NAVIGATE

Take me to ...

Intro Hamra Charter Hourly Job Description Opt In to Hamra Text Messages Benefits – 401K Benefits – Health Insurance Benefits – Meal Discount Policy Benefits – Jury Duty Benefits – Vacation Benefits-Sick Benefits – Holidays Benefits – Bereavement Leave Laws – Unpaid Breaks
Laws – Pay Schedule Policies – General Work Rules Policies – No Harassment Policy & Reporting Procedures Policy-Cash Control Policies – Dress Code Policies – Change of Availability Policies – Requests for Time-Off Policies- Leave of Absence Extensions Policies – Smoking Policy Policies – Leaving Us Policies – Attendance Policies – Confidentiality Policy-PCI Compliance
Policies – Personal Property Policies – Social Media Policies – Personal Relationships in the Workplace Policies – Food Employee Illness Reporting Policies – Safety Equipment Hamra Biometric Data Policy Federal and State Laws Equal Employment Opportunity ADA Conformity to Applicable Federal and State Laws Right-to-Know Law FMLA- Family Medical and Leave Act Victims’ Economic Security and Safety Act (Illinois only)
Victims Economic Safety and Security Act VESSA (Missouri only) Uniformed Services Employment and Reemployment Rights Act Fair Labor Standards Act Age Verification and I–9 Information Job Restrictions Massachusetts Maternity Leave    Small Necessities Leave Act (Massachusetts only)      W.I.S.P Adherence Massachusetts Pregnant Workers Fairness Act Massachusetts Paid Family and Medical Leave The End Food Handler-Illinois Only

Policies- Leave of Absence Extensions

Leave Extensions for either LOA or FMLA

An extension can only be granted if the individual can obtain a doctor’s note. The note must indicate the reason why they are not able to return after their 60-day LOA or 12-week FMLA, and it must have an anticipated date of return.

Extensions are only granted up to a total of 60 additional days past their 60-day LOA or 12-week FMLA.

An employee cannot take more than 120 days of LOA or 144 days of FMLA in a rolling calendar year.

LOA and FMLA cannot be combined and all extensions must be approved by the SVP of Human Resources or the Director of Human Resource.

If the employee refuses, or is unable to return to work after their leave (LOA or FMLA) or their approved extension, they will forfeit their position and will be marked “quit” job abandonment due to not returning from leave.

© 2024 HAMRA ENTERPRISES. ALL RIGHTS RESERVED. Like us on facebook | Follow Us on LinkedIn | Privacy Policy | Terms of Use