Paid Parental Leave
Purpose
The purpose of paid parental leave is to enable the employee to care for and bond with a newborn child or children, or a newly adopted or newly placed child or children.
Terms
Restore The Fourth will provide up to 12 weeks of paid parental leave to employees, to begin at the time of the employee’s choosing, but not later than birth or the placement of a child with an employee in connection with adoption or foster care. Employees must take paid parental leave in one continuous period.
This policy will run concurrently with Family and Medical Leave Act (FMLA) leave, as applicable. This policy will be in effect for births, adoptions or placements of foster children occurring on or after the date of the Board approval of this policy. The maximum number of weeks of paid leave shall be 12, regardless of whether the birth is single or multiple.
After the paid parental leave (and any short-term disability leave for employees giving birth) is exhausted, the balance of FMLA leave (if applicable) will be compensated through employees’ accrued sick, vacation and personal time. Upon exhaustion of accrued sick, vacation and personal time, any remaining leave will be unpaid leave. Please refer to the Family and Medical Leave Policy for further guidance on the FMLA.
The company will maintain all benefits for employees during the paid parental leave period just as if they were taking any other company paid leave such as paid vacation leave or paid sick leave.
If a company holiday occurs while the employee is on paid parental leave, such day will be charged to holiday pay; however, such holiday pay will not extend the total paid parental leave entitlement.
If the employee is on paid parental leave when the company offers administrative leave (known as an “admin day”), that time will be recorded as paid parental leave. Administrative leave will not extend the paid parental leave entitlement.
An employee who takes paid parental leave that does not qualify for FMLA leave will be afforded the same level of job protection for the period of time that the employee is on paid parental leave as if the employee were on FMLA-qualifying leave.
Eligibility
Eligible employees must meet the following criteria:
Each week of paid parental leave is compensated at 100 percent of the employee’s regular pay. Paid parental leave will be paid on a biweekly basis on regularly scheduled pay dates.
Upon termination of the individual’s employment at the company, he or she will not be paid for any unused paid parental leave for which he or she was eligible.
How to Request Parental Leave
The employee will provide their supervisor with four weeks’ written notice of their intent to take parental leave, or, if the leave was not foreseeable, as soon as possible before taking the leave.
Bereavement Leave
Purpose
When a death occurs in an employee’s immediate family, all employees may take up to seven days off with pay to attend the funeral or make funeral arrangements.
Terms
The pay for time off will be prorated for a part-time employee if the funeral occurs on a scheduled workday. Restore The Fourth may, in unusual circumstances, require verification of the need for bereavement leave.
“Immediate Family,” as Defined for Bereavement Leave: Immediate family members are defined as an employee’s partner, spouse, parents, stepparents, sisters, brothers, children, stepchildren, grandparents, father-in-law, mother-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, or grandchild.
Non-family Member Funeral Leave: All employees may take up to two days off with pay to attend the funeral of a non-family member. This time off will be considered and granted by the employee’s supervisor on a case-by-case basis.
Additional Time Off: Restore The Fourth understands the deep impact that death can have on an individual or family. Therefore, the employee may make arrangements with their supervisor for an additional four unpaid days off in the instance of the death of an immediate family member.
Additional unpaid time off may also be granted depending on various circumstances, such as distance, the individual’s responsibility for the 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 supervisor to determine whether additional considerations are needed. It is Restore The Fourth’s intention to support employees during times of grief and bereavement.
Whistleblower and Complaints Policy
Restore The Fourth requires directors, officers and employees to adhere to the Standards of Conduct as outlined in our Bylaws. As employees and representatives of Restore The Fourth, we must practice honesty and integrity in fulfilling our responsibilities and comply with all applicable laws and regulations.
Reporting Responsibility
This Whistleblower Policy is intended to encourage and enable employees and others to raise concerns internally so that Restore The Fourth can address and correct violations of our Standards of Conduct or of the law. It is the responsibility of all board members, officers, employees and volunteers to report concerns about these.
Non-Retaliation
Retaliation against any board member, officer, employee or volunteer who in good faith reports violation of the Standards of Conduct or of law, shall itself be considered a violation of the Standards of Conduct, and may result in discipline up to and including suspension or termination.
Acting in Good Faith
Filing a complaint in bad faith, meaning a complaint that is not substantiated or is made maliciously or knowing that it is false, shall itself be considered a violation of the Standards of Conduct, and may result in discipline up to and including suspension or termination.
Reporting Procedure
Employees, board members and volunteers are encouraged to share their questions, concerns, suggestions or complaints with their supervisor, or, if they are not comfortable speaking with their supervisor or they are not satisfied with their supervisor’s response, with Zaki Manian, who is the board member designated as Compliance Officer for this purpose. Such questions, concerns, suggestions or complaints should be in writing. The National Chair and any other supervisor is required to forward a copy of all complaints to the Compliance Officer. The Compliance Officer is responsible for ensuring that all complaints about unethical or illegal conduct are investigated and resolved. The Compliance Officer will advise the Board of all complaints and their resolution and will report at least annually to the Board on compliance activity relating to accounting or alleged financial improprieties.
Accounting and Auditing Matters
The Compliance Officer shall immediately notify the Treasurer of any concerns or complaint regarding corporate accounting practices, internal controls or auditing and work with the committee until the matter is resolved
Confidentiality
Violations or suspected violations may be submitted on a confidential basis by the complainant. Reports of violations or suspected violations will be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation.
Handling of Reported Violations
The Compliance Officer will notify the person who submitted a complaint and acknowledge receipt of the reported violation or suspected violation. All reports will be promptly investigated and appropriate corrective action will be taken if warranted by the investigation.