Leaves of Absence
EAB recognizes that employees may need to take a leave of absence for various reasons. EAB has policies in place to account for common leave reasons. Our general Leave of Absence Policy can be found in our Employee Handbook on page 24.
Any employee requesting an excused absence greater than 10 consecutive days that is not for a vacation will need to contact the Benefits team at Benefits@eab.com to apply for a company leave of absence for which the employee may be eligible. Employees will be permitted to use up to a maximum of 10 days of paid vacation for an approved leave of absence in addition to any available sick days.
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Eligibility:
You are eligible for FMLA if:
- At least fifty (50) or more employees are employed within a 75-mile radius of the employee’s worksite;
- You have been employed for at least one full year; and
- You have worked at least 1,250 hours within the previous twelve (12) months.
Basic Leave Entitlement:
EAB follows Federal FMLA requirements and provides eligible employees with up to twelve (12) weeks of unpaid, job-protected leave in a 12-month period for certain family and medical reasons.
Leave may be taken for any one, or for a combination, of the following reasons:
- To care for the employee’s child after birth, or placement for adoption or fostercare;
- To care for the employee’s spouse, son or daughter, or parent (but not in-law) who has a serious health condition; and/or
- For the employee’s own serious health condition (including any period of incapacity due to pregnancy, prenatal medical care or childbirth) that makes the employee unable to perform one or more of the essential functions of the employee’s job.
If you need to apply for FMLA, please contact Benefits@eab.com as soon as you become aware of your need to take leave.
Family and Medical Leave
Eligibility:
You are eligible for FMLA if:
- You have been employed for at least one full year; and
- You have worked at least 1,250 hours within the previous twelve (12) months.
Basic Leave Entitlement:
EAB follows Federal FMLA requirements and provides eligible employees with up to twelve (12) weeks of unpaid, job-protected leave in a 12-month period for certain family and medical reasons.
Leave may be taken for any one, or for a combination, of the following reasons:
- To care for the employee’s child after birth, or placement for adoption or fostercare;
- To care for the employee’s spouse, committed domestic/ civil-union partner, son or daughter, or parent (but not in-law) who has a serious health condition; and/or
- For the employee’s own serious health condition (including any period of incapacity due to pregnancy, prenatal medical care or childbirth) that makes the employee unable to perform one or more of the essential functions of the employee’s job.
If you need to apply for FMLA, please contact Benefits@eab.com as soon as you become aware of your need to take leave.
Personal Leave for Medical Purposes
Under certain medical-related circumstances (involving either an employee or an immediate family member as defined by FMLA), employees who have exhausted all Federal and State leave entitlements may be granted a personal leave of absence without pay. Employees will be required to use any available paid leave or Paid Time Off concurrently with personal leave for medical purposes.
Requests are considered based on factors including, but not limited to, the purpose for the requested leave, business and staffing considerations, and the employees’ performance and attendance records.
If you need to take a personal leave for medical purposes, please contact Benefits@eab.com as soon as you become aware of your need to take leave.
Parental Leave
To review our parental leave policy and benefits, please visit the Parental Benefits page.
Workplace Accommodations
EAB is committed to providing reasonable accommodations, upon request, to qualified employees with disabilities to ensure equal access to its employment opportunities, benefits, programs, and services.
Initiating a Workplace Accommodation Request:
Employees are responsible for requesting a reasonable accommodation for a disability in the workplace, if needed. To initiate a request for a workplace accommodation, please reach out to benefits@eab.com.
Interactive ADA Process:
Once a request is received, Benefits will promptly engage in the interactive process to gather more information about the nature of the request. This process may include completing a Medical Certification Form in conjunction with your medical provider, to make a determination on the reasonable accommodation to be implemented. What constitutes a reasonable accommodation will be determined on a case-by-case basis.
For more information and resources, please visit the Workplace Accommodations page.
Jury/Court Duty
Employees receive up to 15 days paid leave per fiscal year for serving as a juror or appearing as a witness. Any duty beyond 15 days will need to be taken as PTO days followed by unpaid leave.
Bereavement Leave
Employees may use up to 5 days per fiscal year due to the death of a loved one. You are also able to use your PTO for any additional time needed.
Military Leave
A maximum of 15 days of paid military leave are available per fiscal year. Any days off required beyond 15 can be taken as PTO days and then an unpaid leave of absence can be taken for up to 5 years or more according to applicable law.