The short-term disability plan provides financial protection when you are unable to perform the regular duties of your job due to a non-occupational illness or injury. Both the employer paid short-term disability and Mariner short-term disability programs are administered by Prudential.
This long-term disability plan administered by Prudential provides financial protection to employees when you have a long period of disability. The amount you receive is based on the amount you earned before your disability began. Benefits start after the 180 day elimination period.
The Family and Medical Leave Act (FMLA) guarantees certain employees up to 12 work weeks of unpaid leave each year with no threat of job loss. It also requires that their group health benefits be maintained during the leave. Employees are eligible for FMLA if they have worked for their employer at least 12 months, at least 1,250 hours over the past 12 months. Additional information on FMLA can be found on the U.S. Department of Labor website (https://www.dol.gov/general/topic/benefits-leave/fmla).
It is the policy of the company to grant eligible employees up to twelve weeks (or 26 weeks for covered service member leave) of unpaid, job protected leave within a twelve‐month period, in accordance with the provisions of the federal Family and Medical Leave Act (“FMLA”). This policy is intended to comply with FMLA and should be interpreted in light of regulations implementing that Act. In particular, terms used in this policy have the meaning they are given in the regulations implementing FMLA. To the extent that any applicable state law provides greater leave of absence benefits, such applicable state law will apply. Although the federal and state laws sometimes have different names, the Company refers to these types of leaves collectively as “FMLA Leave.” Mandated leaves under federal, state, or local laws and the FMLA will run concurrently with one another.
An employees is eligible for FMLA Leave if he or she has worked for the company (Genesis Energy, LLC ) for at least twelve (12) months (which need not be consecutive).
Reasons for FMLA Leave
Federal and state laws allow FMLA Leave for various reasons. Because employees’ legal rights and obligations may vary depending upon the reason for the FMLA Leave, it is important to identify the purpose or reason for the leave. FMLA Leave may be used for one of the following reasons, in addition to any reason covered by an applicable state family/medical leave law:
Designation and Concurrent Use of FMLA Leave
If an employee is absent from work for an FMLA‐qualifying reason, the company may designate the time off of work as FMLA leave, even if the employee prefers no such designation. This may include absences for which employees are compensated by available paid time off, or under state or Company‐sponsored wage replacement programs, including workers’ compensation or short-term / long‐term disability plans. All such time off of work runs concurrently with applicable FMLA leave.
Disability/FMLA Leave Programs
(Control Number 45697)
1 (877) 367-7781