employee.  The 12-month period begins on the first day an employee submits a claim.

 

To be eligible for benefits, employees may be required to provide medical and/or other information that supports a claim for time off to bond with a new child or to care for a child, parent, spouse or registered domestic partner with a serious health condition.

You are responsible for filing your claim for family leave insurance benefits and other forms promptly and accurately with the Employment Development Department.  A claim form may be obtained from the Employment Development Department by telephone, letter, the Internet or in person.  All eligibility and benefit determinations are made by the Employment Development Department.

You may not be eligible for Paid Family Leave benefits if you are receiving State Disability Insurance, Unemployment Compensation Insurance or Workers’ Compensation benefits.

The Paid Family Leave Act does not provide a right to leave, job protection or return to work rights.  Further, this policy does not provide additional time off; rather, family leave insurance may provide compensation during an approved leave pursuant to the California Family Rights Act, the Federal Family and Medical Leave Act or any NHF provided leave.

 

 

New York Family Leave Benefits

Beginning January 1, 2018, or at the commencement of employment, whichever is later, eligible employees will receive up to eight weeks of leave during any 52 week calendar period for family needs.* While on leave, eligible employees will receive a wage replacement based on a percentage of the employee’s average weekly wage, as specified by law. If applicable, the company will maintain the employee’s existing health benefits for the duration of such leave as if the employee had continued to work from the date he or she commenced leave until the date he or she returns to employment.

 

Benefits are fully-funded by the company.

To be eligible for benefits, full-time employees must have completed at least 26 weeks of employment; part-time employees (whose regular schedule is less than 20 hours per week) must have completed at least 175 days of employment. Where an employee’s (1) regular work schedule is 20 hours or more per week but the employee is not expected to work at least 26 consecutive weeks; or (2) an employee regularly works less than 20 hours per week and is not expected to work at least 175 days in a 52 consecutive week period, the employee will have the option of filing a waiver of family leave benefits.

Family leave benefits can be used:

  1. To provide care for a family member with a serious health condition (including physical or psychological care); or
  1. To bond with the employee’s child during the 12 months following the child’s birth; or the 12 months following the placement of a child for adoption or foster care with the employee; or
  1. Because of a qualifying exigency provided for under the Family and Medical Leave Act (FMLA), arising out of the fact that the spouse, domestic partner, child, or parent of the employee is on active duty (or has been notified of an impending call or order to active duty) in the armed forces of the United States.

If the need for leave is foreseeable, the employee must provide NHF with at least 30 days’ notice. Foreseeable reasons include, but are not limited to, birth of a child, anticipated placement date for adoption or placement of a foster child, planned medical treatment for a family member or covered service member; or other known military exigency. If the need for leave is not foreseeable, the employee must provide NHF with notice as soon as is practicable. Notice should include the qualifying event and the anticipated timing and duration of the leave. The employee may be required to provide certification of the need for leave and/or re-certification where necessary. Please see your supervisor to request leave and obtain the Request for Paid Family Leave and Certification form.

Family member means a child (biological, adopted, foster, step, legal ward, or child of domestic partner), parent (biological, adoptive, foster, step, in-law, legal guardian or person who stood in loco parentis to the employee as a child), grandparent, grandchild, spouse or domestic partner.

NHF is not required to permit more than one employee to use the same period of family leave to care for the same family member.

This leave may run concurrently with the federal Family and Medical Leave Act and/or any other leave, where permitted by local, state or federal law.

Employees may not use family leave benefits for:

(a) a disability caused by the employee’s willful intention to bring about injury or sickness to himself or another;

(b) a disability resulting from an illegal act;

(c) disability or family leave during which the employee performs work;

(d) for any day of disability or family leave for which the employee receives from the company, or from a fund to which the company has contributed, remuneration or maintenance in an amount equal to or greater than that to which he or she would be entitled to under this policy;

(e) for any period the employee is subject to suspension or disqualification of the accumulation of unemployment benefits;

(f) for any disability due to an act of war (declared or undeclared);

(g) for any disability or family leave commencing before the employee becomes eligible; or

(h) for employees currently not working and collecting workers’ compensation benefits. 

Employees may not receive both state disability benefits and family leave benefits for the same period of time. An employee who is eligible for both state disability benefits and family leave during the same period of 52 consecutive weeks cannot receive more than 26 total weeks of disability and family leave benefits.

At the end of leave, employees will be returned to their former position or a position comparable in status and pay in accordance with state law.

NHF does not discriminate or retaliate against employees for taking or requesting family leave in accordance with law. Supervisors and managers are prohibited from discriminating or retaliating against employees for taking or requesting family leave.

For more information see the Paid Family Leave Procedure.

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