US Handbook 2023

Bereavement leave cannot be combined with any other leave or benefit that is paid which would cause the Associate to receive double compensation for the same day. The purpose of this provision is to afford time off with compensation during bereavement and will not be paid if a qualifying death occurs while an Associate is laid off, on a leave of absence, or receiving separation pay, disability pay, or any other pay prescribed under this Handbook. The Leadership Team and Human Resources may request proof of death for the purpose of documentation. Volunteer Hours Each Associate is provided four (4) general volunteer hours each calendar year for any volunteer work that Associate would like to participate in. It is not mandatory for an Associate to use the provided Volunteer Hours. Dwellworks requests Associates track the use of volunteer hours in the UKG system, which allows Dwellworks to report the volunteer efforts of the company overall. Jury Duty Leave Full-time Associates are eligible to receive up to five (5) working days of regular compensation while serving for jury duty. Additional absences for jury duty can either be taken as PTO or may be taken as unpaid leave. If released from jury duty during regular business hours, the Associate is expected to report to work for the remainder of the day. All Associates should submit jury duty leave requests to their Leader and Human Resources, along with the summons issued by the court. The following conditions must be met in order for Associates to receive regular compensation for up to five (5) days when absent due to jury duty: + Upon receiving jury duty notice, Associates must notify their leader and Human Resources; and + The day following jury duty, Associates must bring to Human Resources the jury duty notice provided by the court to be placed in their personnel file. Family Medical Leave Act (FMLA) Dwellworks provides leave according to the Family and Medical Leave Act of 1993 (FMLA), which provides for unpaid, job-protected leave to covered Associates in certain circumstances. To qualify for FMLA leave, you must: (1) have worked for Dwellworks for at least twelve (12) months, although it need not be consecutive; (2) have worked at least one thousand two hundred and fifty (1,250) hours in the last twelve (12) months; and (3) be employed at a worksite that has fifty (50) or more Associates within seventy-five (75) miles. If eligible, you may take up to twelve (12) or twenty-six (26) weeks of unpaid family or medical leave, whichever is applicable, within the relevant twelve (12) month period, as defined by Dwellworks. While you are on FMLA leave, Dwellworks will maintain your group health insurance coverage at the same level and under the same circumstances that applied when you were actively working. Upon returning from approved FMLA leave, you have the right to be restored to the same job or an equivalent position, subject to the terms, limitations, and exceptions provided by law. If your need for FMLA leave is foreseeable, you must give Dwellworks at least thirty (30) days' advance written notice. If this is not possible, you must at least give notice as soon as practicable. Failure to provide this notice may be grounds for delaying FMLA-protected leave, depending on the particular facts and circumstances. For a full list of terms, conditions, and requirements regarding the Family Medical Leave Act, please click here or consult a member of the Human Resources Department. Disability Benefits Dwellworks provides both Short-Term and Long-Term Disability Benefit plans, which replace a certain level of an Associate’s income while the Associate is medically unable to work for extended periods. As soon as the Associate knows of any disability which is likely to require his/her absence from work, the Associate should notify, in writing, his/her Leader and Human Resources. The Associate is responsible for completing the leave application for Disability Benefits with the third-party disability provider. The third-party provider will approve qualifying disabilities and will notify Dwellworks of approved benefit dates. Following the applicable waiting period, for Disability Benefits to commence, the Associate will be removed from payroll, and disability payments will be made through the third party provider. Once the Associate returns to work, the semi-monthly pay schedule will resume.

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