Family Medical Leave Act
Veritas recognizes that certain major life events may require an employee to be away from work for an extended period. As a result, eligible employees and interns may request a family and medical leave of absence under the circumstances described below, in accordance with the Family and Medical Leave Act of 1993 (FMLA). A family and medical leave of absence is an unpaid leave.
Interns, full-time and part-time employees of Veritas are eligible once they have met the following criteria:
If you do not meet the FMLA eligibility requirements, you may still request a leave of absence, but approval is at the discretion of your manager and you may not have job protection rights under federal law.
PTO/YTO on FMLA Leave
FMLA leave is unpaid. If you wish to receive pay during your leave:
If applicable, you may receive Short Term Disability (STD) and/or Workers' Compensation benefits during the leave. If you are out of work on STD and/or Workers' Compensation, you will be placed on FMLA leave, if eligible.
Circumstances that Qualify for FMLA Leave
1 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 you from performing the functions of your job, or prevents the qualified family member from participating in school or other daily activities.
2 For purposes of this leave, a covered service member is a current member of the Armed Forces, including National Guard or Reserve members, who has incurred a serious injury or illness in the line of active duty (or those that existed before the beginning of the member's active duty and were aggravated by service in the line of duty on active duty in the Armed Forces) that may render the service member medically unfit to perform his/her duties for which the service member is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list. Certain veterans with a serious injury or illness incurred or aggravated in the line of duty on active duty and that manifested before or after the veteran left active duty are also considered a covered service member
3 As defined by the U.S. Department of Labor, qualifying military exigencies may include making alternative child care arrangements for a child of the deployed military member, attending certain military ceremonies and briefings, making financial or legal arrangements to address the military member's absence, or caring for the military 's parent who is incapable of self-care where those activities arise from the military 's covered active duty. The maximum amount of time an eligible employee may take for Rest and Recuperation qualifying exigency leave is 15 calendar days.
* Covered active duty means: 1) for members of the Regular Armed Forces, duty during deployment of the member with the Armed Forces to a foreign country; or 2) for members of the Reserve components of the Armed Forces (members of the National Guard and Reserves), duty during deployment of the member with the Armed Forces to a foreign country under a call or order to active duty in support of a contingency operation. Deployment to a foreign country includes deployment to international waters.
Returning to Work
You should notify your Liberty case manager and your manager of the intent to return to work at least two weeks prior to your actual return-to-work date. If that is not possible, you should notify Liberty and your manager as soon as you know when you can return to work.
If you are available to return to work within the 12-week maximum period (or 26 weeks for Military Caregiver leave) allowed under FMLA, you will be returned to your original position, or a comparable job, except you will have no greater right to reinstatement or other benefits and conditions of employment than if you had been working continuously. A comparable job is a position with equivalent duties, working conditions, pay and benefits. In certain circumstances, "key" employees may not be eligible for reinstatement following a family and medical leave. Veritas will comply with all applicable laws pertaining to reinstatement of employees, including, where required, the reasonable accommodation of employees who have been on an approved leave.
If you have exhausted your Family and Medical Leave and are unable to return to work at the end of the leave, your employment with Veritas may be terminated as of the last day of the leave. You may request a personal leave of absence or any other leave as required by law prior to the last day of your scheduled family and medical leave. Approval is at the discretion of your manager and you will lose your protection rights under federal law. Additionally, certain benefits may be continued through federal COBRA provisions.
If, while on Family or Medical Leave, you pursue other employment or self-employment not consistent with your stated need for time off, Veritas will consider you to have resigned from employment.
Veritas will not consider the use of family or medical leave as a negative factor in any employment decision.
For questions related to benefits, please contact the Veritas' U.S. Benefits Helpdesk via Live Chat or Message at veritas.mercerbenefitscentral.com or by phone at 1-866-288-3249.
All exceptions to this policy must be reviewed in advance and approved by your manager and will be granted if necessary to comply with any applicable laws. If you work in a state with a family or medical leave law that differs from the FMLA, Veritas will apply the more generous law to the extent required by law.